Beruflich Dokumente
Kultur Dokumente
It
is
with
great
pleasure
that
I
attend
your
celebrations
here
today
of
25
years
of
the
Finnish
Organizational
Development
Society
on
behalf
of
The
Tavistock
Institute.
Some
of
you
will
have
undertaken
education
and
training
with
the
Institute,
perhaps
alongside
past
and
present
members
of
the
Tavistock
Institute.
Others
of
you
our
cousins
from
the
wider
world
of
Organizational
Development
here
in
Finland
-
will
recognize
many
of
the
features
of
theory
and
practice
which
I
refer
to
as
ones
which
have
been
adopted
and
naturalized
by
generations
of
theorists
and
practitioners
or
grown
up
in
dialogue
with
them.
In
this
address
I
have
been
asked
to
present
to
you
the
way
the
Institutes
practice
of
organizational
development
has
responded
to
theoretical
developments
in
the
field
over
recent
years,
resulting
in
shifts
in
our
practice.
The
first
part
of
my
talk
will
review
the
traditions
of
The
Tavistock
Institute
and
what
continues
in
use
before
going
on
to
discuss
major
theoretical
innovation.
So,
in
terms
of
the
theory
and
use
of
the
traditions
Im
focussing
my
attention
on
the
ways
in
which
our
theory
and
practice
have
evolved
since
it
was
presented
in
The
Tavistock
Anthologies
of
the
1990s-
those
by
Eric
Trist
and
Hugh
Murray
and
Fred
Emery;
and
also
the
Anthologies
of
Eric
Miller
and
Frank
Heller.
So
were
talking
here
about
consulting
to
organizational
culture;
consulting
especially
to
the
unconscious
life
of
organizations
manifested
in
their
defences
against
anxiety;
the
practice
of
group
relations;
job
and
work
design
in
the
tradition
of
sociotechnical
systems
design;
and
inter-
organizational
development
in
the
face
of
turbulent
environments.
(I
am
aware
that
this
rather
leaves
out
the
work
of
the
Institute
of
Operations
Research
located
in
the
Institute
during
the
late
60s
and
70s
and
Strategic
Choice
through
problem
restructuring
methods
using
what
we
now
term
big
data
but
this
has
less
relevance
to
the
practice
of
organizational
consultancy.
Similarly,
evaluation
research
which
has
played
an
increasingly
important
role
at
the
Institute
since
1980
onwards,
does
not
much
feature
in
this
account.)
movement
in
the
US
found
many
active
collaborators
such
as
Russ
Ackoff
and
Lou
Davies.
The
group
relations
tradition
has
thrived
in
other
countries
and
continents,
notably
the
USA
and
in
India,
although
the
group
relation
communitys
longest
running
and
lengthiest
group
relations
conference
remains
The
Tavistock
Institutes
annual
Leicester
Conference,
last
year
joined
by
70
members
from
30
nations.
However,
shifts
since
the
1970s
are
clear
to
even
someone
like
me
who
is
perhaps
too
close
to
note
all
the
transitions.
The
profile
of
the
Institute
staff
group
has
shifted
over
the
course
of
the
past
twenty
five
years
markedly,
in
response
to
changes
in
the
environment,
most
notably
the
technological
developments
which
have
transformed
our
lives
through
the
Internet
and
its
applications.
This
is
despite
the
Institute
continuing
to
offer
through
the
1980s
and
1990s
organizational
consultancy
and
consultancy
education
building
more
specifically
on
the
traditions
of
The
Institute.
Through
this
period
contributions
to
developing
organizational
theory
and
practice
through
the
consultancy
and
scholarship
of
Jean
Neumann
and
the
action
research
in
construction
supply
chains
of
Richard
Holti
and
their
associates
in
OCTI
(Organizational
Change
and
Technological
Innovation)
continued
at
The
Institute.
The
AOC
Programme
which
they
delivered
with
Eric
Miller
for
its
first
ten
years
reflected
past
and
continuing
traditions
as
well
as
contemporaneous
theoretical
stances.
Evaluation
programme
research
had
begun
from
1980
onwards,
consolidated
by
the
start-up
of
the
Evaluation,
Development
and
Review
Unit
in
1990,
led
by
Elliot
Stern
and
from
this
base
he
brought
a
stream
of
social
scientists
from
other
social
science
traditions.
Particularly
influential
among
them
were
Carlos
Frade
with
particular
interests
in
learning
theory
and
Joe
Cullen,
a
Sociologist,
who
brought
new
theorists
to
the
attention
of
staff,
including
most
especially
those
of
critical
theorists,
and
especially
Jurgen
Habermas
and
his
Theory
of
Communicative
Action
and
development
of
social
constructionism,
which
contributed
so
much
to
the
Organizational
Learning
stream
of
thinking.
The
way
we
construct
our
world
through
social
interaction
is
outlined
in
organizational
settings
in
Etienne
Wengers
book
Communities
of
Practice
and
is
one
example
which
is
in
use
in
The
Institutes
practice
in
organizational
settings
today.
These
developments
also
highlighted
organizations
as
places
not
just
of
time,
task
and
territory,
but
of
narrative
and
story
telling.
Yiannis
dynamics
was
clearly
on
view
for
staff
and
members
at
different
points
over
the
two
weeks.
The
big
anniversaries
50
and
60
-
of
The
Tavistock
Institute,
which
was
established
in
1947,
have
also
been
occasions
prompting
us
to
reconnect
with
earlier
ways
of
engaging
with
organizations.
For
those
with
an
interest
in
the
continuing
influence
of
Kurt
Lewin,
Jean
Neumanns
pieces
on
our
website
indicate
how
his
ideas
continue
to
provide
touch-stones
for
our
practice,
such
as
Field
Theory
and
Contemporaneity.
Gestalt
theories
and
practice,
which
through
Kurt
Lewin
had
affected
the
way
in
which
the
early
theorists
thought
and
worked,
and
which
has
continued
its
own
parallel
developments
since,
continue
to
influence.
Many
of
you
will
know
of
Eliat
Arams
continuing
work
and
associations
with
this
community
both
in
the
UK
and
beyond.
Other
Tavistock
Institute
consultants
draw
on
the
work
of
gestalt
practitioners
such
as
Bill
Critchley
in
understanding
cycles
of
organizational
rhythms
and
when
and
how
to
intervene.
A
new
generation
of
consultants
at
the
Institute
are
enriching
its
practice
with
their
own
influences
and
meanings,
as
well
as
drawing
on
our
traditions.
Concluding
Remarks
A
wide
range
of
theorists
continues
to
interest
Tavistock
Institute
consultants
and
consultancy
education
offers.
These
include
both
later
Twentieth
Century
and
contemporary
thinkers
and
writers
and
those
who
influenced
earlier
generations.
In
general
we
might
say
that
some
provide
an
elaboration
of
existing
ways
of
thinking
about
the
world,
and
these
are
perhaps
most
easily
understood
and
digested
or
which
fit
our
biases
more
closely.
Others
provide
more
of
a
challenge
to
the
way
we
adopt
them
in
our
practice.
We
might
think
of
a
continuum
of
influence
on
our
thinking
and
practice
in
which
some
theory
gives
us
one
off
stimulation
to
a
particular
situation
to
the
other
extreme
where
some
prompt
a
radical
rethink
of
how
we
view
organizations
and
more
profound
changes
to
our
practice.
In
a
sense
all
these
ideas
provide
mental
models
of
how
the
world
works
which
is
provisional
and
can
only
approximate
the
glory
of
the
specific
detailed
settings
in
which
we
consult.
Not
all
of
the
models
we
use
will
be
entirely
consistent
with
one
another
and
in
some
instances
we
may
need
to
make
use
of
what
Weick
refers
References
Frances
Abraham
(2013)
The
Tavistock
Group
in
Warner
and
Witzel
(eds)
The
Oxford
Handbook
of
Management
Theorists.
Oxford:
Oxford
University
Press
Wilfred
Bion
(1961)
Experiences
in
Groups
London:
Tavistock
Fred
Emery
and
Eric
Trist
(1973)
Towards
a
Social
Ecology.
London:
Plenum
Yiannis
Gabriel
(2000)
Storytelling
in
Organizations:
Facts,
Fictions
and
Fantasies.
Oxford:
OUP
Jay
Galbraith
and
Kazanian,
R.K.
(1986)
Strategy
Implementation:
Structure,
Systems,
Processes.
Paul,
MN:
West
Juergen
Habermas
(1981)
Theory
of
Communicative
Action
Vol
1.
Elliot
Jacques
(1950)
The
Culture
of
a
Factory.
London:
Tavistock
Gordon
Lawrence
(2000
Tongued
with
Fire:
Groups
in
Experience.
London:
Karnac
Henry
Mintzberg
(1978)
Patterns
in
Strategy
Formation
in
Management
Science.
Patricia
Shaw
(2002)
Changing
Conversations
in
Organizations:
A
Complexity
Approach
to
Change.
Abingdon,
Oxon:
Routledge
Ralph
Stacey
(1993)
Strategic
Management
and
Organizational
Dynamics:
The
Challenge
of
Complexity.
Harlow:
Prentice
Hall
Eric
Trist
and
Hugh
Murray
(eds)
The
Social
Engagement
of
Social
Science:
The
Tavistock
Anthology:
The
Socio-Psychological
Perspective.
Eric
Trist
and
Hugh
Murray
(eds)
The
Social
Engagement
of
Social
Science:
The
Tavistock
Anthology:
Socio-Technical
Systems
Perspective.
Eric
Trist
and
Hugh
Murray
(eds)
The
Social
Engagement
of
Social
Science:
The
Tavistock
Anthology:
The
Socio-Ecological
Perspective
Karl
Weick
(1995)
Sensemaking
in
Organizations.
London:
SAGE
Etienne
Wenger.
(1998)
Communities
of
Practice.
London:
SAGE
The
Tavistock
Anthologies
edited
by
Eric
Trist
and
Hugh
Murray
can
be
found
at
www.moderntimesworkplace.com/archives/
Eliat
Arams
talk
on
Complexity
and
Jean
Neumanns
thought
pieces
on
Kurt
Lewin
can
both
be
found
on
this
website:
www.tavinstitute.org