two to three page paper on individual or group interventions

Individual or Group Interventions

Submit a two- to three-page paper (excluding the title and reference pages), describing two types of interventions used by corporations and the issues they address. Compare and contrast the interventions utilized by the corporations in your articles.

You must use at least two scholarly sources (which may be your scholarly/academic journal articles regarding interventions), in addition to the textbook, and be formatted according to APA style guidelines as outlined in the Writing Center.

Week Four Lecture

Individual, Group, and Organizational Interventions take place at varying levels, for different issues, and at seemingly random times. Reddy (1994) outlines five specific types of interventions:

  1. Cognitive
  2. Skill/Activities
  3. Behavior
  4. Emotional/Reflective
  5. Interpretative

Cummings & Worley (2009) describe organizational issues that may be addressed through interventions, be it individual, group, or at the organizational level. These issues are strategic, technological/structural, human resource, or human process. Let us look at the human resource issue that an organization may need to address according to Cummings & Worley (2009). They may be addressed at the individual, group, or organizational level as seen below:

Individual Group Organizational
Goal setting x x
Performance appraisal x x
Coaching/Mentoring x x x
Career Planning/Development x
Management Development x
Diversity x x x
Health/Wellness x

Keeping individual interventions in mind, one instrument often utilized by organizations and consultants alike is the DISC assessment. What is the DISC assessment? It is a universal language of behaviors and emotions. It is observable, neutral, and silent. It does not measure intelligence, indicate one’s values, or measure education, skills, or experience.

DISC is the language of our BEHAVIORS

D= Dominance

How you respond to problems and challenges

I = Influence

How you influence others to your point of view

S = Steadiness (Consistency)

How you respond to the pace of the environment

C = Compliance

How you respond to rules and procedures set by others

Target Training International (TTI, 2001) outlines the history of DISC as far back as the research of Carl Jung, William Moulton Marston, and Walter Clark. When organizations look to assessments, some of the questions asked are: “Why this one?” “What is in it for the organization as a whole as well as individuals?” “What is the benefit?” Many individuals and organizations using DISC realize personal and professional growth, leadership development, and increased communication skills to build teams, resolve and prevent conflict, and increase commitment and cooperation.

D Common Behaviors Value to a Team
Dominant & Bold Organizer
Direct Challenge oriented
Competitive Competitive
Decisive/ Closer Innovative
Results oriented Challenges the status quo
Impatient High value on time
Risk taker Forward thinking
I Common Behaviors Value to a Team
Influential Creative problem solving
Confident Enthusiastic/Motivates others
Open minded Negotiates conflict
Sociable/Charming Team player
Impulsive Verbalizes and articulates
Enthusiastic Humor
S Common Behaviors Value to a Team
Steady/Calm Dependable team player
Understanding Great listener
Predictable Loyal to leader and cause
Sincere Calming & Stabilizing
Good listener Logical
Patient Completes tasks
C Common Behaviors Value to a Team
Compliant Objective thinker
Analytical Task oriented
Methodical Attention to detail
Conventional Conscientious
Perfectionist Defines & Clarifies
Diplomatic Collects data

Other instruments often utilized as a part of interventions can also be the Myers Briggs Type Indicator (MBTI), 360-degree feedback, management or leadership profiles, emotional intelligence profiles, as well as trust and communication instruments.

References

Bonnstetter, B. J., Suiter, J. I., & Widrick, R. J., (2001). The universal language: DISC. Phoenix, AZ: Target Training International.

Cummings, T. G., & Worley, C. G. (2009). Organization development & change. Mason, OH: Cengage Learning.

Reddy, W. B., (1994). Intervention skills: Process consultation for small groups and teams. San Diego, CA: Pfeiffer & CO.