The journey of Gestalt consulting proved to be very insightful and enlightening. I initially worried that I would not be able to apply the Gestalt style of learning to my professional repertoire within organizational development (OD). However, the outcome was the exact opposite and Gestalt has truly been a useful OD tool acquired. What astounded me most was the chemistry and relevance to the skill that I was motivated to strengthen the most which is use of self. Concepts such as the paradoxical theory of change, cycle of experience, developing themes and polarities, and the unit of work all incorporate the use of self as a sufficient way of paying attention to and selectively sharing observations about what is happening in another person, a group, and an organization. Additionally these concepts were used to illuminate the path through resistance. According to Carlson and Sklarew (1995), “work is grounded in a whole system and multiple levels of system perspective, paradoxical theory of change, and an appreciation for the power of phenomenological experience.” (p. 3). During the class sessions we were introduced to the levels of system perspective. These include: intrapersonal, interpersonal, dyad or triad, and group level. These levels are defined by their boundaries. For example, the boundary in an interpersonal system is an individual exchanging with another individual and it is essential to note the exchange between the two. In my first case study I was able to illustrate the level of the system I observed which was an interpersonal system between me and my colleague, Angelo Martez. A boundary existed between he and I and communication was proven to be essential to make the exchange. Carlson and Sklarew (1995) also state that... ... middle of paper ... ...tion itself. The most significant observation of gestalt consulting to me is that the process allows and requires both sides of the brain to be used. Observations can be intellectually made and interpreted, however those observations can be furthermore illustrated creatively to provide a visualize representation. Perhaps there can be a polarity framed in reference to my learning journey through gestalt: “I observe that through my learning I was able to combine intellect with creativity just as two irrelevant colors can combine to introduce a beautiful new color. Works Cited Nevis, E. C. (1987). Organizational Consulting: A Gestalt Approach. New York, NY: Gardner Press Sklarew, N. & Carlson. (1995). ODL 530G: Gestalt Consulting Skills. [Class handout]. Organizational Development and Leadership Program, Philadelphia College of Osteopathic Medicine. Georgia, USA.
The reason why I want to become an Orientation Leader is because I see this as something that I am naturally attracted to. By becoming an orientation, I will possess the opportunity to make a batch of new friends. In the process, some of the relationships that I establish can transform into a lifelong bond. I feel like as an orientation leader, I will become a member of the unique community of orientation staff and create a bond that I can carry with me throughout my time here at Winthrop.
The following briefing paper has been prepared to assist you in preparing your speech to the local chamber of commerce. The topic you have been asked to speak on is outlining the differences in leading an institution of higher education as opposed to running a for-profit business. The briefing highlights key points from three oft-referenced scholarly articles on the topic of higher education organizational theory and leadership. These points explain higher education structures and the differences between higher education organization and leadership and what your audience might be accustomed to. I have included references for your aid.
When all of your systems, such as family, work, and school are working well together, then the individual systems are working together as one larger system. The theories under the Person-In-Environment lens are able to be applied to both individuals and environments (Rogers, A. 2013). There are five theories discussed under the person-in-environment lens.
Henry Kissinger is quoted as saying that the task of a leader is to get people from where they are to where they have not been. This is also a reflection of the work of Vroom & Jago (2007) who state that leaders should motivate others to do great things. With correctional workers, effective leadership and management is essential to the safety of other workers. To those housed in correctional facilities, and to the community at large. How new leaders are trained and prepared for their important role is essential to the success of correctional institutions. This paper will address a review of best practice regarding leadership in correctional facilities as well as an analysis of Corrections Corporation of America’s (CCA) Samberg Program. Finally, the paper will address a specific training evaluation model to enhance the program.
Kegan, R., & Laskow Lahey, L. (2009). Immunity to change. How to overcome it and unlock the potential in yourself and your organization. Boston: Harvard Business Press.
The most concise way to characterize Gestalt psychology is to say that it deals with wholes and its given data are what have been called phenomena. It is because of their strong phenomenological orientation, which explains that wholes are experienced by conscious man and not in parts. For example, in perceiving a melody one gets a melodic form, not a string or a note, a unitary whole that is something more important than the total list of its parts. This is the way experience comes to man, organizing it into significant structured form.
Graetz, F., & Smith, A. C. T. (June 2010). Managing organizational change: A philosophies of change approach. Journal of Change Management 10(2), 135–154.
Cummings, T., & Worley, C. (2009). Organizational development & change (9th ed.). Mason, OH: South-Western Cengage Learning.
Leaders benefit from building a team to create and implement change, this is a key theme in the Kotter model of change. This teambuilding engages employees throughout the process. Allowing employees to be a part of the change process gives them the opportunity and trust to be creative moving toward the future (Cochrane, 2002). Leaders can create opportunity for employees and leaders to dialogue about the change, which can help troubleshoot the process. Leaders who engage employees throughout the organization from various levels of the organization will receive perspectives from the entire organization helping them make better-informed decisions. Employees want to be allowed the opportunity to help an organization they believe in, in a way that enhances the
Gestalt therapy can be described as process active, experiential work and can help shed light on suppressed feelings by helping us focus our awareness on feelings in the present. In working through negative the client can realize negative behavior patterns that may have become ingrained. Understanding the relationship between what we tell ourselves (bad gestalts) and negative thought processes and can become a part of the healing process. Through this form of therapeutic process, individuals can become better equipped to understand themselves and make better or healthier choices, creating a unity of mind, body and spirit.
Gestalt therapy is existential, phenomenological, and process-based approach created on the premise that individuals must be understood in the context of their ongoing relationship with the environment. Awareness, choice and responsibility are the cornerstone of practice (Corey, 2013).
2. I will learn more about state geography. I will learn more about the towns and regions of Oklahoma.
Organizational culture is the key to organizational excellence and leadership is a function to create and manage culture (Chen 1992). Organizational researchers have become more aware of the importance of understanding and enhancing the cultural life of the institution. "This study is one of a group of companies with high-performance in North America, interest in organizational culture is an important element in organizational success. Tesluk et al (1997). Looking at the" soft "of the organization, the researchers claim that" the organizational culture may be suitable for a means to explore and understanding of life at work, and make them more humane and more pronounced (Tesluk et al, 1997), and the graves (1986) also stressed the importance of corporate culture, and the need for research strategies and methods of investigating the various elements and processes of the organizational culture. He argued the culture that meets the basic needs of belonging and security in an attempt to describe this gathering that culture is "the only thing that distinguishes one company from another gives them coherence and self-confidence and rationalises the lives of those who work for it. Standard that may seem random, is to enhance the life to be different, and safe to be similar, and culture is a concept that provides the means to achieve this compromise (p. 157).
Furthermore, advocates of the General Systems theory believe that it should be used as a universal model for all social work practice. They believe that by applying General systems theory to social work practice individuals and social systems are more easily explained and viewed as being holon (Carter, 2011). System’s theories also encourages, “…the refinement of social work’s person-in-environment perspective by embedding it within a comprehensive, multidisciplinary, and holistic conceptual framework” (Robbins et al., 2006, p. 50). Thus, the General Systems theory helps explain human
Brown, D. R. (2011). An experiential approach to organization development (8th ed.). New Jersey, USA: Prentice Hall.