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001 9781003082491
003 FlBoTFG
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006 m d
007 cr |||||||||||
008 200818t20212021nyua ob 001 0deng d
040 _aOCoLC-P
_beng
_erda
_epn
_cOCoLC-P
020 _a9781003082491
_q(electronic bk.)
020 _a1003082491
_q(electronic bk.)
020 _a9781000213980
_qelectronic publication
020 _a1000213986
_qelectronic publication
020 _z9780367535773
_qhardcover
020 _z9780367535728
_qpaperback
020 _a9781000213966
_qelectronic book
020 _a100021396X
_qelectronic book
020 _z9781000213973
_qMobipocket electronic book
020 _z1000213978
024 7 _a10.4324/9781003082491
_2doi
035 _a(OCoLC)1197743226
_z(OCoLC)1197765119
035 _a(OCoLC-P)1197743226
050 4 _aHD58.8
_b.C76 2021eb
082 0 4 _a658.4/06
_223
100 1 _aCrosby, Gilmore,
_eauthor.
245 1 0 _aPlanned change :
_bwhy Kurt Lewin's social science is still best practice for business results, change management, and human progress /
_cGilmore Crosby.
264 1 _aNew York, NY :
_bRoutledge,
_c2021.
264 4 _c©2021
300 _a1 online resource :
_billustrations (black and white)
336 _atext
_btxt
_2rdacontent
337 _acomputer
_bc
_2rdamedia
338 _aonline resource
_bcr
_2rdacarrier
520 _aGil Crosby has accomplished what most of us in the world of applied behavioral science, in general, and OD and T-Group training, in particular, have not--making the theoretical father of our work accessible. Thus, this book is a gift and with it we can understand more deeply and teach others more accurately what Lewin actually stated and meant. Moreover, the book is reader-friendly, visually appealing, and humorous rather than academically boring. Thank you, Gil!" Dr. W. Warner Burke E.L. Thorndike Professor of Psychology and Education Teachers College, Columbia University Kurt Lewin (1890-1947) was a visionary psychologist and social scientist who used rigorous research methods to establish an approach to planned change that is both practical and reliable. He mentored and inspired most of the early professionals who came to identify themselves as practitioners of organization development (OD). He also fostered the emergence of the experiential learning method known as the T-group, which uniquely structures group dynamics into a laboratory for dramatic individual and team development. In the early days, most OD professionals learned much about themselves and about group dynamics through T-group experiences. Lewin's methods, though little known, yield consistent business results such as increased performance and improved morale. His approaches have the rare impact of not just changing behavior, but changing the beliefs that underlie behavior. Sadly, most OD professionals today-- business and organizational leaders, community organizers, and people, in general--have never read any of Lewin's actual writing beyond a quote or two. Indeed, some in the OD profession have rejected or distanced themselves from what they think Lewin taught, even though they and many others seem to know very little about his methods or history. Because Lewin was a prolific writer, one of the author's main goals is to organize his immense body of published work so that readers can easily explore the source material and form their own opinions. Essentially, this book is aimed at introducing Lewin in a new way, both simplified yet substantial enough to guide anyone who is trying to plan change, whether at the individual, group/team, organizational, or societal levels. Lewin was not trying to create methods for OD professionals alone (or for social scientists as he regarded himself). In his interventions, he taught those how to do their own version of planned change. He believed social science might be the light that helps create a brighter future for humanity. This text transfers this knowledge to a broad audience so that each reader can more successfully implement organizational and social change.
588 _aOCLC-licensed vendor bibliographic record.
600 1 0 _aLewin, Kurt,
_d1910-1996.
650 0 _aOrganizational change.
650 0 _aSocial change.
650 0 _aSocial psychology.
650 0 _aField theory (Social psychology)
856 4 0 _3Taylor & Francis
_uhttps://www.taylorfrancis.com/books/9781003082491
856 4 2 _3OCLC metadata license agreement
_uhttp://www.oclc.org/content/dam/oclc/forms/terms/vbrl-201703.pdf
999 _c129707
_d129707