Reference no: EM131437684

Here are a few brief paragraphs: "As OD (Organizational development) practitioners, we often run into situations in which people seem to be having trouble understanding one another. One of the causes of this problem is that different people are operating under different assumptions, and are therefore living in different realities" (p. 1). "According to Eisen (2003), one reason we have a social construction of reality is that people need to have a set of values, attitudes, and beliefs that we count on and which we share with others around us.... These things become taken for granted, and are part of our culture....in the absence of knowledge about other people’s worlds, we quickly fill the void with our stories about them. We create our myths about their motives, their competencies. And we don’t see ourselves making up stories, we see our stories as truth. This truth that we make up is our own construct of reality" (p. 1).

Implementing a successful change plan requires that the organization address issues or disruptions that will arise. Organizational development practitioners must be prepared to address these disruptions, which can surface at the individual, group, and organizational levels. Anderson (2012) offers insight into possible interventions to help organizations meet their integration goals at each of these levels. This article discusses these interventions in the context of a merger; however, these interventions could be effective in other organizational situations.

Please see the question below. I need at least two references to justify the answer.

How might one's own reality, which might be different from others' reality, impact the success or failure of an OD intervention? Explain.