Introduction: Group Psychotherapists as Organizational Consultants: Diverse Contexts, Models, and Approaches

2013 ◽  
Vol 63 (2) ◽  
pp. 147-150 ◽  
Author(s):  
Victor L. Schermer ◽  
Cecil A. Rice
Keyword(s):  
Organizational Consultants

Are Research Universities Knowledge-Intensive Learning Organizations?

2009 ◽  
pp. 1-18 ◽  
Author(s):  
Davydd J. Greenwood
Keyword(s):  
Research Universities ◽  
Learning Organizations ◽  
Knowledge Society ◽  
Industrial Society ◽  
Postindustrial Society ◽  
Concepts Of Knowledge ◽  
Knowledge Intensive ◽  
Organizational Consultants

This chapter questions the clarity of the concepts of “knowledge society” and “knowledge-intensive organization”. In particular, the author asserts that the notion that postindustrial society is more knowledge intensive than industrial society is a self-serving proposition made by academics and organizational consultants to emphasize the importance of their own industries. Since all organizations are knowledgeintensive in major ways, the specific meanings of a newly emergent kind of knowledge-intensive organization need to be clarified. The author undertakes this by means of an analysis of research universities.

Well-Being at Work

2017 ◽  
pp. 78-99 ◽  
Author(s):  
Pinar Bayhan Karapinar ◽  
Selin Metin Camgoz
Keyword(s):  
Occupational Stress ◽  
Work Performance ◽  
Positive Emotions ◽  
Well Being ◽  
Personality Factors ◽  
Comprehensive Overview ◽  
Work Settings ◽  
The Individual ◽  
Organizational Consultants

Well-being is defined as individuals' subjective and global judgment whether the individual is experiencing the relative presence of positive emotions, the relative absence of negative emotions, and satisfaction with their life. This chapter addresses individuals' well-being at work, since work composes an important part of individuals' life experiences and has important effects on both employees' and organizations' effectiveness. For this purpose, this book chapter provides a comprehensive overview of well-being with respect to its predictors as well as its outcomes. More specifically, personality factors, job characteristics, and occupational stress are explored in terms of individual and organizational antecedents, whereas job satisfaction and work performance are utilized as outcomes of well-being. This chapter will be of interest to researchers, practitioners, and organizational consultants in providing a comprehensive guideline about the implications of well-being at work settings.

Well-Being at Work

2017 ◽  
pp. 538-559 ◽  
Author(s):  
Pinar Bayhan Karapinar ◽  
Selin Metin Camgoz
Keyword(s):  
Occupational Stress ◽  
Work Performance ◽  
Positive Emotions ◽  
Well Being ◽  
Personality Factors ◽  
Comprehensive Overview ◽  
Work Settings ◽  
The Individual ◽  
Organizational Consultants

Well-being is defined as individuals' subjective and global judgment whether the individual is experiencing the relative presence of positive emotions, the relative absence of negative emotions, and satisfaction with their life. This chapter addresses individuals' well-being at work, since work composes an important part of individuals' life experiences and has important effects on both employees' and organizations' effectiveness. For this purpose, this book chapter provides a comprehensive overview of well-being with respect to its predictors as well as its outcomes. More specifically, personality factors, job characteristics, and occupational stress are explored in terms of individual and organizational antecedents, whereas job satisfaction and work performance are utilized as outcomes of well-being. This chapter will be of interest to researchers, practitioners, and organizational consultants in providing a comprehensive guideline about the implications of well-being at work settings.

De effectiviteit van oplossingsgericht werken en cliëntgeleide contractering bij coaching en advisering: lessen uit de psychotherapie

2008 ◽  
Vol 21 (1) ◽  
Author(s):  
Coert Visser ◽  
René Butter
Keyword(s):  
The Other ◽  
Knowledge Development ◽  
Web Based ◽  
Other Hand ◽  
The One ◽  
Organizational Consultants ◽  
Solution Focused ◽  
The Way

The effectiveness of solution-focused working in coaching and consultancy The effectiveness of solution-focused working in coaching and consultancy C. Visser & R. Butter, Gedrag & Organisatie, volume 21, March 2008, pp. 35-55 Until now, little research has been done on the effectiveness of organizational consultancy and coaching. This study aims to make a contribution to the knowledge development in this area. A web-based questionnaire was administered with 158 clients of coaches and organizational consultants. Through this questionnaire, the relation was studied between, on the one hand, the way of contracting and the approach followed, and on the other hand the effectiveness of the project. One of the most striking conclusions is that a client-led way of working – which is one of the important characteristics of the solution-focused approach – in which the client directs the process while the advisor responds flexibly, is strongly associated with success. The article closes with some practical suggestions for advisors and for follow-up research.

Life Cycle Challenges of Online Learning Support Systems

2011 ◽  
pp. 1384-1390
Author(s):  
Debra A. Beazley ◽  
Riad Aisami ◽  
Elise L. Addison
Keyword(s):  
Online Learning ◽  
Life Cycle ◽  
Steady State ◽  
Support Systems ◽  
Life Cycles ◽  
Learning Support ◽  
Digital Format ◽  
The Individual ◽  
Environmental Events ◽  
Organizational Consultants

For centuries, biologists have described the living world in terms of life cycles (Campbell & Reece, 2005; Quinn & Cameron, 1983; Lester, Parnell, & Carraher, 2003). Similar to the epigenesis of the individual (Erikson, 1980), theorists have asserted that there is a natural rhythm to development in the corporation (Adizes, 1988). Pathology occurs when the characteristics inherent in each developmental stage are thwarted. In the past several decades, organizational consultants began the assimilation of corporate health to that of the individual, citing life cycles in organizations as being epigenetic and predetermined (Adizes, 1988; Lester, Parnell, Carraher, 2003; Masurel & Montfort, 2006; Liao, 2006). The catalyst for change is similar to that of life crisis in the individual where an otherwise steady state is dismantled by environmental events (Beck & Cowan, 1996). Moving from a successful level of endeavor to a deteriorating, chaotic level, the business is forced to change in sometimes quantum ways. Not unlike the individual, the business resisting change is arrested in development and faces stagnation and possible deterioration. There are occurrences where whole industries are stimulated toward change; as a response, individual business in that industry must decide to adapt to the change or fail. In traditional academia, triggers in the millennium environment have directed a change toward internet-based education and digital format. Support systems in academia, like college book stores, are stimulated to adapt to non-traditional delivery platforms.

Sign in / Sign up

Export Citation Format

Share Document