On Learning to Plan & Planning to LearnJossey-Bass Publishers, 1973 - 341 páginas |
Dentro del libro
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Página 267
... feedback for the purposes of moving toward lrsp will be resisted to the degree that it removes the social psychological advantages that organizations provide by avoiding feedback . Even if the social psychological sources of resistance ...
... feedback for the purposes of moving toward lrsp will be resisted to the degree that it removes the social psychological advantages that organizations provide by avoiding feedback . Even if the social psychological sources of resistance ...
Página 271
... feedback will expose the failures as well as the successes of programs and projects . This , in turn , confronts program proponents with the task of acknowl- edging error - indeed , of seeking it out , of embracing it - in the interests ...
... feedback will expose the failures as well as the successes of programs and projects . This , in turn , confronts program proponents with the task of acknowl- edging error - indeed , of seeking it out , of embracing it - in the interests ...
Página 279
... feedback from the present and the future ? Indeed , this second question contains another : What would characterize an effective balance in a changing and problematic world between , over- response and underresponse to feedback ...
... feedback from the present and the future ? Indeed , this second question contains another : What would characterize an effective balance in a changing and problematic world between , over- response and underresponse to feedback ...
Contenido
Introduction | 3 |
The Changing Roles of Voluntary | 9 |
Overview and Context | 16 |
Derechos de autor | |
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Términos y frases comunes
actions activities administrators agencies ambiguity Argyris avoid become behavior boundary spanner boundary-spanning change toward lrsp change-over efforts Chapter commitment competence conjectures consequences conventional conventional norms cope corporations decision-making decisions definition depend effective efforts to change emphasize encourage environmental error error-embracing especially evaluation executives expect experience feedback feelings frsl function future future studies goal-setting goals groupthink human increase innovation internal interpersonal involved Irsp legitimacy long-range means ment move toward lrsp natural environment nature nizational norms operating orga organizational behavior organizational development organizational structures organizations perspective political potential present problems produce professional programs psychological resistances rational reduce relationships relevant requirements response restructuring result rewards role conflict sentient group situation skills social engineering social planning social psychological societal learning society studies task theory tion tional turbulent environment uncertainty understanding values