| Abstract: | ![]()
Characterizes the changing world of organization change (OC) in the following ways: from growth to decline to consolidation, from moderate to high speed, from complexity to even greater complexity, and from naive clients to sophisticated ones who can use the term culture change before the consultant does. Aspects of change regarding human behavior in organizations are stable (i.e., grounded in theory and research). Two conclusions about organization consulting today are identified: There is a set of standard tools that effectively addresses small to medium-size problems in organizations. Consultants are on the threshold of a paradigm for the effective management of large-scale OC. (PsycINFO Database Record (c) 2010 APA, all rights reserved) |
