Process management helps you and guides you to understand how to implement business strategies and carry forward business successfully . They guide you how you can successfully implement process improvements (assosiation). To carry a business successfully, one should take in to account that whether the relationship of the employees is cordial or not. The main purpose of human process intervention is not to let employees interfere in each other’s work, but to make them learn how to work in groups, teams, together and build a sense of belongingness.
The much they would interact, the more they would know each other, each other’s psyche. This would become the stair for them to resolve disputes between each other human process is not a single story phenomena, it contains different ways and methods of intervention. (Barregarye, www. studymode. com, 2011) This includes: 1 Third party intervention. 2 process consultation 3 group process approaches
The main purpose of these approaches is to make the organization prosper through building good terms between employees, because, employees are actually the main asset of the organization which would make them successful or could make them experience the worse. (mojibah, 2012) The main purpose of this approach is to create a scenario and working condition in which both the client and OD practitioner works side by side. The client has got the equal opportunity to give his feedback ideas and explain the way in which he wants to improve the situation . hen working in this manner, you actually create a more strong stance because you are actually taking into account the ideas and thoughts of the person, for whom you are actually supposed to work. It is actually indicating towards the essence of team work and the saying that “two heads are better than one”. This phenomenon would build into us the concept of discussing things and actually considering it more effective to work in the teams. This would provide you with as many solutions as possible and most of the time, with relevant solutions (Beitler m.A. , organizational change interventions, 2005) .
The key objective of any interventions is to produce desired behavior and performance. The main goal of process consultation is to diagnose the problems facing the organization, find solutions, and improve the overall (Barregarye, 2012). There is a measuring instrument or tool you can say MBTI, which is used to measure or detect that what is the reaction of a person towards anything or any situation.
This is basically used to generate a general prediction or analysis of a certain situation that how you generally connect that personality of a person with his reaction, adoption of different scenarios that how he responds to different situations because his reaction towards different situation depicts his personality and tells you what type of a person he is for example is he an emotional one, rational, strong, introvert , extrovert etc (a review of organization development interventions, 2001). Most of the people who are participating in the MBTI thing are usually the white collar ones but that does not mean MBTI is meant to be for them.
It can be used to assess any one working at any position in the organization. One can also use it while selecting or hiring new candidates to see if they would be suitable or not for the organization (bernardo, 2001). Organizations believe that with the help of this system they would better know about the personality traits of the employees and would help the organization to adjust them in groups accordingly. Because this would help them formulate more effective groups and in making the choice about which person would suit which set of group (BERNARDO, 2001).
The purpose of human processes is actually to fix and manage all the activities that are to be done by humans. For this purpose, there are proper and trained people whose job is to guide the employees about how the work could get done more efficiently and effectively in order to prosper the organization more. For this purpose, proper consultants are hired. Their job is guide the people (employees) working in the organization in a way as to feel that this organization, their fellow colleagues, all belong to them. They are not someone but a team (Beitler M.
A. , 2005) Creating a sense of fraternity among them is the goal. The points that are to be considered and focused on include: (Beitler M. A. , organizatonal change interventions, 2005). TEAM BUILDING: In this aspect, they teach and tell employees how to work cordially in a team, group, considering everybody’s opinion, view point about work, ways to work, targets and how to achieve those targets. They teach employees how all of them will contribute to work , respect each other’s ways of conducting work (Beitler M. A. organizatonal change interventions, 2005). CONFLICT MANAGEMENT: One can’t deny the fact that where ever there are people working together, living together, conflicts would occur, but the important part is that, how one will manage and resolve those conflicts. This is what is taught to people in this aspect by the consultants that how they are suppose to manage their conflicts (Beitler M. A. , 2005). DECISION MAKING: Decision making is the ultimate goal of the organizational flow, because one wrong decision can collapse the whole building of their hard work.
Here they are taught to make and take sound decisions, keeping in mind the suggestions and recommendations of al (Beitler M. A. , 2005) PROBLEM SOLVING: They are taught to consider the problems of the organization as their own problem and search for the suitable solutions in a team and as a team. (Beitler M. A. , organizational change interventions, 2005) COMMUNICATION: Since the main concept behind human process intervention is to build and bridge the communication gap between the employees, this part is an important most aspect of the factors nourishing the human process intervention (Beitler M.
A. , 2005). ORGANIZATIONAL LEARNING: Then they are taught to learn about their organization as a whole (Beitler M. A. , 2005) KNOWLEDGE MANAGEMENT: Here they are taught to manage the knowledge and distribute it with in between every one (Beitler M. A. , 2005). LEADERSHIP DEVELOPMENT: All the above mentioned steps eventually are heading towards developing the leader ship phenomenon (Beitler M. A. , 2005). IMPORTANCE OF OD CONSULTANTS: A lot of individuals did not receive good trainings regarding work. And they were not taught how they could work more efficiently and cordially in teams.
For this purpose, a lot of people started getting education and training regarding how to teach employees to work in teams and groups and this became an essential element to hire OD consultants to improve the performance of people working as a team (Beitler M. A. , 2005) Those teams are considered to be effective teams whose members consist of qualities like * participation, * they should be clear about their roles * their shouldn’t be any communication gap in between * They should always respond openly to new working conditions and ideas.
TYPES OF TEAM BUILDING: There are three types of team building interventions which include: (Beitler M. A. , 2005). TEAM DIAGNOSTIC INTERVENTIONS: This type of intervention tells us about what are the problems going on within the group and what opportunities are available to us in order to overcome those problems (Beitler M. A. , 2005). TEAM PROCESS INTERVENTIONS: Helps us to analyze the roles of the team in order to fulfill the purpose of their existence and to understand all the factors included in understanding that process (Beitler M.
A. , 2005). TEAM RELATIONSHIP INTERVENTIONS: The purpose of designing these type of interventions is to in any way improve or build strong and cordial relations both among the working colleagues and then between the heads and the employees (Beitler M. A. , 2005). THE ACCENTURE HUMAN CAPITAL DEVELOPMENT FRAMEWORK: Organizations usually are unable to figure out that what their investment on humans is actually giving them back in return. Is it what they actually expect out of their investment or anything more or less?
For this purpose this tool has been generated. The sole purpose was to make the organization aware about the aspects that if they are able to generate: (Beitler M. A. , 2005). * Maximum production * Friendly relations * Good leadership * High performance * Best results * Best talents Another reason was that they could verify on the grounds that they are producing good business performance because of the good relations of the employees (the accenture human capital development framework, 2013).
Steps in the ethics review process for all research that involves human participant (Guidance on research ethics for research involvong human participants, 2007) Team building is a vast canvas and we can’t just limit to some particular dimensions. A generic team building is something which is made to be applied by any groups because it is a general design sort of a thing applicable to any situation. It includes various steps and ways (Beitler M. A. , 2005). * Sometimes different people working in the organization are being interviewed.
People who are being interview are not only the employees, but bosses as well. Consultants ask them various questions in this part. * Themes are then granted to the collected data which means that the collected data is being given a shape by the consultant * Then the consultant goes about finding the relevancy in that data provided by the bosses and subordinates that how much of it is actually useful. * The data is then compiled in a way as to give priority to the data keeping in consideration the themes. Then the groups go about focusing on the different dimensions in which problems are lying. * Then the next and most important step comes in when the group has to select one best alternate out of the many provided or available.
* After selecting that best alternate plan, the group starts carrying on that one plan as the final action or decision. (Beitler m. A. , organizational change interventions, 2005) Human process intervention has got many phases and another very important phase which over shadows many aspects is “Conflict management interventions. (Beitler M. A. , 2005) CONFLICT MANAGEMENT INTERVENTION: Since human process intervention is the concept in which employees are been taught to work together in a group, and we know this since this is a known fact that whenever more than one person is involved in conducting or carrying forward a task, conflicts are as essential as breath (Beitler M. A. , 2005). If these conflicts are not resolved on a daily basis let’s say, or with in a short span of time, they would create devastation on a massive level.
Conflict management was always an important issue but with the passage of time it would become more essential, reason being (Beitler M. A. , organizatonal change interventions, 2005) * We have now started following the concept of HOLISTIC MARKETING like bible in which people from different departments are no more isolated and every body works together as a team, and in such situation, the chances of arrivals of conflicts are even brighter (Beitler M. A. , 2005). * Workers from all over the globe having different values, codes of conducts would be working together (Beitler M. A. , 2005).
According to Beitler, diversity is that one function which could serve as an advantage in some cases and on the other hand could serve as great disadvantage too. (Beitler M. A. , organizational change interventions, 2005) THIRD PARTY INTERVENTION: This is a general known trend that at times, the main people involved in the conflict go so beyond their levels of sanity, this is where you need a third party to solve your conflicts. Keeping in mind, that there is a complete proper judicial process involved. (public law project, 2008) REFERNCES (2001). a review of organization development interventions. ssosiation, a. m. Barregarye, M. ( 2012). Barregarye, M. (2011). Retrieved from www. studymode. com. Beitler, M. A. (2005). Beitler, m. A. (2005). organizational change interventions. Beitler, m. A. (2005). organizational change interventions. In a practitioner’s guide for change leaders and consultants. Beitler, M. A. (2005). organizational change interventions. a practiotioner’s guide. Beitler, M. A. (2005). organizational change interventions. In a practitioner’s guide for change leadres and consultants. Beitler, M. A. (2005). organizatonal change interventions.
In beitler, a practiotioner’s guide for change leaders and consultants. BERNARDO, M. (2001). A review of organizationaldevelopment intervention. (p. a. incorporation, Ed. ) bernardo, m. (2001). a reviwe of organizational developmentintervention radford university. Guidance on research ethics for research involvong human participants. (2007). mojibah. (2012). Retrieved from www. studymode. com. public law project. (2008). third party interventions , a practical guide. In The public law project. the accenture human capital development framework. (2013). Retrieved from www. mbadepot. com.
