​Which of the following focus of OD interventions are relevant if the nature of intervention is unstructured?
A. Role negotiation
B. Development of internal facilitators
C. Counselling
D. Work review
E. Team development
Choose the correct answer from the options given below:​

Correct option is B

Organisational Development (OD) interventions can be either structured or unstructured, depending on the level of formality, design, and objectives. When the intervention is unstructured, the focus is more on informal, flexible, and process-oriented development rather than rigid task-oriented methods.

B. Development of internal facilitators fits well with unstructured interventions, as it involves training and enabling individuals within the organisation to lead and guide change processes informally.

C. Counselling is typically unstructured in nature, focusing on individual emotional or behavioural concerns and resolving interpersonal issues through open-ended dialogue.

E. Team development also aligns with unstructured OD, where the goal is to improve interpersonal relations, communication, and trust in a non-prescriptive, adaptive manner.

These methods are person-oriented and adaptive to group dynamics, which is the hallmark of unstructured interventions.

Information Booster:

Unstructured OD interventions are:

• More flexible, human-centered, and exploratory.

• Suitable in situations requiring emotional insight, group cohesion, or development of interpersonal competencies.

• Focused on process consultation, team building, and personal counselling, which do not follow rigid formats.

• Often used in the early stages of change or when the organisation needs deep culture-level transformation.

• Encourage self-discovery, facilitator support, and collective learning.

In contrast, structured OD interventions like job redesign or work review have defined steps, goals, and outcomes.

Additional Knowledge:

A. Role Negotiation – Although it deals with interpersonal clarification, it is a semi-structured intervention involving formal sessions to redefine work roles and responsibilities.

D. Work Review – This is a structured intervention involving the evaluation of tasks, performance, and efficiency, usually with defined metrics and objectives, making it unsuitable for unstructured contexts.