skip navigation

PUBLICATIONS

Register for Latest Research

Stay Informed
Register with NCJRS to receive NCJRS's biweekly e-newsletter JUSTINFO and additional periodic emails from NCJRS and the NCJRS federal sponsors that highlight the latest research published or sponsored by the Office of Justice Programs.

NCJRS Abstract

The document referenced below is part of the NCJRS Virtual Library collection. To conduct further searches of the collection, visit the Virtual Library. See the Obtain Documents page for direction on how to access resources online, via mail, through interlibrary loans, or in a local library.

 

NCJ Number: 50828 Add to Shopping cart Find in a Library
Title: INTERVENTION AND EVALUATION - A PROACTIVE TEAM APPROACH TO OD (ORGANIZATION DEVELOPMENT)
Author(s): J F GAVIN; S M MCPHAIL
Corporate Author: Plenum Publishing Corp
United States of America
Date Published: 1978
Page Count: 20
Sponsoring Agency: Plenum Publishing Corp
New York, NY 10013-1576
Type: Report (Study/Research)
Format: Article
Language: English
Country: United States of America
Annotation: THE IMPACT OF AN ORGANIZATION DEVELOPMENT EFFORT ON THE EMPLOYEES OF THE ADMISSIONS AND RECORDS DEPARTMENT OF A LARGE MIDWESTERN UNIVERSITY IS ASSESSED.
Abstract: A TEAM OF EIGHT CHANGE AGENTS--GRADUATE STUDENTS AND PROFESSORS OF PSYCHOLOGY--NEGOTIATED CONTRACTS WITH MANAGEMENT AND NONMANAGEMENT EMPLOYEES WHEREBY THE CHANGE AGENTS WOULD PROVIDE CONSULTATION SERVICES IN EXCHANGE FOR RESEARCH OPPORTUNITIES. THE CHANGE AGENT TEAM INTERVIEWED EMPLOYEES, ADMINISTERED QUESTIONNAIRES DESIGNED TO IDENTIFY PROBLEMS IN THE DEPARTMENT, AND CONDUCTED FEEDBACK SESSIONS AND PROBLEM-SOLVING AND TEAM DEVELOPMENT MEETINGS. CONSULTATION WAS PROVIDED TO NONMANAGEMENT AND MANAGEMENT GROUPS SEPARATELY AND TOGETHER. A PRETEST/POST-TEST ASSESSMENT OF CHANGES IN THE DEPARTMENT OVER A 1-YEAR PERIOD INDICATES THAT THE EMPLOYEES' SENSE OF POWER WITHIN THE SYSTEM INCREASED. ROLE STRESSES TENDED TO DECREASE OVER TIME, ALTHOUGH AN IMPORTANT INDEX OF ROLE STRAIN (A MEASURE OF ANXIETY, DEPRESSION, AND IRRITATION) ROSE SIGNIFICANTLY. THIS FINDING ARGUES FOR AN INCREASED AWARENESS OF POSSIBLE JOB STRAINS INDUCED BY ORGANIZATION DEVELOPMENT INTERVENTION. THERE WAS LITTLE CHANGE IN THE ORGANIZATIONAL CLIMATE, ALTHOUGH EMPLOYEES' PERCEPTIONS OF SPECIFIC FACTORS IN THE WORK SETTING WERE ALTERED. THE INTERVENTION TEAM'S OBSERVATIONS INDICATE THAT SUBSTANTIVE ORGANIZATIONAL CHANGE MAY BE AN UNREALISTIC GOAL FOR MOST ORGANIZATION DEVELOPMENT PROGRAMS, AND THAT THE EFFECTS OF ORGANIZATION DEVELOPMENT MAY NOT BE DIRECTLY RELATED TO THE AMOUNT OF INPUT BY ORGANIZATION DEVELOPERS. IT IS POSSIBLE THAT PARTICIPATION-ORIENTED DEVELOPERS MAY INTRODUCE CERTAIN DILEMMAS FOR THEIR CLIENTS. IN SOME INSTANCES, ENCOURAGING EMPLOYEES TO TALK ABOUT A PROBLEM ACTUALLY MADE THE PROBLEM SEEM WORSE. BECAUSE ORGANIZATION DEVELOPMENT CAN BE AN EFFECTIVE MEANS OF AUGMENTING PARTICIPANTS' POWER, THE IMPLICATIONS OF SHIFTS IN POWER FOR ORGANIZATIONAL FUNCTIONING SHOULD BE CONSIDERED. THE APPLICATION OF ORGANIZATION DEVELOPMENT IN THE FIELD OF OCCUPATIONAL MENTAL HEALTH SHOULD ALSO BE EXPLORED. SUPPORTING DATA AND A LIST OF REFERENCES ARE INCLUDED. (AUTHOR ABSTRACT MODIFIED)
Index Term(s): Behavioral science research; Evaluation; Organization studies; Work attitudes
To cite this abstract, use the following link:
http://www.ncjrs.gov/App/publications/abstract.aspx?ID=50828

*A link to the full-text document is provided whenever possible. For documents not available online, a link to the publisher's website is provided. Tell us how you use the NCJRS Library and Abstracts Database - send us your feedback.