The Evolution of Organization Development: 1947-1960

McGill, Michael E.

doi:10.2307/974932

Cited by 5 publications

(2 citation statements)

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“…Existen diferentes posiciones teóricas para explicar la base sobre la cual se desenvolvió el desarrollo organizacional (do) 1 , las cuales se pueden agrupar en tres grandes categorías: el enfoque individual (teoría del cambio de Maslow y la teoría de los dos factores de Herzberg), el enfoque de grupos-T (Lewin, Argyris y Bion) y el enfoque total de sistemas (Likert, Lorenzo y Lorsch y Levinson) que trasciende hasta el día de hoy y se practica en todo el mundo, con variadas metodologías de intervención en respuesta a la globalización y la tecnología de la información (Dotse, Okyireh y Kumako, 2015;McGill, 1974).…”

Section: Universidad Santo Tomásunclassified

Theories of Organizational Culture

Allaire

Firsirotu

1984

Organization Studies

566

303

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The notion that organizations may have specific cultures is found sprinkled in a vast array of publications on strategy and business policy, on organizational behaviour and theory. Although the absence of a solid theoretical grounding for the concept of organizational culture has been frequently lamented, little effort has been exerted to bring within the perimeter of the management and organizational field the relevant concepts found in cultural anthropology. The purpose of this paper is therefore three-fold: First, to provide a typology of schools of thought in cultural anthropology in order to understand the diverse and complex theories of culture advanced in this field; Second, to relate these different points of view to the emerging notions of organiza tional culture found explicitly or implicitly in the management and organization literature; Third, to pull together the insights and findings derived from this enquiry in order to propose an integrative concept of organizational culture as a useful metaphor for studying the processes of decay, adaptation and radical change in complex organizations.

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Section: Universidad Santo Tomásunclassified

Theories of Organizational Culture

Allaire

Firsirotu

1984

Organization Studies

566

303

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“…For example, the Topology Group took ownership of field theory; the RCGD concentrated on group dynamics; the NTL devoted itself to T-groups. Alfred Marrow, Lewin’s biographer, was active in most of them and was one of the few, along with Douglas McGregor, Richard Beckhard, and Herbert Shepard, who seemed to adhere to a form of Lewin’s model (Freedman, 1999; French, 1982; Marrow, 1972; Marrow, Bowers, & Seashore, 1967; McGill, 1974).…”

Section: Discussion: Lewin’s Three-step Modelmentioning

confidence: 99%

The Origins of Lewin’s Three-Step Model of Change

Burnes

2019

The Journal of Applied Behavioral Science

101

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At the time of his death in 1947, Kurt Lewin was seen as one of the foremost psychologists of his day. He is now best known for his three-step model of change. However, this has been criticized for its “simplicity,” and it has even been suggested that Lewin “never developed such a model,” yet this ignores its links to the rest of Lewin’s work. Surprisingly, there appears to have been no rigorous attempt to understand the connection between Lewin’s early work on field theory and his later work on social and organizational change. In addressing this gap in the Lewin literature, this article will not only show that the three-step model of change is far from being simplistic but also that it was a well-thought-out approach to change based on his development of field theory. The main difference between the two is one of nomenclature rather than substance.

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Introduction to Organizational Development and Change

Singh

Ramdeo

2020

Leading Organizational Development and Change

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The Evolution of Organization Development: 1947-1960

Cited by 5 publications

References 1 publication

Theories of Organizational Culture

Theories of Organizational Culture

The Origins of Lewin’s Three-Step Model of Change

Introduction to Organizational Development and Change

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