Human Process Intervention
Organizational Change & Development
OCD ASSIGNMENT (APA STYLE)
HUMAN PROCESS INTERVENTION
WAFA ZEHRA (ID#11305)
Table of Contents HUMAN PROCESS INTERVENTION 3 INTERPERSONAL & GROUP PROCESS APPROACHES 4 PROCESS CONSULTATION 4 Group Dynamics 4 THIRD – PARTY INTERVENTION 5 Episodic Model of Conflict 5 JOHARI WINDOW 6 TEAM BUILDING 7 Generic Team Building Intervention 7 Team Diagnostic Interventions 8 Team Process Interventions 8 Team Relationship Interventions 9 CONCLUSION 10 REFERENCES 11
* HUMAN PROCESS INTERVENTION
There are four targets for change in an organization. Better depicted in the following figure:
The proper alignment of the four organizational aspects, that is strategy, culture, structure and human process can never be stressed enough. [ (Beitler M. , 2003) ]
Human processes in any institution take account of “how” any activity gets done. The work of organizational change consultant and change agents includes assisting numerous ways of human process intervention. A few of these are: * Team – building * Conflict management * Decision making * Problem solving * Communication * Organizational learning * Knowledge management * Leadership development [ (Beitler M. A., 2005) ] * INTERPERSONAL & GROUP PROCESS APPROACHES * PROCESS CONSULTATION
Despite, at an anecdotal level, there appearing to be a number of people working in development claiming to be process consultants, there are few documented accounts of process consultation, in Schein’s sense, for development. Identify process consultation as more appropriate than a “consultant engineering” mode of operation within the Eastern and Southern African Management Institute (ESAMI), but do not go into depth. [ (Mbise T, 1993) ] * Group Dynamics
Facilitators are guided by an understanding of group dynamics, such as the basic
OCD ASSIGNMENT (APA STYLE)
HUMAN PROCESS INTERVENTION
WAFA ZEHRA (ID#11305)
Table of Contents HUMAN PROCESS INTERVENTION 3 INTERPERSONAL & GROUP PROCESS APPROACHES 4 PROCESS CONSULTATION 4 Group Dynamics 4 THIRD – PARTY INTERVENTION 5 Episodic Model of Conflict 5 JOHARI WINDOW 6 TEAM BUILDING 7 Generic Team Building Intervention 7 Team Diagnostic Interventions 8 Team Process Interventions 8 Team Relationship Interventions 9 CONCLUSION 10 REFERENCES 11
* HUMAN PROCESS INTERVENTION
There are four targets for change in an organization. Better depicted in the following figure:
The proper alignment of the four organizational aspects, that is strategy, culture, structure and human process can never be stressed enough. [ (Beitler M. , 2003) ]
Human processes in any institution take account of “how” any activity gets done. The work of organizational change consultant and change agents includes assisting numerous ways of human process intervention. A few of these are: * Team – building * Conflict management * Decision making * Problem solving * Communication * Organizational learning * Knowledge management * Leadership development [ (Beitler M. A., 2005) ] * INTERPERSONAL & GROUP PROCESS APPROACHES * PROCESS CONSULTATION
Despite, at an anecdotal level, there appearing to be a number of people working in development claiming to be process consultants, there are few documented accounts of process consultation, in Schein’s sense, for development. Identify process consultation as more appropriate than a “consultant engineering” mode of operation within the Eastern and Southern African Management Institute (ESAMI), but do not go into depth. [ (Mbise T, 1993) ] * Group Dynamics
Facilitators are guided by an understanding of group dynamics, such as the basic
References: Baron, R. S. (2003). Group process, group decision, group action. Philadelphia, PA: Open University Press. Beitler, M. A. (2005). Beitler on 'Organizational Change Intervention '. Retrieved November 28, 2012, from Dr. Mike Beitler: http://drbeitler.com/freestuff/Beitler%20-%20Organizational%20Change%20Interventions.pdf Beitler, M Emerald Insight. (n.d.). Retrieved november 28, 2012, from http://www.emeraldinsight.com/fig/10379_10_1016_S1479-3555_06_06003-3.png Fisher, R Haley, C. (2008). Third Party Interventions - a practical guide. Jacob de Lichtenberg, M Mbise T, S. P. (1993). Management Consulting in Africa: Utilizing Local Experience. West Hartford: Kumarian Press. Mitchell, R. C. (2002). Constructive Management of Conflict in Groups. Retrieved november 28, 2012, from http://www.csun.edu/~hfmgt001/cm_gp.htm Petri Parvinen, J