Organization training and development specialists have generally viewed themselves as somewhere along a segmented continuum. At one end were trainers in management development and at the other end were organization development practitioners. In some cases, these two development processes were...

Results of a stress audit conducted among personnel working in the offshore oil and gas industry indicated that sources of stress varied as a function of employment, including the type of installation, the rig size and location, and the actual status of the employee. Suggests that the...

Accepts that resistance to change by individuals in organizations is a natural phenomenon and is an essential element in understanding any change process. Holds that resistance has its origins in both the personality and the individual′s interaction with the environment and is a dynamic...

In the UK, management consultancy is a £2 billion per annum business sector. Major consultancy firms are global or European enterprises which match and perhaps lead the emerging global or regional ature of markets. Yet little is known about these agencies of change, these intelligence networks...

Sir Peter Parker has been a leading British figure in management, in management education and development for many years. In this conversation with Bruce Lloyd, Sir Peter reflects on the social, political, economic and international context of management and organizational development. His...

Suggests that change is inherent in contemporary organizational experience, and its management is not only critical to organizational success but it is also at the centre of the field of organization development (OD). Describes the results of a survey of 357 OD practitioners regarding their...

Fons Trompenaars is the Managing Director of the Centre for International Business and his book, Riding the Waves of Culture , is concerned with attempting to further the understanding of cultural diversity in business, particularly international business. His analysis is based on extensive...

Seeks to help managers to recognize different types of resistance and how to react to them. Categorizes types of resistance (resistance quadrants) and presents questions to help identify the personality of the resistor. Resistance to change can be intentional or unintentional, covert or overt....

Points out that a significant element of an individual′s life is through groups and that there are many different aspects of groups in organizational life. Holds that the informal influence a group exerts on individual members through socialization, enforcement of norms and development of...

Describes the author′s distinctive approach to facilitating empowerment in organizations and helping managers enhance their capacity to learn and respond to change more effectively. Expresses the author′s views on how the culture of organizations need to change (and the specific changes in...