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Power and organization development mobilizing power to implement change by Larry E. Greiner

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Published by Addison-Wesley in Reading, Mass .
Written in English

Subjects:

  • Organizational change.,
  • Power (Social sciences)

Book details:

Edition Notes

Bibliography: p. 180-184.

StatementLarry E. Greiner, Virginia E. Schein.
SeriesAddison-Wesley OD series, Addison-Wesley series on organization development.
ContributionsSchein, Virginia E.
Classifications
LC ClassificationsHD58.8 .G73 1988
The Physical Object
Paginationxiii, 184 p. :
Number of Pages184
ID Numbers
Open LibraryOL2394494M
ISBN 100201121859
LC Control Number87024124

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involvement and the development of leaders, we have seen a more positive view of power terms. Josefowitz () describes women’s use of power as “effectiveness”. Block () discusses how “partnership” equalizes the balance of power and Bradford and Cohen () describe “power .   Power is a universal constant: it is needed even to run the most trivial functions of an organization or project. Thus, power is a prerequisite for success, irrespective of people’s inner needs for power (Lawrence and Lorsch ).While organizational power can keep an organization in check and even spur it to growth and fame, it is equally effective in destroying the organization . Power is important part of any organization, institute or individual. The use of power is at discretion of the one who possess it. This paper discusses the concept of power in and organization and its structure and ideology. It also covers the relationship of power . n“Organization Development is an effort planned, organization-wide, and managed from the top, to increase organization effectiveness and health through planned interventions in the organization's 'processes,' using behavioral-science knowledge.” – Beckhard, “Organization development.