Change in an organization can be convened by the implementation of various change management interventions. It is the role of an intervention leader to assess the most beneficial type of change management intervention. Consequently, while choosing the type of intervention, the leader should take into account the workforce, external environmental factors, and the problems facing the organization. This paper will address the interventions necessary in small working groups, offices, relationships, and the whole organization level.
In small working groups and offices, there ought to be employee stress and well-being, objective setting, and reward scheme interventions. These interventions aim at resolving the predicaments created by human resource. Each of these intervention methods is beneficial and suitable for small working groups as they revolve around rewarding the performance of the group members, developing the careers of the members, appraising as well as setting their goals.
The goal setting intervention is vital to an office. If fully implemented in the organization, the intervention will prove effective and improve the performance of the employees (Wyatt & Henter, 2001). However, its implementation in an office environment might attract resistance.
A goal setting intervention would be effective in addressing relationship issues. Clear objectives may give confidence in encouraging employees to cooperate and rely on each other, create good collaboration between them, and boost trust between them.
Having goals set by the managers, the employees and the whole organization at large might help an organization in defending its purpose, reputation, and effectiveness. As a result, less confusion on everybody’s role will be witnessed.
In conclusion, as depicted above, for an organization to prosper and be efficient, it should employ different change management interventions that have proved to be effective. The conclusion is based on the range of issues the intervention methods cover relating to office values.
Reference
Wyatt, R., & Henter, I. (2001). Rationale for the study of early intervention. Schizophrenia Research, 51(1), 69-76. doi:10.1016/s0920-9964(01)00242-0
