TECHNIQUES OF ORGANISATIONAL DEVELOPMENT (Cont)

The assumption of process consultation is that an organisation’s effectiveness depends upon how well its people relate to one another.
An external consultant will be present. Since the consultant is not a part of the organisation, he is in a better position to suggest remedies to the problems faced by the organisation.
Edgar Schein suggested various stages in process consultation technique. They are:
- Initiate Contract: The client contacts the consultant with a problem that cannot be solved by normal organisation procedures.
- Define the relationship: The consultant and client enter into a detailed contract.
- Select a setting and a Method: Understanding of how and where the consultant will do the job that needs to be done.
- Gather data and make a diagnosis: Diagnosis is done by collecting data using questionnaires, data and interviews.
- Intervene: Feedback, coaching, suggestions, structural interventions can be made in this stage.
- Reduce involvement and terminate: Consultant reduces his involvement with the organisation by mutual agreement but leaves the door open for future involvement.

It is a technique of OD by which members of the group analyses how they work together and plan changes that will improve their efficiency and effectiveness.
Work group problems maybe task related conflicts or personality conflicts (interpersonal conflicts).
Team building requires the help of a skilled consultant to increase the effectiveness of the group’s tasks and maintenance roles. Feedback is also an important component of team building.

This approach was first developed at the Institute of Social Research of University of Michigan.
Survey feedback involves two basic activities:
- Collecting data about the organisation using questionnaires.
- Conducting feedback meetings and workshops in which the data are presented to organisational members.
Survey feedback helps in bringing changes in attitudes and perceptions of participants. However it is less useful with teams which are mainly concerned with day to day activities and short term results.

This technique focuses on the interventions by a third party to resolve conflicting situations.
The aim of this technique is to analyse the conflict’s causes and with the assistance of a third party consultant, resolves the conflict effectively.
The consultant uses the right intervention technique to solve the problems. The intervention techniques includes wisely choosing the place, using effective intervention strategies, setting an appropriate agenda for the meeting etc.

The objective of role playing is narrow ie, to increase the trainee’s skill in dealing with others.
A conflict situation is artificially created and the trainees are assigned different roles to play, without any other information given beforehand.
It is a method of learning by doing, and the results are immediate as the trainees and the observers analyse the behaviour of the role players.

The organisation should choose the proper technique that suits a particular situation so that there is a better organisational development.