·         Experiential Learning: The learner’s experiences in the training environment should be the kind of human problems they encounter at work. The training should NOT be all theory and lecture.

·         Problem Solving: Problems are identified, data is gathered, corrective action is taken, progress is assessed, and adjustments in the problem solving process are made as needed. This process is known as Action Research.

·         Contingency Orientation: Actions are selected and adapted to fit the need.

·         Change Agent: Stimulate, facilitate, and coordinate change.

·          Levels of Interventions: Problems can occur at one or more level in the organization so the strategy will require one or more interventions.

 
Quality of Work Life (QWL)     

Quality of Work Life is the favorableness or unfavorableness of the job environment. Its purpose is to develop jobs and working conditions that are excellent for both the employees and the organization. One of the ways of accomplishing QWL is through job design. Some of the options available for improving job design are:

• Leave the job as is but employ only people who like the rigid environment or routine work. Some people do enjoy the security and task support of these kinds of jobs.
• Leave the job as is, but pay the employees more.
• Mechanize and automate the routine jobs. Let robots handle it.
• And the area that OD loves – redesign the job.

When redesigning jobs there are two spectrums to follow – job enlargement and job enrichment. Job enlargement adds a more variety of tasks and duties to the job so that it is not as monotonous. This takes in the breadth of the job. That is, the number of different tasks, that an employee performs. This can also be accomplished by job rotation.

Job enrichment, on the other hand, adds additional motivators. It adds depth to the job – more control, responsibility, and discretion to how the job is performed. This gives higher order needs to the employee, as opposed to job enlargement, which simply gives more variety. The chart below illustrates the differences:

The benefits of enriching jobs include:

• Growth of the individual
• Individuals have better job satisfaction
• Self-actualization of the individual
• Better employee performance for the organization
• Organization gets intrinsically motivated employees
• Less absenteeism, turnover, and grievances for the organization