The objective of this thesis is to present a framework relating specific intervention techniques which could be of use in an Organisation Developm1ent programme to factors which determine the appropriateness of the interventions and their likely success. The framework allows both the characteristic s of the particular techniques and the needs of the organisation to be combined in the design of an Organisation Development programme.
A perception of the need for such a framework arose from a personal experience with an Organisation Development project. The project was centered around a Survey-feedback intervention in an Engineering Design group. The project is presented as a case study as an example of the Survey feedback approach and associated data analysis methods. The case s1Uty is further used to demonstrate application of the framework and to assess its usefulness.
In developing the framework, the common intervention techniques are first grouped according to their use with specific target groups within organisations - i.e. interventions aimed at individuals, dyads/triads, teams or group, intergroup relations, and the total organisation. Next the major factors influencing the appropriateness and success of interventions are examined. The most significant are considered to be problem perception, Organisation Development relevance perception, organisation culture, intervention depth, intervention magnitude, human resource development, expectations, skill requirements, historical factors, and change agent experience. These I assessment factors and the intervention typology are then combined in a matrix format. Tentative quantitative weightings are proposed for each assessment factor/intervention combination. Finally, a process based on use of this matrix is described for developing a rank ordering of appropriate intervention techniques given the needs and characteristics of the particular organisation or group.