How organizational systemic constellations foster organizational trauma healing

BACKGROUND: Systemic Constellations Work (SCW) is a non-conventional method of dealing with organizational development and change that has been gaining popularity since the 1990s. OBJECTIVE: The goal of this study was to understand how kinesthetic and spatial sensations gained through SCW translate into knowledge with a particular focus on the longer-term organizational effects. METHODS: We performed semi-structured interviews and used triangulation of sources (constellator and clients) and methods (inductive, deductive coding and ethnographic approach). RESULTS: The study identified a phase model of SCW process revolving around organizational trauma enmeshed in the context of personal, organizational and social systemic fields. CONCLUSIONS: The results imply that SCW is a valid method of trauma healing and prevention.

Organizational Development and Change Along with the Reinventing in Education

The purpose of organizational development, especially educational organizations, is the formation of an educational organization in the provincial and district/city governments, so that education units at all types and levels are open and generate trust for educators and their communities. Organizational open and generate trust for educators and their communities. Organizational development interventions tend to emphasize the application of collaborative or interpersonal and group strategies in inter-organizational actions in a coordinative or vertical manner, in accordance with the spirit of reinvention. In restructuring educational organizations or reinventing education to increase the activities and programs of the Provincial, Regency and City Education Offices in carrying out routine activities, they must be changed, no longer using a bureaucratic approach with a participatory approach. The paradigm of education officials must be changed, so that in accordance with the spirit of the implementation of school-based management in schools. By giving a large role to schools in the spirit of change, the school has a high creativity to compete in improving the quality and quality of education in the school

Organizational Development and Change Management Implement AR, AI, and PC for Steller Non-Profit Org.

Organizational development and change remains an issue, especially when communication and engagement among employees is lacking. This action research study identified issues and strategies essential to help with change management. The action research study focused on one non-profit organization by consulting with five employees with three years or more experience involvement in their local community for at-risk teens in Seattle, Washington metropolitan area. The researcher facilitated action research, appreciative inquiry, and process consultation to discover the issues Steller non-profit organization experienced, and moving forward to implement effective processes which can help them to achieve a desirable outcome.

Making Interviews Meaningful

Qualitative methods have played and are likely to continue to play an important role in scholarship on organizational development and change. One key data source dominates all others, however, in the qualitative lexicon: the one-on-one interview. This has become so common as to seem almost banal and taken for granted. And yet, the interview is actually a very complex phenomenon where many different things may be going on. This essay attempts to elucidate some of this complexity by identifying five different genres of interviewing, each with its specific ontological assumptions and purposes. We identify and illustrate specific techniques and practices associated with each genre, and offer suggestions for further development, while inviting researchers to think through more carefully what interviews can and cannot deliver, and how they can be made meaningful.

Motivation Acts As An Innovative Tool In Organizational Development And Change: A Case Study Of Female Employees In Karachi University

The study primarily accentuates on the need of motivation of female employees for organizational development and change that is an innovative tool and may be used in any organization; and also highlights the importance of motivation which acts as a catalyst for the progress of the female employees in various organizations. The data pertinent to research were collected from 116 respondents based on purposive sampling for the convenience by the researchers using a well-structured questionnaire. Results of the analysis indicate that female employees in Pakistan generally are demotivated to be employed in an organization due to family restrictions, workplace harassment and lack of motivation at places where they are employed, and this affects their performance and creates hurdles the way of organizational development and change.