The shift in OD from process to product
Article Abstract:
Expert consultants have replaced practitioners as the instruments of organizational development (OD) change, using goal-oriented planning and systematic methodologies to direct the process of change. Methods, techniques and intervention approaches are the emphasis of many recent OD efforts in attempting to effect the desired changes, but the shift in emphasis from facilitating change to directly acting upon the process with predefined goals has caused a degree of confusion and debate as to the basis of OD theory and practice. It is argued here that OD practice should be the responsibility of the client organization or individual rather than expert consultants, and that the goal of consultants should be to teach the organization or individual how to be more effective.
Publication Name: Group & Organization Studies
Subject: Psychology and mental health
ISSN: 0364-1082
Year: 1985
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Group decision process effectiveness: a competing values approach
Article Abstract:
An examination of the effectiveness of small group decision-making processes was conducted by analyzing the questionnaire responses of 169 subjects who were facilitators, observers, or participants in a field study. The research proposed four standards to assess an evaluative instrument based upon the Competing Values Approach to organizational analysis that was used to evaluate the effectiveness of the group decision-making process. Research results indicate that the instrument was found to be sensitive to differences across groups and insensitive to role differences between raters within groups. The research found that that the ratings of facilitators and participants within groups were consistent.
Publication Name: Group & Organization Studies
Subject: Psychology and mental health
ISSN: 0364-1082
Year: 1990
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Systems theory and therapeutic systems
Article Abstract:
The role of a psychiatric consultant in a psychiatric hospital in the midst of substantial organizational change is examined. Among the principles used in the diagnosis of organizational regression, elucidation of its precipitants, and strategies for assisting the organization toward its goal of a higher level of integration to thwart potentially regressive changes were those of group phenomenon, systems theory, sentient, task, and basic assumption groups. It is recommended that mental health consultants be familiar with these principles in order to enhance awareness for on-going change in an organization and its mode of operation.
Publication Name: Group & Organization Studies
Subject: Psychology and mental health
ISSN: 0364-1082
Year: 1985
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