W4 BUS 318 Organizational Behavior

Required Resources TextBierema, L. (2014). Links to an external site. An introduction to organizational development . San Diego, CA: Bridgepoint Education, Inc.
This text is a Constellation™ course digital materials (CDM) title.Chapter 7: Individual InterventionChapter 8: Group Intervention

 WebpageDISC Personality Test (Links to an external site.) Links to an external site. (n.d). Retrieved from https://www.123test.com/disc-personality-test/DISC personality test – take this free DISC types test online at 123test.comWeek 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:CognitiveSkill/ActivitiesBehaviorEmotional/ReflectiveInterpretative 

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: IndividualGroupOrganizational Goal settingxx Performance appraisal  xx Coaching/MentoringxxxCareer Planning/Developmentx  Management Developmentx  DiversityxxxHealth/Wellnessx  

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 challengesI = 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.

 DCommon BehaviorsValue to a Team Dominant & BoldOrganizer DirectChallenge oriented CompetitiveCompetitive Decisive/ CloserInnovative Results orientedChallenges the status quo ImpatientHigh value on time Risk takerForward thinking   ICommon BehaviorsValue to a Team InfluentialCreative problem solving ConfidentEnthusiastic/Motivates others Open mindedNegotiates conflict Sociable/CharmingTeam player ImpulsiveVerbalizes and articulates EnthusiasticHumor   SCommon BehaviorsValue to a Team Steady/CalmDependable team player UnderstandingGreat listener PredictableLoyal to leader and cause SincereCalming & Stabilizing Good listenerLogical PatientCompletes tasks   CCommon BehaviorsValue to a Team CompliantObjective thinker AnalyticalTask oriented MethodicalAttention to detail ConventionalConscientious PerfectionistDefines & Clarifies DiplomaticCollects 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.

DISCUSSION 1 Personal Intervention

Personal Intervention: Reflect on this week’s lecture and, based on your limited knowledge, would you say that you are a D, I, S, or C? Write that down, then follow the link, and take a free DiSC assessment. DiSC (Links to an external site.) Links to an external site. . Once you complete the assessment, compare it to your initial observation based on the lecture. Read your results and notice the % in the pie chart of your results. The highest percentage will be your dominant or default style. Keep in mind we all have all of the DiSC components in our behaviors and adapt when necessary. Based on your results, how do you feel this information could benefit your personal and professional life?




Reflect on a team you currently belong to and see if you can identify Tuckman’s stages of team development: Forming, Storming, Norming, Performing. What stage are you currently in?  Did you find difficulties with any of the stages?  How did you negotiate the storming phase?


ASSIGNMENT  Organizational Interventions  

Submit a two- to three-page paper (excluding the title and reference pages), describing two types of Organizational 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 Organizational Interventions), in addition to the textbook, and be formatted according to APA style guidelines as outlined in the Ashford Writing Center.

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