The current world of organizations is full of beginnings and incomplete endings. The author assumes that the endless re-structuring of living networks of relationships in organizations generates, over time, post-traumatic stress disorder in individuals, groups and the whole system.
The current world of organizations is full of beginnings and incomplete endings. The author assumes that the endless re-structuring of living networks of relationships in organizations generates, over time, post-traumatic stress disorder in individuals, groups and the whole system.
New International Library of Group Analysis Foreword Introduction Experiential and Intuitive Knowledge Group analysis in organisations: what it takes The Group Dynamics of Top-Down Change Introduction Oedipal and sibling dynamics in changing organisations Power and play: a story of denigration and idealisation The Use and Nature of the Large Analytic Groups Introduction The large analytic group and its conductor Support and Development for Health Professionals Introduction Beyond Balint: working with general practitioners "Patrix" and matrix: a generative pairing Rethinking Organisational Leadership and Development Introduction Leaders and groups in traumatising organisations A paradigm shift in organisational development Ending Conclusion: dealing with permanent transition
New International Library of Group Analysis Foreword Introduction Experiential and Intuitive Knowledge Group analysis in organisations: what it takes The Group Dynamics of Top-Down Change Introduction Oedipal and sibling dynamics in changing organisations Power and play: a story of denigration and idealisation The Use and Nature of the Large Analytic Groups Introduction The large analytic group and its conductor Support and Development for Health Professionals Introduction Beyond Balint: working with general practitioners "Patrix" and matrix: a generative pairing Rethinking Organisational Leadership and Development Introduction Leaders and groups in traumatising organisations A paradigm shift in organisational development Ending Conclusion: dealing with permanent transition
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