This study is an analysis of client‐consultant relationships centered around a large capital project, specifically in planning to build a self contained steel production plant in a country on the North African coast. The total contract value was £350m ($800m approximately). A number of...

Feedback from a disinterested observer can be a powerful stimulus for change. In our everyday lives the new mirror in the bathroom can act as the disinterested observer reminding us of progress (or lack of progress) in the fight against middle‐aged flab. Similarly there are few more salutory...

Preston and Post described three stages of organisational and management development, which they refer to as the “three managerial revolutions”. The first managerial revolution was the appearance of management itself as a specialised function within “hierarchical organisations”. The...

The picture which typically emerges from literature on the work of organisation consultants, (Employee Relations Managers, Management Development Advisers, OD practitioners, etc) is that they operate “by the book”, moving in sequence through the various phases of a consultancy project...

With the advent of industrial democratisation, worker participation, job re‐design, autonomous sub‐groups and workers' councils, it has become apparent to managers as well as researchers that the role of first‐level managers has changed from being goal‐directed, task‐oriented...

The world of Human Resources has witnessed many developments in the last 25 years. New technologies and systems have been rolling off the personnel production line at a growing rate, with each new product seen as an important vehicle for securing higher people productivity for organizations....

This case study on consultation with an organization will deal with a continuing consultation process with a large semi‐governmental social welfare organization covering a period of six years. This organization has a national headquarters staff of 655 employees. It is organized on the basis of...

Most OD consultants would like to think that any truly effective company should be capable of making adequate adaptations to changing situations and conditions. It must be flexible when appropriate. OD in Nigeria through our Organisation Dynamics Development Consultants' Unit attempts to achieve...

One of the most persistent problems faced by managers in organisations of any scale is how to make decisions about the personal competence of their subordinates. Are there any criteria which can help managers to make judgements about the level of work which subordinates are currently capable of...