In the modern world, the effectiveness and success of any organization are dependent on organizational interventions that are viable and in line with the corporate objectives. For any corporation to adapt and survive in today’s dynamic business world, they need to implement interventions that aim to boost performance at all organizational levels including group and individual levels. Generally, organization interventions entail support, respect, and trust for individuals. Moreover, intervention comprises of involvement of stakeholders and the confrontation of key issues. Organizational interventions are purposed to help in problem-solving or achieving particular goals. Some activities are designed to be applied individually or integrated to boost task performance. To have a successful organization, both development and learning interventions must be implemented to provide members with the knowledge and tools necessary for the effective performance of duties. This paper discusses intergroup activities and training as organizational interventions while analyzing their goals and advantages in organizations.
Organizational interventions are aimed to assist employees and managers with organizational change, the organization of work as well as planning and management. Organizational interventions are also designed to assist with personal well-being and mental health. Employees are the most targeted for interventions because they are key to the business and they deal one on one with customers. Employee involvement and participation is crucial in the intervention process since it offers empowerment and adds to their knowledge others (DeJoy et al., 2010) . Development and learning interventions provide organization members with the skills, knowledge, and abilities necessary for effective performance which results in optimal success.
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Sensitivity training is a common method of organization intervention, which aims to change behavior through unstructured group interaction. Ideally, the training programs are platforms through which participants can freely express their perceptions, beliefs, attitudes, and ideas. Additionally, sensitivity training aims to educate personnel about interpersonal behavior. Training activities are common intervention activities that are structured to boost an individual’s abilities, skills and knowledge. Activities are either purposed to improve technical capabilities or towards boosting interpersonal competence. Generally, such training programs could result in greater trust, improved communication, increased acceptance and tolerance for the individual difference as well as increased empathy for others (DeJoy et al., 2010).
Team building is a form of intervention which is designed to boost the effective operation of system teams. It aims to promote the satisfaction and effectiveness of personnel working collectively, to generally boost the effectiveness of the whole group. Interpersonal links in teams can be promoted through the establishment of a transparent and trustworthy environment where members can freely express their opinions. Activities are directly focused on resources and skills necessary, quality of interrelationships and task procedures. It is crucial to consider various types of teams such as cross-functional, temporary, formal work teams, among others (Beer, 2011).
Conclusively, organizational interventions such as team building and training are the pillars designed to boost organizational operation through the involvement of members of the organization. Therefore, interventions should be objectively designed to facilitate a group, department or firm to solve a problem or achieve an objective. Basic team building and training are some of the effective interventions for the organization, Team building entails getting members to know each other, so they understand what to expect from each other and how to combine efforts for optimum results. Training programs involve equipping members with necessary skills, knowledge, and tools to hand issues such as change, problem handling, and conflicts, among others.
References
Beer, M. (2011). Developing an effective organization: Intervention method, empirical evidence, and theory. In Research in organizational change and development (pp. 1-54). Emerald Group Publishing Limited.
DeJoy, D. M., Wilson, M. G., Vandenberg, R. J., McGrath‐Higgins, A. L., & Griffin‐Blake, C. S. (2010). Assessing the impact of healthy work organization intervention. Journal of Occupational and Organizational Psychology , 83 (1), 139-165.
