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leadership training and development, executive coaching, and job redesign are _____ techniques for organization development intervention

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Final answer:

Leadership training and development, executive coaching, and job redesign are intervention strategies for organization development.

Step-by-step explanation:

The techniques mentioned, leadership training and development, executive coaching, and job redesign, are all intervention strategies for organization development. These strategies are used to improve the performance and effectiveness of organizations. For example, leadership training and development focuses on equipping leaders with the skills and knowledge necessary to lead effectively, while executive coaching provides personalized guidance and support to executives in order to enhance their leadership abilities. Job redesign, on the other hand, involves restructuring job roles and responsibilities to improve efficiency and employee satisfaction.

User Stefano Munarini
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3 votes

Final answer:

Leadership training and development, executive coaching, and job redesign are methods used for organization development intervention, focusing on transformational leadership, behavioral changes aligning with organizational goals, and overall employee development.

Step-by-step explanation:

Leadership training and development, executive coaching, and job redesign are organization development intervention techniques.

These interventions are aimed at improving organizational performance and effectiveness through the development of leadership skills, individualized coaching for executives, and restructuring job roles to better align with organizational goals and employee strengths.

Incorporating research findings, such as those by Eagly, Johannesen-Schmidt, & van Engen (2003), these techniques support the shift towards transformational leadership, which has been shown to be more effective than transactional approaches in leading organizations.

Furthermore, concepts of resocialization can also be employed within these interventions to encourage employees to let go of old behaviors and adopt new ones that are in line with the organization's values and objectives, as suggested by Weinbauer-Heidel (2019).

This can often be seen in training settings involving stress management or project management, where new behaviors are crucial for the training's success.

The strategic framework used for interventions, such as in the HCI team, typically involves therapeutic, growth-oriented, and confrontational strategies designed to challenge complacency and inspire change within the organization.

Therefore, these development techniques are not just about skill improvement but also about cultural and behavioral shifts that support organizational growth and employee well-being.

User TTeeple
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