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Od Intervention Strategies

The document discusses two intervention strategies used by an organization called PROTON: having a strong organizational culture with no communication barriers, and developing teams through five stages from forming to adjourning. PROTON aims to inspire employees through its mission and values while encouraging open communication.

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moorthyvani
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47 views2 pages

Od Intervention Strategies

The document discusses two intervention strategies used by an organization called PROTON: having a strong organizational culture with no communication barriers, and developing teams through five stages from forming to adjourning. PROTON aims to inspire employees through its mission and values while encouraging open communication.

Uploaded by

moorthyvani
Copyright
© © All Rights Reserved
We take content rights seriously. If you suspect this is your content, claim it here.
Available Formats
Download as DOCX, PDF, TXT or read online on Scribd
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OD INTERVENTION STRATEGIES

 STRONG ORGANIZATIONAL CULTURE


All the employees in PROTON’s organization values suits to their personal value,
high levels of comfort for the employees without forcing them to fit with PROTON’s
organization values. This helps the employees to make the right decisions towards
their goals of PROTON. Moreover, the employees are inspired through the
PROTON’s mission for the organization. This leads the both management and
employees to work forward the mission that was set by PROTON. Moreover, the
management team plays important role to make each employees understand the goal
and work towards it.

 NO COMMUNICATION BARRIERS
In PROTON, employees are encouraged to voice out their honest opinion and
feedbacks to their respective department managers. By this honest reviews and
feedbacks management able to make changes on time for better future. PROTON
management will stand up and protect their employees if any discrimination happens.
PROTON is treating their employees fairly and every level of staffs can voice out
their opinions openly and freely. Besides that, PROTON management team will be
sharing related information’s about their employees in a very ease way. This results
to, the employees voted and agreed that PROTON practices good organizational
culture.

TEAM DEVELOPMENT

1. Forming stage

 Realistic virtual project team previews.


 Coaching from experienced team members.
 Develop and share the understanding through team identity.
 Have a clear mission.
 Get approval from senior manager.

2. Storming stage
 Face-to-face team building session.
 Give training on conflict resolutions
 Encourage employees to work together.
 Practice diplomacy to create solutions better.

3. Norming stage

 Create work templates for the task requirements.


 Set each employee their accountabilities, datelines for their project completion and schedules
to work accordingly.
 Distinguish task and information’s for the procedures to follow and work on.
 Assign a team coach for each employees, in order to monitor their managing skills virtually

4. Performing stage

 Every department in the company needs to support team work.


 Provide sponsor, support and resources for the team work that was performed.

5. Adjourning stage

 Ensure team goals have been accomplished.


 Mostly focus on wrapping up final tasks.
 If the team work was a fail, then replace with new people and the team needs to perform back
the forming or storming stage and repeat the process all over again.

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