Organisationsentwicklung als Thema von Erwachsenenbildung und Supervisionscurricula

Zusammenfassung Der Beitrag beschreibt Planung, Verlauf und abschlie?ende Beurteilung eines gruppendynamischen Seminars, in dem für angehende Supervisorinnen und Supervisoren das Thema Organisations-Entwicklung dargestellt und vermittelt werden sollte. Ausgangspunkt war die Kl?rung des Inhaltsraums von Organisations-Entwicklung als geplantem sozialen Wandel, der auf sozialwissenschaftlicher Grundlage zielgerichtet, strategisch und mit Zeitperspektive in der Zusammenarbeit zwischen externer und interner Sach-, Prozess- und Entscheidungskompetenz durchgeführt wird. Als Ziele des Seminars wurden festgelegt, Organisations-Entwicklung als sozialwissenschaftliches Instrument zu begründen, Organisations-Entwicklung-Schritte zu konzipieren und sie kollegial zu kommunizieren. Darüber hinaus wurden Qualit?tskriterien für das Seminar formuliert: Praxisn?he, Kl?rung des Inhaltsraum Selbstorganisation, Selbststeuerung, Ressourcenaktivierung, Konfliktregulierung, Analyse des Gruppenprozesses, Nutzung von Feldkompetenz und Verhaltensmodellen, Etablierung von Feedbackschleifen, Koordination und Synergie, kollegialer Austausch und Kl?rung pers?nlicher Organisations-Entwicklungs-Fragen. Bausteine und Lernorte des Seminars waren das Plenum, die Lernpartnerschaft, das OE-Team, die Beobachterfunktion, die Tagesreflexion, die Sitzung Frage und Antwort, die Darstellung von Praxisf?llen, das Plenum-Feinsteuerung, die Analyse der Arbeitsprozesse des OE-Teams sowie Transfer und Auswertung. Der tats?chliche Verlauf des Seminars wird aus der Perspektive des Leiters kommentiert. Anhand von Verlaufsbeobachtungen und Teilnehmer?u?erungen wird der Eindruck begründet, dass diese Form des Vorgehens als lernintensiv, autonomief?rdernd und für die zu erwerbende Supervisionskompetenz als praxisrelevant betrachtet werden kann.

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This article describes the plantification, progress and final evaluation of a group-dynamic seminar for future supervisors in which the topic organization development was presented and introduced. The content of organization development was first defined as a planned social change which is executed based on social sciences in a goal-oriented, strategic way which considers the time perspective of the cooperation between external and internal specialised-, process- and decision competence. Goals of the seminar were to justify that organisation development is a social science tool, to plan organization development steps and to communicate them to peer seminar participants. Further more, the following quality criteria for the seminar were formulated: practice orientation, definition of self-organisation content, self regulation, resources activation, conflict regulation, group process analysis, field competence and behaviour models usage, feedback establishment, coordination and synergy, mutual peer exchange and finding answers to personal questions about organization development. The building blocks and learn places of the seminar were the plenary sessions, the learning partnership, the od-teams, the observer function, the day analysis, the questions and answers session, the case study presentation, the analysis of the work processes as well as transfer and evaluation. The progression of the seminar is commented from the point of view of the seminar leader. Progress observations and participant’s feedback justify the impression that this way to conceptualise provides an intensive learning experience, supports autonomy and provides relevant and practical supervision competence.

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J?rg Fengler ist Professor der Psychologie an der Universit?t zu K?ln, Heilp?dagogische Fakult?t. Arbeitsschwerpunkte sind u.a. P?dagogische und Klinische Psychologie. Er ist Herausgeber dieser Zeitschrift.     

论脂评

脂砚斋是与《红楼梦》作者曹雪芹关系密切、情投意合的人,其辈位稍高于曹雪芹。脂砚斋对《红楼梦》的评点,对后人研究《红楼梦》具有重要的积极作用,同时也有一定的局限性。     

Complications of third molar surgery among university students

The authors analyzed complications during and after 145 consecutive operative removals of mandibular third molars performed on 109 healthy university students in Finland. The operations were all performed by the same oral surgeon under similar conditions and with similar postoperative procedures. The rate of intraoperative complications was 9%. All complications could be taken care of during the operations, and all the postoperative complications were reversible. Swelling was the most common postoperative complication and was related to the length and difficulty of the operation. Trismus at the control visit (6th postoperative day) was also related to the length of the operation. Mandibular lateral movement was more restricted to the nonoperated than to the operated side. Alveolitis sicca dolorosa (ASD) was diagnosed as true ASD in 5% of the cases and as nonspecific ASD in 15% of the cases.     

高校体育课中教师引导者和促进者的作用

在教学过程中,教师的注意力从传播知识转向营造情境、激发兴趣、引导探究和评价上来,教师是学生的引导者,让学生主动、能动地学习和发展.学生和教师一起通过自己的知识构建活动使自己的创造力、潜能、天赋得以发挥,情操得到陶冶,个性得到发展.     

Chemical and biological agent incident response and decision process for civilian and public sector facilities.

In the event of a terrorist attack or catastrophic release involving potential chemical and/or biological warfare agents, decisionmakers will need to make timely and informed choices about whether, or how, to respond. The objective of this article is to provide a decision framework to specify initial and follow-up actions, including possible decontamination, and to address long-term health and environmental issues. This decision framework consists of four phases, beginning with the identification of an incident and ending with verification that cleanup and remediation criteria have been met. The flowchart takes into account both differences and similarities among potential agents or toxins at key points in the decision-making process. Risk evaluation and communication of information to the public must be done throughout the process to ensure a successful effort.     

Union Formation and Depression: Selection and Relationship Effects

Many studies have established that married people fare better than their never‐married counterparts in terms of psychological well‐being. It is still unclear, however, whether this advantage is due primarily to beneficial effects of marriage or to the selection of psychologically healthier individuals into marriage. This study employs data on young adults from both waves of the National Survey of Families and Households to test hypotheses based on both selection (N= 878) and relationship (N= 722) effects. Further, we differentiate union formation into cohabitation and marriage with and without prior cohabitation. Results indicate no evidence of selection of less depressed persons into either marriage or cohabitation, but a negative effect of entry into marriage on depression, particularly when marriage was not preceded by cohabitation.     

基于创新能力培养的高校教育管理

文章基于大学生创新精神与创新能力的培养,对高校教育观念、专业教育教学体系、学习环境、考试制度、选修课质量控制等教育管理体系进行了定性、定量化分析与建模研究。     

Social Mobility and Participation: The Dissociative and Socialization Hypotheses*

Information on participation with kin, with friends, and in voluntary associations was used to test two competing hypothescs of the effects of social mobility on social relations. The dissociative hypothesis maintains that mobility leads to social isolation, while the socialization hypothesis predicts an adptive outcome to mobility. The relationship is more complex than either position would suggest. Social mobility is associated with isolation from kin and friends, but only for the upwardly mobile. The findings obtained with voluntary associations support the socialization hypothesis in that the level of membership of the socially mobile is intermediate between the two stable groups. Social mobility has maladaptive consequences for more intimate and personal social relations, but it is integrative as far as participation in voluntary associations is concerned.     

Bourdieu and organizational analysis

Despite some promising steps in the right direction, organizational analysis has yet to exploit fully the theoretical and empirical possibilities inherent in the writings of Pierre Bourdieu. While certain concepts associated with his thought, such as field and capital, are already widely known in the organizational literature, the specific ways in which these terms are being used provide ample evidence that the full significance of his relational mode of thought has yet to be sufficiently apprehended. Moreover, the almost complete inattention to habitus, the third of Bourdieu’s major concepts, without which the concepts of field and capital (at least as he deployed them) make no sense, further attests to the misappropriation of his ideas and to the lack of appreciation of their potential usefulness. It is our aim in this paper, by contrast, to set forth a more informed and comprehensive account of what a relational – and, in particular, a Bourdieu-inspired – agenda for organizational research might look like. Accordingly, we examine the implications of his theoretical framework for interorganizational relations, as well as for organizations themselves analyzed as fields. The primary advantage of such an approach, we argue, is the central place accorded therein to the social conditions under which inter- and intraorganizational power relations are produced, reproduced, and contested. Emirbayer and Johnson are equal co-authors of this article

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