Sandra and Carol,
I concur. It was in reading Schein's original process consultation book
(while in a masters program in communication) that I became interested
in organizational behavior. His work has provided an important building
block for multiple lines of inquiry in OD, OB, career theory, and
culture studies. His devotion to a clinical view of organizational
studies prods scholars and consultants get close to the action rather
than remain at arm's length.
Dave O'Connell
-----Original Message-----
From: Management Education and Development Discussion
[mailto:
MG-ED-DV@AOMLISTS.pace.edu] On Behalf Of Sandra Morgan
Sent: Monday, November 12, 2007 3:27 PM
To:
MG-ED-DV@AOMLISTS.pace.edu
Subject: Re: Schein - changing status in an organisation
Carol,
He introduces and discusses these four emotional issues that must be
resolved before a new group member can feel comfortable on pages 32-38
of
the original edition of Process Consultation: Its Role in Organization
Development, 1969, Addison-Wesley, Reading, MA. He also covers them in
the
newer edition of Process Consultation, Vol. I, 1988, on pages 40-49.
It's refreshing to find a scholar going back to original sources.
Sandra Morgan
Associate Professor of Management
University of Hartford
----- Original Message -----
From: "Carol Braddick" <
C_Braddick@HOTMAIL.COM>
To: <
MG-ED-DV@AOMLISTS.pace.edu>
Sent: Monday, November 12, 2007 11:14 AM
Subject: Schein - changing status in an organisation
>I have an incomplete reference to Schein on changing status in an
> organization, referring to 4 factors to deal with: identity;
> control/influence; needs/goals; acceptance/intimacy.
>
> I'd be grateful if a list member could advise me on the specific
work(s)
> in
> which Schein discusses these factors in relation to a status change,
e.g.,
> a
> change in role or level.
>
> Many thanks in advance.
>
> Carol Braddick
> UK
>