The business world has become so competitive thus it is paramount for Organizations to have appropriate intervention plans. An Organizational intervention plan helps out a company to thrive in the market. The plan also ensures that an organization competes fairly, embraces new technology and advances with change. There are a number of organizational intervention plans that are vital for the realization of goals in an organization. Looking at multinational companies like Coca-Cola, Procter and Gamble among others, there are clear set out strategies that enable them do well in their respective markets.
Bonding and team building is one of the core tools that enable an organization to do well. Team members get to share ideas and knowledge among other things. Team building also creates a sense of belonging among members. Another important tool in an organization development is setting visions. The vision of the organization should achievable and well defined. The team members’ roles should also be clear so that everyone bears responsibility.
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Change is an inevitable process and should be embraced for the growth of an organization. Change can be gradual or immediate. There should be clear guidelines on how to adapt the change and get along with it. Drastic changes are elusive and should be undertaken carefully. An organization should have a team of strategic planners to make informed decisions and offer a smooth transition. An organization can also outsource such services to companies that can offer services in regard to change and planning.
After developing new strategies it is important to communicate the same to every team player. Communication channels should be well laid out to ease flow of information. A good communication system creates fast response and facilitates development. Team members should also be trained on new technologies and strategies that an organization undertakes. Training enlightens the team members. Some members may be resistance to change thus necessitating training to impart knowledge and understanding.
- Buono, A. F., & Jamieson, D. (2010). Consultation for organizational change. Charlotte, NC: Information Age Pub.
- Rogers, R. E., & Fong, J. Y. (2000). Organizational assessment: Diagnosis and intervention. Amherst, Ma: HRD Press.
