W4 BUS 318 Organizational Behavior

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Required Resources

Text

Bierema, 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 Intervention
Chapter 8: Group Intervention

Webpage

DISC 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.com

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:

Cognitive
Skill/Activities
Behavior
Emotional/Reflective
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.

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?

DISCUSSION 2

Teams

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.