Individual-Level OD Interventions

Riann Singh () and Shalini Ramdeo ()
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Riann Singh: The University of the West Indies
Shalini Ramdeo: The University of the West Indies

Chapter 2 in Leading Organizational Development and Change, 2020, pp 33-66 from Springer

Abstract: Abstract This chapter explores individual-level OD (organizational development) interventions. While this book focuses on organizational-level development and change, individual-level OD interventions cannot be ignored. Individual-level OD interventions are important in the context of organizational systems that recognize micro changes or individual changes occur within the context of facilitating macro changes or organizational changes. Further, this chapter presents the rationale for individual-level OD interventions and describes the most popular types of individual interventions. These include goal-setting (also conceptualized to improve employee groups); performance appraisals (also conceptualized to improve employee groups); reward management (also conceptualized to improve employee groups); coaching and mentoring; career planning and development; management and leadership development; stress and wellness management; diversity management (also conceptualized to improve employee groups); and third-party intervention (also conceptualized to improve employee groups). Finally, the chapter provides an assessment of the challenges that emerge when managing and leading individual-level OD interventions.

Keywords: Goal-setting; Performance appraisals; Reward management; Coaching and mentoring; Career planning; Management development; Leadership development; Stress and wellness management; Diversity management; Third-party intervention (search for similar items in EconPapers)
Date: 2020
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Persistent link: https://EconPapers.repec.org/RePEc:spr:sprchp:978-3-030-39123-2_2

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DOI: 10.1007/978-3-030-39123-2_2

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