Organizational Psychology
Submitted by WorkCreatively on Thu, 04/23/2009 - 07:08
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Printer-friendly version| Title | Organizational Psychology |
| Publication Type | Book |
| Pub Year | 1979 |
| Authors | Schein, E. H. |
| Edition | 3rd |
| Publisher | Prentice Hall (Prentice-Hall Foundations of Modern Psychology Series) |
| Keywords | flexibility, motivation, ROWE |
| Notes |
flexibility"The main conclusion will be that there is no one answer, no 'perfect' way to organize or to design work. Instead, one must become diagnostic and flexible, sensitive to events and their subjective interpretation by the participants in a given situation, so that one can choose a course of action appropriate to that situation." ROWE"Most leadership research, notably the Michigan studies (Likert, 1967), has clearly shown that in the long run both production and morale benefit from 'less close' supervision, by which is meant that the supervisor sets targets and reviews performance against those targets, but then allows the employee considerable latitude on how he or she actually does the work....In other words, it may be worthwhile to determine work goals and quality standards jointly, but the actual means of accomplishing the work can be delegated completely..." |