SYMLOG field theory: organizational consultation, value differences, personality and social perception
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.
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David J Carey Facilitates ThreeDay Teambuilding
Marilyn Deming Promotes Leadership Effectiveness
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American and Chinese analysis asked average field diagram Bales Report Bales's bargraph Carey Chinese managers client concepts correlation Coworker Ratings Deming dominant effective teamwork employees extraversion factors Farquhar feedback female managers Figure B.3 Final Location Forward-Minus-Positive Scores friendly group average field group members ideal leader Individual and Organizational interac interaction interpersonal Isolabella Itzhak Rabin kinds of values left-wing leaders left-wing political left-wing voters line of balance management team MANOVA MBTI merger minority Myers-Briggs Type Indicator norm optimal leader organization organizational culture Organizational Values ORIENTATION OF ESTABLISHED participants perceived perceptions person polarization question raters relationships Reprinted by permission right-wing leaders right-wing voters role sample scatterplot self-oriented session small groups SYMLOG Consulting Group SYMLOG theory TASK ORIENTATION team members teambuilding tend three SYMLOG dimensions tion traits unfriendly Univariate value orientations VALUES ON ACCEPTING VALUES ON OPPOSING versus Whaley Wish image