Chapter-5 Role Focused OD Interventions

Submitted To : Prof. Margie Parikh

Presented by: Bhavini Padhariya(11020) Pinkal shah(11076)

Introduction
An organization depends on how roles are preformed Linkage between individual and organization That determines both individual and organization effectiveness

Types of role based interventions

o Role analysis o Role negotiation o renegotiation

Mutuality Vs Exclusiveness

Creativity Vs Conformity

Characteristics

Confrontation Vs Avoidness

Exploration Vs Expectatation

Role analysis
Role analysis helps to understand
o Functions of role o Critical attributes of role o Expectation and performance of role

Task analysis- focus on key performance area(KPA)

Competency analysis- focus on competency and their indicators
o Rearrange schedule o Responds to situations o Adapt to working style o Help others

Advantages
Bring role clarity Greater understanding of expectations Build trust, team sprit, collaboration Set clear objectives Objectives feedback Facilitate Training and developments needs planning

Role Analysis Technique(RAT)

Suggested by Dayal (1969) Overall picture of the role Contribution of role Inter linkage to related roles

Steps in role analysis technique(RAT)

Analysis of role Discussion by group Development

Preparation of role profile

Role analysis process

1) Preparation :
o Identify role o Identify other roles o Bringing together role member

2) Mission statements of focal role- major contribution 3) Expectation of role 4) Expectation of other role 5) Consolidation of expectations 6) Consolidation of behavioral norms 7) Preparation of critical attributes

Comprehensive role analysis

Contextual analysis(mission, goals, tasks)
Activity analysis

Competency analysis( knowledge, skill)

Performance analysis

Function analysis
Discrepancy analysis

Role Efficacy Lab

Role efficacy means potential effectiveness of an individual occupying a particular role in an organization

Effectiveness of a person will depend on

o his/her own potential effectiveness o Potential effectiveness of the role o The organization climate

Dimensions of role efficacy lab

Self role integration integration distance proactively Proactive behavior Reactive behavior creativity opportunity routine Confrontation
Solving problems Avoiding problem

influence more less

Personal growth Providing opportunity Dont provide

Inter role linkage Linking Joint effort

Helping relationships
help Dont help

Managing role stress

Types of stress
o Productive or functional stress (eustress) o Dysfunctional stress (distress)

Concepts of role stress

o Role space related stress o Role set related stress

role space related stress and conflicts

Role space consists of the all the functions, process and people associated with the role Also various roles the individual perform at a given point of time Three variable
o Self o The role under question o Other role which he/she occupy o Self role distance o Intra role conflict o Role stagnation o Inter role distance

Types:

Role set conflicts

Role set consists is all the members who have expectation from the role holder and his/her obligation to them Conflict arise as a result of non compatibility among the expectation by the others or himself/herself Types:
o Role ambiguity o Role expectation conflict o Role overload o Role erosion o Resource inadequacy o Personal inadequacy

Role negotiation for role set based interventions

Purpose
o To help individuals or groups to develop ways of increasing collaboration and support to attain common goals.

Participants
o Negotiation can be used for same department or for the functional teams, or for a supervisors team.

The Process of Role Negotiation

Unfreezing Negotiation Closing Follow-up

Unfreezing
Microlab

Relate to the self, other persons, organization. Both verbal and non-verbal items can be included. For intra-team working Desert survival and Broken Squares and for inter-team dynamics Maximizing Your Resources is a good exercise.

Basic concept of role negotiation and the conditions necessary for success. Harrision calls contracting Emphasis on staying away for personal aspects and on the need for openness , trust , and mutual Introduction support.

Image building

Prepare images of themselves Image of the other roles/group and Guess what image the other has made of them (fantasy image)

How much reciprocity and packing order do you see in the image? How much catharsis , congruence and empathy do you find in the image?
Image sharing

Empathy building

Write down five main strengths of the other group shared with each other. To Build mutual empathy, and appreciation of each others contribution to the organizational goals.

Negotiation
The consultant elaborates the idea of negotiation . The fact that others would not help if this did not have sufficient pay-off for them Introduction Mutuality is emphasized.

Preparation for expectations

Lists are prepared in verb form to indicate action and behavior Continue to do Stop or reduce Start , increase, or do better.

The groups exchange expectations.

Exchange of expectations

Clarification on expectations

Clarifications are asked for and made . No discussion is allowed at this stage.

Preparation for negotiation

The groups go through the list of expectations and mark those that are beyond them. Against each expectation they write their own expectation.

Negotiation continue.
In a fish bowl design . An agreed list of items to be negotiated with other roles is also developed.
Role negotiation

Critically reviewed and items requiring further details or negotiation are identified.
Review in home groups

Continue until all items are settled.

Role negotiation continued

Developing contract

Form of integrated statements. The terms we shall do..if you.. are replaced by we agree to the following arrangements. signed by participants.

Closing
Implementation details
o The mechanisms and other details relating to the review meetings.

Sharing with seniors

o Useful for building a climate of openness ,mutuality and further support from them.

Follow-up
Review Process

Role Contribution
According to Carl Rogers , a helping relationship is one in which at least one of the parties has the intent of promoting growth, development, maturity, improved functioning and improved coping with life of the other. There is an emphasis on empathy and unconditional support in it. Helping can be responsive or proactive

Phases of Role contribution

Unfreezing Contribution Closing Follow-up

Unfreezing
MAO-B and MAO-C. MAO-B helps respondents to examine role behavior in terms of the functional and dysfunctional aspects of the six motives achievement, influence, extension, control, affiliation and dependency. Instruments

Introduction

The consultant may expound the need for mutuality for role effectiveness and the role of taking initiative in helping other role occupants to become effective.

Discussion of instruments

Feedback on the instruments.

Exercise on helping

Broken Squares

Emfeed

Group of three members His/her self concept (Strengths and weaknesses) His/her three main concerns His/her image of the organization and self image

Unfreezing continue
Image sharing Preparation of ones own image, the others image , own image as perceived by others and sharing the images and discussing- To build positive images of each other

Exercise on collaboration

Maximize gains, can be used to examine the process of inter-team competition and collaboration working in teams.

Contribution
Dynamics of a helping relationship, the collaborative process and the effectiveness based on empathy and trust.
Introduction

Super ordination

Realization that goals cannot be achieved by any one party alone without the cooperation of the others.

Why i/we want to / may not contribute to your role effectiveness? My/our contribution to your role Preparation What can you do to help me contribute?
of offers

The lists are exchanged and the groups mark items that need clarification.?
Exchange of offers

Representatives of the group sit in a fish bowl design and clarify the statements made.
Clearing up & clarification

Contribution continue
Reciprocal contribution

The groups meet in their home bases and against each offer made, write an offer in exchange Emphasis is to match each offer by a complementary one.

Discussion of offers

Discussed and modifications may be tentatively

suggested.

Reviewed by each group for a consensus and commitment by all members of the groups.
Review in groups

The whole community meets to reach an agreement on the offers made and accepted.
Agreement on offers

Developing pledge

A small team is formed to prepare a common integrated pledge. Everyone signs the pledge.

Closing
Force field analysis
o Identify positive and negative forces for successful implementation of the pledge and presented.

Implementation details
o A detailed, specific, time-bound plan is prepared for implementing the pledge..

Sharing with seniors

o Useful for building a climate of openness ,mutuality and further support from them.

Follow-up
Review Process

Distinction between role negotiation and role contribution

Dimensions Basic assumptions about people Management of conflicts and difference Diagnosis Role negotiation Try to maximize their own interest , can be exploitative, untrustworthy Negotiated agreement based on enforceable guarantee Focus is on the rights, power , privilege of role occupants. Role contribution One basic human need is to be relevant and do well to others , self seeking behavior Negotiated agreement based on empathy On Contributions and help offered to each other

Target of change

Working relationships, duties, Working pressure and Authority of role occupants rewards for acting on agreements
Not based on potent reward and sanctions, unwillingness to aaply Insufficient working through of differences

Vulnerability

Team Roles for team effectiveness

(Belbin)

Actionoriented roles
Shaper

Peopleoriented roles
Coordinator

Cerebral roles
Plant Monitor evaluator

Implementer
Completer

Team worker
Resource investigator

Specialist