Deep intervention refers to a type of organizational intervention that involves significant and often transformative changes to an organization’s structure, culture, and processes. Deep intervention typically goes beyond surface-level changes and involves a fundamental shift in the way an organization operates. This type of intervention may be necessary in situations where an organization is facing significant challenges such as declining performance, low employee morale, or a need for a major strategic shift. Examples of deep interventions include restructuring an organization’s departments and reporting lines, implementing new technology or systems, overhauling the organization’s culture, and redefining the organization’s mission or purpose. Deep interventions require careful planning and execution, as they can have significant impacts on an organization’s stakeholders, including employees, customers, and shareholders. Successful deep interventions can result in improved organizational effectiveness, increased employee engagement and satisfaction, and long-term growth and success.
Published in Chapter:
Organizational Development (OD) Frameworks and Models: An Exploration of OD During COVID-19 for Enhancing Organizational Effectiveness
Copyright: © 2023
|Pages: 27
DOI: 10.4018/978-1-6684-8392-3.ch003
Abstract
The chapter thoroughly investigated various conceptual models for organisational development (OD). The implementation of the theoretical models and organisational development during the COVID-19 crisis would have been covered. The main objective of the book chapter is to equip readers with the knowledge and skills they need to comprehend the various frameworks, models, and concepts for managing organisational development, with a focus on how these concepts were used during the COVID-19-based pandemic. Additionally, the chapter checks on the different changes adapted by various sectors to accommodate sudden changes due to pandemic driven crises.