Interventions and Organizations

When it comes to changing an fundamental law it begins for any department and e real situation of the business. However, according to our text book Cummings (2013) Ninth Edition, a planned metamorphose is say by the leader and has everything to do with the members, (teamwork). The total corporation has to be planned and very ready for change. This involves the very structure of the company. This will take many different task and the co-operations of all employed or involved. In order for the process to be successfully beated organisations pauperism to address certain issues to operate effectively.We need to follow the intravenous feeding interrelated issues that are the key targets of the Organizational Development interventions. Now this assignment is similarly compare and contrast these four interventions, the first intervention is the Human Process Interventions According to the text it is the merciful process interventions which are aimed at assisting the members of t he organization to enhance their productivity as substantially as purify the way they work together at individual and group levels, (Cummings, T. G. 2013). My input is very similar I believe the humankind aspects are Teamwork.People will be working together for the greater good of each other and the needs of the organization. This helps to change or realign conflicting problems that may occur in spite of appearance the organization that needs to change the way it runs. The first interventions are the Strategies issues These types of interventions are designed to change versatile characteristics of organization settings. This is where the organizations will decide what type of markets they are competing with. When utilise this step it can be the most critical. In strategic issues you have to be aware of the methods of the environment.In other words you have to develop who you competitions are and how to maintain up with the environment. Some of the types of interventions are a pplied mostly in cultural change and strategic mean et cetera, (Cummings, T. G. 2013, p. 154). The second intervention is the Techno-structural issues This involves breaking the works into various departments using strategic directions, changing program focuses on technology and structure of organizations. In other word, the aims of techno-structural interventions are to mitigate the overall performance of the organization by changing the procedures, technology, operations, structures and roles.This may also involve great dealsizing. These involve the design and employee involvements, (Cummings, T. G. 2013, p. 155). The third intervention is the Human mental imagery Management issues These issues are concerned with attracting competent people to the organization, setting goals for them, appraising and rewarding their performance and ensuring that they develop their careers and manage stress. This change relates to individual, interpersonal relations, and group dynamics.In other words, the aims of human resource management interventions are to improve the organizational performance by improving the performance of individuals and groups within the organization. The purpose is to set objectives or goals, observe people by collecting feedback to ensure effective implementation, (Cummings, T. G. 2013, p. 155). The fourth is Human Resources Management These interventions are change programs that relates to individuals, interpersonal relationships, and group dynamics. They attempt to improve individual or group performance as well as peoples working relationships with one another in organizational settings.In other words, the aims of human resource management interventions are to improve the organizational performance by improving the performance of individuals and groups within the organization. The purpose is to set objectives or goals, monitor them for feedback to ensure effective implementation. These types of interventions are designed to change various cha racteristics of employees, technologies, products among others by focusing on the organizations interaction with the external environment, (Cummings, T. G. 2013, p. 421). Basically, the entire process takes an entire team of individuals support.This task takes a chain of planned actions from top leading with full support of its employees to accomplish. Thus, interventions are designed for organization development and effectiveness. When comparing the four steps I believe that all four all great, but when it comes to my opinion of the OD intervention the techno structural would be my favorite step, because it involves breaking down the organization into parts and it involves the help of the all the employees. As oppose to the first step the Strategic issues I really like this step too because it involves some detective work on observing your environment.This involves crafty what your competitors are doing, their hours of operation, they discounts and so much more. However when it c omes to both of the human issues it involves people our favorite species. This issue involves everyone universe a part of the same program and all on one accord. My motto is, People using people. The success of any intervention for organization development therefore depends on the capability (skills and knowledge) of the leadership and support of the employees participating in the process. Motivating and making all involved truly happy, doing their jobs.