1 (a) When members of an organization experience conflicts at the inter-group level, two interventions that can be utilized are microcosm group and resolving intergroup conflict approaches.

The microcosm group approach is designed to address issues that impact the entire organization. By discussing the group's issues and providing solutions to implement, this approach can be effective. Meanwhile, the resolving intergroup conflict approach can bring individuals together by encouraging teamwork and cooperation to solve problems rather than engaging in divisive behavior.

1 (b) To implement the microcosm group approach, as an OD practitioner, I will first identify the issue through a diagnosis of organizational members' inter-group level challenges. Next, I will form the microcosm group, provide group training in problem-solving and decision-making, address conflicts, and finally dissolve the group.

The resolving intergroup conflict approach involves group discussion and understanding of differences, followed by identifying disagreements and contributions. The final step is creating action plans for important areas.

2) Stress and wellness interventions for employees can improve health and productivity, decrease absenteeism, boost engagement, and promote sustainable corporate practices. By reducing healthcare spending and offering early prevention opportunities, such interventions can improve employee health. For senior and high-ranking employees, interventions can help control stress and improve competitive performance. Highly engaged employees work harder and more effectively, contributing to improved productivity.

Answer Section B

1 (a) The transformational change intervention involves making adjustments to people, technology, and processes resulting from interactions with outside components, creating new organizational employee behaviors or changing employee behavior without altering current structures. Although challenging, implementing this change can lead to significant benefits.

1 (b) The three competitive strategies for organizations to consider are transorganizational change, transformational change, and continuous change. Transorganizational change extends beyond a single organization, impacting the entire organizational network by establishing inter-organizational structures to achieve business goals. Transformational change can lead to boosted morale, increased teamwork, and better employment opportunities. Continuous change offers the opportunity for ongoing improvement in all aspects of the organization, enhancing performance, quality, and learning.

2) The upcoming changes in the global economy will majorly impact the future organizational development, specifically due to the increasing diversity in the clientele and workforce. With a multicultural and diversified workforce, technological advancements will further enhance productivity. Moreover, as networking between organizations intensifies, there will be noteworthy changes in their operations.

3) Gender diversity is a vital trend that organizations must focus on to ensure equitable representation of all genders. This doesn't solely involve gender balancing within the company but goes much beyond. Job design is an exemplary organizational development intervention that addresses these trends.

Race and ethnicity diversity is another major trend that organizations must focus on. It helps us understand different "ways of becoming" and promote respect, tolerance, and understanding when interacting with individuals from different cultures. Training is another perfect example of an organizational development intervention that meets these trends.

Age diversity is also a crucial trend that organizations must consider to enhance their workplace effectiveness. Career development and planning are ideal organizational development interventions that address these trends.

4) An OD practitioner plays a crucial role in resolving interpersonal conflicts and improving work relationships among team members. This is achieved by being aware of organizational needs and serving as a consultant offering support, mentorship, coaching and guidance to business executives. The OD practitioner should possess excellent engagement and persuasion skills to earn their trust and serve as a valuable advisor. By being sincere, honest, and straightforward, they encourage others to express themselves honestly, which improves trust and makes the OD intervention process smoother.