Het uitgebreide onderzoek van Edgar Schein duikt in de ingewikkelde dynamiek van organisatiecultuur, procesconsultatie en de evoluerende aard van carrières. Hij analyseert nauwgezet hoe diverse culturele contexten – nationaal, organisatorisch en beroepsgericht – de organisatorische prestaties diepgaand beïnvloeden. Schein biedt kritische inzichten in het hulpverleningsproces binnen menselijke systemen, waarbij hij zowel consultants als managers begeleidt. Zijn werk biedt een kader voor het begrijpen en diagnosticeren van zowel individuele carrièrebehoeften als de complexe culturele landschappen die organisaties doorkruisen, met de nadruk op de praktische toepassing van zijn bevindingen.
The Career Anchors instrument is designed to help clients identify their anchors and to think about how their values relate to their career choices. While this model has stood the test of time, there are many changing factors in the market that require a fresh look at the content.
A member of the PH OD Series! Volume II clarifies the concept of process consultation as a viable model of how to work with human systems as defined in the previous volume, Process Its Role in Organization Development (19 69), and introduces modifications and new ideas that elaborate on and have evolved beyond the material in the first volume. Included are such topics as cultural rules of interaction; initiating and managing change; intervention strategy; tactics and style; and emerging issues in process consultation.
The book that defined the field, updated and expanded for today's organizations Organizational Culture and Leadership is the classic reference for managers and students seeking a deeper understanding of the inter-relationship of organizational culture dynamics and leadership.
Focusing on the remarkable economic transformation of Singapore, the book explores the pivotal role of the Economic Development Board (EDB) in this success story. Edgar Schein, drawing from extensive interviews and firsthand observations, analyzes the leadership, management structure, and human resource policies that fueled the EDB's effectiveness. By comparing it with similar organizations in Japan and Korea, Schein provides a unique insight into how the EDB influenced both local and global markets, marking it as a significant case study in organizational and cross-cultural theory.
Consulting in Complex and Changing Times Organizations face challenges today that are too messy and complicated for consultants to simply play doctor: run a few tests, offer a neat diagnosis of the problem, and recommend a solution. Edgar Schein argues that consultants have to jettison the old idea of professional distance and work with their clients in a more personal way, emphasizing authentic openness, curiosity, and humility. Schein draws deeply on his own decades of experience, offering over two dozen case studies that illuminate each stage of this humble consulting process. Just as he did with Process Consultation nearly fifty years ago, Schein has once again revolutionized the field, enabling consultants to be more genuinely helpful and vastly more effective.
Regarded as one of the most influential management books of all time, this fourth edition of Leadership and Organizational Culture transforms the abstract concept of culture into a tool that can be used to better shape the dynamics of organization and change. This updated edition focuses on today's business realities. Edgar Schein draws on a wide range of contemporary research to redefine culture and demonstrate the crucial role leaders play in successfully applying the principles of culture to achieve their organizational goals.
A member of the PH OD Series! How can you influence a situation in the workplace without the direct use of power of formal authority? This book shows you how by presenting the core theoretical foundations and basic prescriptions for effective management.
Helping is a fundamental human relationship. From a mother feeding her infant to a friend or spouse helping to make something happen, to a group member playing his or her role to help the group to succeed, to a therapist helping a patient, to an organizational consultant or coach helping to improve individual, group or organizational functioning, helping is the basic relationship that moves things forward. Yet, paradoxically, we know relatively little about the social and psychological dynamics of that relationship. In this seminal book on the topic, corporate culture and organizational development guru Ed Schein analyzes the dynamics of helping relationships, explains why help is often not helpful, and shows what any would-be-helper must do to insure that help is actually provided. Many different words are used for helping assisting, aiding, advising, coaching, consulting, counseling, guiding, mentoring, supporting, teaching, and many more but they all have common dynamics and processes. Schein exposes and shows how to resolve the inequities and role ambiguities of helping relationships, describes the different roles that helpers can take once the relationship is balanced, and explains how to build a balanced relationship and how to intervene as that relationship develops, In this short but profound book Schein examines the social dynamics that are at play in helping relationships in order to better understand why offers of help are sometimes refused or resented, and how to make help more useful and effective
Written by an authority on organizational psychology, this interdisciplinary text can be used as a supplement in organizationsl behavior courses in departments of psychology and business.
Communication is essential in a healthy organization. But all too often when we interact with people—especially those who report to us—we simply tell them what we think they need to know. This shuts them down. To generate bold new ideas, to avoid disastrous mistakes, to develop agility and flexibility, we need to practice Humble Inquiry. Ed Schein defines Humble Inquiry as “the fine art of drawing someone out, of asking questions to which you do not know the answer, of building a relationship based on curiosity and interest in the other person.” In this seminal work, Schein contrasts Humble Inquiry with other kinds of inquiry, shows the benefits Humble Inquiry provides in many different settings, and offers advice on overcoming the cultural, organizational, and psychological barriers that keep us from practicing it.
