Predicting organizational development consulting competence from the Myers-Briggs Type Indicator and stage of ego development

Article Abstract:

A 77-item Consulting Competence Survey was developed and tested for reliability and validity. During a six-month course designed to help members of a corporate quality staff develop organizational development (OD) skills, 64 trainees were each assessed by two of their peers using this instrument. The trainees were also assessed by two trainers using a five-item trainer rating instrument. Two dependent measures - peer rating and trainer rating - were used to test hypotheses about the predictive validity of the eight Myers-Briggs Type Indicator (MBTI) scales and the Washington University Sentence Completion Test (SCT) of ego development. Only the intuition scale of the MBTI and the stage of ego development were found to predict consulting competence as rated by the subjects' peers and trainers. When these two measures were entered into the same structural equation, only stage of ego development was found to remain a significant, positive predictor. The study's implications for research and for selecting and training OD consultants are discussed. (Reprinted by permission of the publisher.)

Organizational change, Myers-Briggs Type Indicator, Sentence completion test

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Developing cooperative labor-management relations in unionized factories: a multiple case study of quality circles and parallel organizations within joint quality of work life projects

Article Abstract:

A study compared the attempts of five different manufacturing plants of a corporation to develop more cooperative labor-management relations, examining results obtained for the first two years of the change projects. Data were collected through interviews with senior and lower-level managers, supervisors, and union officials, and from records on productivity, product quality, and grievances. Based on the numbers of problem-solving groups and reported changes affecting managers and union officials, two plants succeeded in improving labor-management relations, but through processes contrary to prescriptions given in the current literature. The author presents many deficiencies in current conceptualizations related to union management change efforts. The article suggests topics for future research, especially the utility of an intergroup relations perspective and parallel organizations. (Reprinted by permission of the publisher.)

Factories, Labor relations, Working class, Quality circles

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Group development and team effectiveness using cognitive representations to measure group development and predict task performance and group viability

Article Abstract:

The theory of group development for application to task groups is reconceptualized and two key sequential phases membership and competence are proposed. It is predicted that it supports the effects of convergence and congruence in-group state representations on team effectiveness.

Washington, Analysis, Work groups, Teamwork (Workplace), Cognition, Groupthink

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