NAME: HARPREET KAUR ROLL NO: 02513703912

DEFINITION
The third system wide process intervention is

called large-group interventions. They focus on the issues that affect the whole organization or large segments of it, such as developing new products or services, responding to environmental change, redesigning the organization, or introducing new technology.
Its feature is the bringing together of large numbers

of organization members and other stakeholders.

Application stages
Conducting a large-group intervention generally involves: preparing for the meeting
Conducting the meeting Following up on outcomes

Preparing for the meeting

A design team comprising OD practitioners and several organization members is formed to organize the event. The team generally addresses three key ingredients for successful large group meetings are:
Compelling meeting theme

Appropriate participants
Relevant tasks to address the conference theme

Conducting the meeting

Most large-group processes, fit within three primary frameworks such as:

open-systems methods open-space methods positive methods

Open-systems methods
Open-systems methods begin with a diagnosis of the existing environment and how the organization relates to it. Various steps in this are:
Map the current environment surrounding the

organization Assess the organizations responses to environmental expectations

 Identify the core mission of the organization

Create a realistic scenario of environmental

expectations and organization responses Create an ideal future scenario of environmental expectations and organization responses Compare the present with the ideal future and prepare an action plan for reducing the discrepancy

Open-space methods
Open-space methods temporarily restructure or selforganize participants around interests and topic associated with the conference theme. They generally follow steps :

set the conditions for self-organizing create the agenda coordinate activity through information

Positive methods
The final large-group intervention represents a hybrid approach to the four dilemmas. The method can increase members energy for change and build a broad consensus toward a new future. These approach can help look at a variety of organizational issues; their best feature is the appreciative framing of issues and the leveraging of the organizations positive core attributes

The appreciative inquiry summit approach suggests that human organizing and change should be a relational process of inquiry. The four steps in an AI summit are:
Discover the organizations positive core Dream about and envision a more desired and

fulfilling future Design the structural and systems arrangements that will best reflect and support the vision or dream Create the specific action plans that will fullfill the organizations destiny

Following up on meeting outcomes

Follow-up efforts are vital to implementing the

action plans from large-scale interventions These efforts involve communicating the results of the meeting to the rest of the organization Gaining wider commitment to the changes, and structuring the change process