DQ Two Opt
DQ Two Opt
Introduction
OD Consultants have different approaches when it comes to selecting the methods of OD intervention for their clients. They select their preferred intervention methods based on various factors. Some of the intervention methods in OD include; survey feedback, sensitivity training, development discussion, goal setting and planning, and managerial grid.The paper discusses the factors that influence the choice of an OD intervention.
An intervention method is preferred by an OD consultant when it is popular among many other consultants. Consultants prefer to give advice that other consultants had given before and turned out successful. Therefore, the intervention method that is chosen could be on the basis of its popularity among other consultants.
Practicality
OD intervention requires intervention methods that are practical and realistic. OD consultants must analyze the organization’s situation and relate it to various intervention methods. Not all intervention methods can be applied to a specific organizational problem. Therefore, the consultant must identify the OD intervention method that best suits the organizational situation and one that is practical.
Experiences
OD consultants advise their clients based on their experiences. If an organization is in a similar situation to another organization that the consultant advised in the past, the advisor can give the same advice. Past experiences help consultants identify practical and efficient OD interventions. They also learn from their mistakes and success. Therefore, an OD consultant uses past experiences to advise organizations on the best intervention methods.
Conclusion
The choice of OD intervention methods among OD consultants can relate to the daily human lives on how people make decisions. The decisions people make are mainly based on their past experiences, popularity of peer influence and efficiency and practicality of the choices available. OD consultants choose OD intervention methods that help organizations achieve their goals.
References
Cummings, T. G., & Worley, C. G. (2009). Organization Development & Change (9, illustrated ed.). London: Cengage Learning.
Jones, B. B., & Brazzel, M. (2006). The NTL Handbook of Organization Development and Change: Principles, Practices, and Perspectives. New York: John Wiley & Sons.
