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SYMLOG is an acronym for a powerful theory and method of group observation: Systematic Multiple Level Observation of Groups. The Symlog Practitioner draws on an international network of SYMLOG researchers and practitioners to present a varied collection of cases demonstrating the full range of settings in which SYMLOG has been applied. This volume is an important contribution to both the theory and practice of small group observation and analysis, making it indispensable for teachers, students, and researchers in the growing field of small group research and for practitioners and consultants who wish to use SYMLOG in the field.
Social Interaction Systems is the culmination of a half century of work in the field of social psychology by Robert Freed Bales, a pioneer at the Department of Social Relations at Harvard University. Led by Talcott Parsons, Gordon W. Allport, Henry A. Murray, and Clyde M. Kluckhohn, the Harvard Project was intended to establish an integrative framework for social psychology, one based on the interaction process, augmented by value content analysis. Bales sees this approach as a personal involvement that goes far beyond the classical experimental approach to the study of groups.Bales developed SYMLOG, which stands for systematic multiple level observation of groups. The SYMLOG Consulting Group approach was worldwide as well as interactive. It created a data bank that made possible a search for general laws of human interaction far beyond anything thus far known. In his daringsearch for universal features, Bales redefines the fundamental boundaries of the field, and in so doing establishes criteria for the behavior and values of leaders and followers. Bales offers a new "field theory," an appreciation of the multiple contexts in which people live.Bales does not aim to eradicate differences, but to understand them. In this sense, the values inherent in any interaction situation permit the psychologist to appreciate the sources of polarization as they actually exist: between conservative and liberal, individualistic and authoritarian, libertarian and communitarian. Bales repeatedly emphasizes that the mental processes of individuals and their social interactions take place in systematic contexts which can be measured. Hence they permit explanation and prediction of behavior in a more exact way than in past traditions. Bales has offered a pioneering work that has the potential to move us into a new theoretical epoch no less than a new century. His work holds out the promise of synthesis and support for psychologists, sociologists, and all who work with groups and organizations of all kinds.
Inspired by the research and theory of Robert Freed Bales (Professor Emeritus of Sociology at Harvard University), this collection of research and applications using SYMLOG, a system for the multi-level observation of groups, provides the most recent examples of analyzing aspects of social interaction systems. The collection shows the relationship of SYMLOG to other theoretical models, gives examples of international research, includes applications in health, education, religion, and policy analysis, and illustrates problems and solutions regarding the validity and reliability of the method. The editors provide the widest selection of articles on SYMLOG, covering theory, research, and applications in organizational development and other fields.
Feedback is a rare commodity in day-to-day organizational life, but it is a key to ongoing effectiveness.One popular vehicle for getting feedback from one's boss, peers, subordinates, and customers is the multiple-perspective or 360-degree-feedback instrument. Whether part of a management-development course or used alone, this kind of instrument can enhance self-awareness by highlighting a leader's strengths and areas in need of further development.Selecting the right instrument from among the dozens that are available can be difficult, however.This new edition of Feedback to Managers, the fourth, updates and expands the popular 1998 edition.It guides the selection process with an in-depth analysis of 32 publicly available instruments that relate self-view to the views of others on multiple management or leadership domains. Each of the instrument reports includes descriptive information, a look at the research behind the instrument, and descriptions of support materials.
Now in its Fifth Edition, this much-loved text offers theoretical and philosophical depth as well as insights into practice. The text covers the entire research process in an accessible way and provides critical, thoughtful treatment of important issues like ethics and politics, making it an invaluable companion for any business and management student New to the Fifth Edition: Expanded to include examples from across business and management including Marketing, International Business and Psychology Up-to-date, international examples and cases from a range of countries Introductory chapter looks at writing proposals in detail Chapter on the literature review now includes how to critically review Move towards new technologies and social media including discussion of wikis and cloud sourcing Improved structure and flow, with three chapters on qualitative methods and three on quantitative methods Additional practical exercises which are linked to key research tasks throughout The companion website (https://edge.sagepub.com/easterbysmith) offers a wealth of resources for both lecturers and students including, for lecturers, an instructor′s manual and PowerPoint slides and, for students, author podcasts, journal articles, web links, MCQs, datasets and a glossary.
A phenomenal success from its first publication, this new edition of the classic Management Research continues to be the definitive word in management research methods. Integrating qualitative and quantitative methods, underpinned by an understanding of philosophy and, crucially, politics, this book succeeds in tackling complex issues in a clear and accessible way. Mark Easterby-Smith, Richard Thorpe, and Paul Jackson, three highly-experienced management researchers, give practical guidance to help students to conduct management research as well as truly understand the logic behind it.
Working groups play a major role in the development of health & human services. The authors discuss the skills needed for effective participation & leadership within these groups.
Stakeholder or public participation has become something of a modern mantra employed in all sorts of contexts to give people a voice. There are many variants on this 'participation' but traditionally they all share a desire to maximise involvement and provide desired 'outputs' of a required quality as quickly and as cheaply as possible. Difference tends to be reduced and compromise encouraged as the outputs or even just the appearance of participation are emphasised. This book explores the large and diverse range of participatory methods currently in use, examines the problems and gaps in these methods and sets out an innovative new methodology which overcomes these shortcomings. Uniquely, this method builds from the assumption that it is not just the outputs that matter in participation - it is also the journey. 'Triple Task' is designed to help groups explore their current situation and develop a path by which they can improve their functioning and ultimately make a positive contribution to the lives of others. The book includes in-depth case studies of Triple Task in action across a range of contexts and countries, with particular focus on an EU project concerning indicators in policy-making. This new approach can be used in any context and with any sort of group to help them produce more informative 'outputs' in which a deep reflection of how the group works is allied to an analysis of how problems can be solved.
Formally introduced in 1979, SYMLOG (Systematic Multiple Level Observation of Groups) has been tested and developed in the years since by Robert Bales of Harvard University and a team of collaborators, including the editors of this volume. Here, the Hares provide a current survey of SYMLOG applications in three areas: organizational consultation, research on cultural differences that underlie the problems of managing diversity, and the measure of personality and social perception. With five case studies and several intensive reviews of SYMLOG theory, the present volume is an invaluable tool for both scholars and professional management consultants.
Presenting new thinking in organizational psychology from the Netherlands, Intervening and Changing is a guide to applying global thinking and democratic values to achieve innovation. Expertly steered by Jaap Boonstra and Leon de Caluwe, it explores tensions and paradoxes in the field of organizational change and presents interventions based in social interaction theory. Its vision is of people collaborating, making sense of their work and living situations and developing collaborative action for breakthrough innovation will be a source of inspiration for any manager, consultant or change agent.