Content

Introduction…………………………………………………………………………….......1

Organisational Development programs………………………………………………….2

Organisational Development Interventions…………………………………………...2-5

Reasons for Intervention…………………………………………………………………..6

Implementation of OD intervention……………………………………………………….6

What HRD Managers need to do to combat criticism…………………………………..6

OD intervention in General Motors – A case study…………………………………...7-8

Conclusion…………………………………………………………………………………8-9

References………………………………………………………………………………….10

Introduction
In view of the increasing level of competition, technological advancement, the advent of the post economic effect of recession and many other challenges of the twenty first century; organisations have had to brace up in response to the challenge. In other to stay abreast; most organisations would normally use different approaches and strategies to have a competitive advantage.
Those who are not able to cope with the pressure may run out of business, and those who have been able to soar higher have had to adopt a policy that proves productive to them. The decision makers in most organisations are always found brainstorming at each juncture with the aim of always “effecting change” even when this is capital intensive. Any organisation that is not able to respond to changes in the business climate may pay dearly for it. That is why organisational development interventions act as the crux of most meaningful changes.
Though researches show that, it is a very sensitive practise in the running of organisations as any policy adopted by the organisation can either make or mar the organisations survival. So many organisations have experienced transformations as a result of their policies and many more have run out of business because of their lack of sensitivities. This explains why organisations have to pay close attention to