Chapter 15&16

Goal setting

This change program involves setting clear and challenging goals. It attempts to improve organization effectiveness by establishing a better fit between personal and organizational objectives. Managers and subordinates periodically meet to plan work, review accomplishments, and solve problems in achieving goals.

Performance appraisal

This intervention is a systematic process of jointly assessing work related achievements, strengths, and weaknesses. It is the primary human resources management intervention for providing performance feedback to individuals and work groups.

Reward systems

This intervention involves the design of organizational rewards to improve employee satisfaction and performance. It includes innovative approaches to pay, promotions, and fringe benefits

Coaching and mentoring

This intervention helps executives and employees to clarify their goals, deal with potential stumbling blocks, and improve their performance. It often involves a one-on-one relationship between the OD practitioner and the client and focuses on personal learning that gets transferred into organizational results and more effective leadership skills

Management and leadership development

The focus of these interventions is on building the competencies needed to lead the organization in the future and includes traditional classroom lectures as well as simulations, action learning, and case studies.

Career planning and development

This intervention helps people choose organizations and career paths and attain career objectives.