Interpersonal interventions are widely used in modern organizational development in order to enhance individual proficiency. According to Cummings and Vorley (2014), such strategies are applied in various work environments, since they increase the awareness of personal feelings and attitudes as well as motivate people to score high at work (p. 157). Therefore, the interventions are directed upon a human constituent of work processes.
Interpersonal interventions are usually sustained in different ways. Thus, they may embrace either a form of structured meetings or personal reviews. The group interpersonal interventions are designed as mass discussions of certain subject matters that are aimed at the exertion and analysis of personal opinions. Personal reviews, in contrast, view the performances of certain workers and evaluate their efficiency through the evaluation of portfolios (Cummings & Vorley, 2014).
The interventions that target changes or development of individual attitudes usually require the assistance of a counselor. This person takes up a role of a mentor who guides a person through his/her experience. Thus, a counselor is responsible for the elucidation of personal duties at work. Such people should be proficient in presenting the acting models of proficiency to the clients as well as help people to benefit from such models. Due to Palmer and Dryden (2012), it is crucial for the administrators to ensure that workers lead their activities in the same environments as their counselors do so that to be able to learn from them and consult with them on a daily basis.
Interpersonal interventions become the crucial measures when there arise some misunderstandings between the colleagues at work as well as under the conditions of constant stresses and pressures. Consequently, the strategies can be regarded as the ways in which the management handles personal conflicts and helps people to deal with their emotions.
References
Cummings, T., & Vorley, C. (2014). Organization development and change. Boston: Cengage Learning.
Palmer, S., & Dryden, W. (2012). Counselling for stress problems. London: Sage Publications.