The Social Psychology of Robert E. Park: Human Nature,Self, Personality and Social Structure

Robert E. Park is widely recognized today for his contributions to urban sociology, race relations and collective behavior but his social psychology has been largely neglected. Park's inclusive and loose framework covered his interest in: (1) human nature and the bio-physiological instincts which for him were raw materials of personality; (2) formulation of self concept as an organization of roles; and (3) micro-macro linkages between individual and social structure. Each one of Park's three themes is still important for symbolic interaction theory and offers insights into contemporary investigations of emotions, role acquisition and identity.     

Das Feuer kleiner Gruppen: Analyse der Entwicklungslogik und -dynamik eines Beratungsprozesses

The spark of small groups: An analysis of the developmental logic and dynamics of a consultancy process In the recent past large group interventions have gained increased attention in the systemic consulting literature. In contrast to this tendency, this paper focuses on the significance and effectiveness of small group interventions in business consultancy.Based on a qualitative analysis of a consultancy process, the effectiveness of small group change processes is documented here: Unlike large groups, small groups not only are far more likely to succeed in developing structures which differ from the existing organizational structures, they moreover are much more likely to develop a strong identity which helps them generate the power necessary for change. Especially in conflict situations and in situations where the pressures that are being put on an organization are increasing, small groups are more likely to maintain their identity, another crucial prerequisite for the initiation of a change process.The paper shows that consultancy systems, which differ in structure from the customer organization, are apt to serve as incubators for the development of strong groups within an organization. These small groups are able to push for organizational changes using conflicts process.     

Nonlinear unbiased estimation in linear models †

In the paper the problem of nonlinear unbiased estimation of expectation in linear models is considered. The considerations are restricted to linear plus quadratic estimators with quadratic parts invariant under a group of translations. The one way classification model is considered in detail, for which an explicit formula for the locally best estimators is presented. A numerical evaluation of variances of the best estimators is given for some unbalanced one way classification models and compared with the variance of the ordinary linear estimators.     

The impossibility of unbiased judgment aggregation

Standard impossibility theorems on judgment aggregation over logically connected propositions either use a controversial systematicity condition or apply only to agendas of propositions with rich logical connections. Are there any serious impossibilities without these restrictions? We prove an impossibility theorem without requiring systematicity that applies to most standard agendas: Every judgment aggregation function (with rational inputs and outputs) satisfying a condition called unbiasedness is dictatorial (or effectively dictatorial if we remove one of the agenda conditions). Our agenda conditions are tight. When applied illustratively to (strict) preference aggregation represented in our model, the result implies that every unbiased social welfare function with universal domain is effectively dictatorial.     

An international study of ethics

This study presents the results of a survey of graduate students from three cultural backgrounds. English, German, and American business students responded to an eleven-item survey designed to assess one's beliefs about what is necessary to succeed in graduate business programs. The results indicate that the attributes which students believe are required to succeed differ among cultures, with the greatest differences occurring between the American and European respondents.     

Kompetenzen als Auswahlbasis von Coaches

Many companies are increasingly making use of coaching as an instrument of human resources development. The selection of the a suitable coach is more often based on intuition of the selecting human resources employees than it is objective. This underscores the need for a more systematic approach to the selection of coaches, which is based on the useable competencies of a coach and is also scientifically supported. Through a multiparadigm literature review and an explorative study, this article identifies seven base competencies of coaches, which can serve as a foundation for the selection of a coach.