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Organizational consultation

What is organizational consultation

Organizational consultation is a process of dialogue and measurement that leads to a decision about work-related operations.

Levels of consultation

Individual-level variables:

  • Individual assessment for purposes of personnel selection
  • Individual evaluation for fitness of duty
  • Interventions to change problematic or counterproductive individual behaviors
  • Interventions designed to improve or optimize individual-level functioning
  • Evaluation for purposes of career assessment or counseling

Group, intergroup, and organization-wide dimensions:

Type of intervention

Example targets of change

- Reduce exposure to stressors

- Work tasks - Work schedules
- Ambient environment (noise, lighting, vibration)
- Enhance employee resources to reduce exposure to or appraisal of stressors - Employee knowledge and skills connected to the stressor (conflict resolution, time management, use of protective equipment)
- Enhance employee resources to strengthen overall well-being and to reduce vulnerability to stress symptoms - Employee health behaviors
- Employee knowledge and skills relevant to emotion-focused coping (relaxation, meditation)
- Improve social resources to reduce exposure to or appraisal of stressors - Structures and processes for organizational problem solving
- Social support networks
- Identify and treat symptoms of short term strain - Availability and acceptability of health care services
- Screening for early identification of illness


Group, intergroup, and organization–wide process steps:

  • Problem identification and clarification
  • Recognition of the personal, interpersonal, political and cultural factors that may influence the change process
  • Review of technical and structural factors connected to the change scheme
  • Utilization of organizational justice constructs to assess factors associated with equity
  • Use of observations, interviews, rating scales, et cetera to collect vital information about organizational culture
  • Formulation of a useful, comprehensive workplace diagnostic impression
  • Organization and presentation of data for use by stakeholders in future decision making
  • Implementation of specific interventions to bring about desired change
  • Evaluation of intervention effectiveness
  • Follow up to track progress and if necessary provide additional assistance


  • Organizational Diagnosis
  • Sensitivity (T-Group) Training
  • Work Analysis
  • Organizational Effectiveness
  • Quality of Work Life
  • Applied Research
  • Performance Management
  • Training – Development
  • Personal Selection

Reviewed April 13, 2017.