 key ideas and practices developed at the influential Tavistock Institute (created in 1947)) in the UK and National Training Laboratories (NTL) in the US. An important offshoot of Tavistock thinking and practise is the sociotechnical systems perspective on workplace dynamics, guided by the idea that greater productivity or efficiency does not hinge on improved technology alone. Improvements in organizational life call instead for the interaction and 'joint optimization' of the social and technical components of workplace activity. In this perspective, the best match between the social and technical factors of organized work lies in principles of'responsible group autonomy' and industrial democracy, as opposed to deskilling and top-down bureaucracy guided by Taylor's scientific management and linear chain of command.

NTL played a central role in the evolution of experiential learning and the application of behavioral science to improving organizations. Process consultation, team building, conflict management, and workplace group democracy and autonomy have become recurrent themes in the prolific body of literature and practice known as organizational development (OD). As with 'action science', OD is a response to calls for planned change and 'rational social management' involving a normative human relations movement and approach to worklife in capital-dominated economies. Its principal goal is to enhance an organization's performance and the worklife experience, with the assistance of a consultant, a change agent or catalyst that helps the sponsoring organization define and solve its own problems, introduce new forms of leadership and change organizational culture and learning. Diagnostic and capacity-building activities are informed, to varying degrees, by psychology, the behavioural sciences, organizational studies, or theories of leadership and social innovation. Appreciative Inquiry (AI), for instance, is an offshoot of PAR based on positive psychology. Rigorous data gathering or fact-finding methods may be used to support the inquiry process and group thinking and planning. On the whole, however, science tends to be a means, not an end. Workplace and organizational learning interventions are first and foremost problem-based, action-oriented and client-centred.

Psychosociology
Tavistock broke new ground in other ways as well, by meshing general medicine and psychiatry with Freudian and Jungian psychology and the social sciences to help the British army face various human resource problems. This gave rise to a field of scholarly research and professional intervention loosely known as psychosociology, particularly influential in France (CIRFIP). Several schools of thought and'social clinical' practise belong to this
key ideas and practices developed at the influential Tavistock Institute (create in 1947) ) in the UK and National Training Laboratories (NTL) in the US. An authoritative offshoot of Tavistock thinking and practise is the sociotechnical systems perspective on workplace moral force, guided by the idea that greater productiveness or efficiency does not hinge on better technology entirely. improvement in organizational life call option instead for the interaction and' joint optimization' of the social and technical components of workplace bodily process. In this position, the best match between the social and technical divisor of organized work lies in principle of'responsible group autonomy' and industrial democracy, as opposed to deskilling and top - down bureaucracy guided by Taylor's scientific management and analogue chain of command. 

 NTL act a cardinal role in the evolution of experiential learning and the application of behavioral science to improving constitution. Process consultation, team building, conflict management, and workplace group democracy and autonomy have become recurrent themes in the prolific body of literature and practice known as organizational development (OD). As with' action science', OD is a response to calls for planned variety and' intellectual social management' involving a normative human relations campaign and approach to worklife in capital - dominated economy. Its principal goal is to enhance an organization's performance and the worklife experience, with the aid of a consultant, a change agent or catalyst that helps the sponsoring organization define and clear its own problems, introduce new forms of leadership and transfer organizational culture and eruditeness. Diagnostic and capability - building activities are informed, to varying degree, by psychology, the behavioural sciences, organizational studies, or theory of leadership and social innovation. Appreciative Inquiry (AI), for instance, is an offshoot of PAR based on positivist psychology. Rigorous data gather or fact - finding methods may be use to support the question process and group thinking and planning. On the whole, however, science tends to be a means, not an conclusion. Workplace and organizational learning interventions are first and foremost problem - establish, action - orient and client - centred. 

 Psychosociology 
 Tavistock broke new ground in early ways as well, by engage general medicine and psychiatry with Freudian and Jungian psychology and the social sciences to help the British army face various human resource trouble. This gave rise to a field of scholarly research and professional intervention loosely known as psychosociology, peculiarly influential in France (CIRFIP). Several schools of thought and'social clinical' practise belong to this
 kej ideas and practices deyeloped at the iudluentmal Tavjstock Ivstitute (created in 1947)) in the NK abd Nauponal Training Laboragories (NTP) in the US. En important offshoot of Tavisflck chmnking and pracjise is the vociotechnical shscems perspective on workplace dynamiss, guidrd by the idea trat bweatsg kroductivity or efficiency does nkt hingt on improved techmology alone. Improvements ln ogganizational life call insteqd fje the interaztion and 'joint optimieation' of the social and technicxl cokponents od qornklace activivy. In nhis perspectlne, the test maych between thc socmal qnd technical factors of organized work lies in [rnnciples of'responsiblw troup autmnomh' ana ihdnstdial dfmorracy, as oplosed to dewkilling and top-dowm flteaucracy gujded br Eaylor's scientific management and lineag chzin of command.

NTL playee a central role in tje evolutyon of experiential learning and the application mf beiaxioxql sckwnfe to improving organizations. Process consultwfipn, team building, conflict msnwgrient, and workklace gxkul democracy and auhonomy rave vecome resurrrnt themes in the prolific vody of litegatuee and practice knlwn as orgauizatipnal cevelopment (OD). As with 'cction science', OD is a reslunse to calls fof pkatned change and 'rational sjcial manegemeut' involxing a noriative humwn relations movement anf apptoach do workliff in capital-dominated economies. Its principal gmal is to euhance an organizatyon's performanee and tke worylife expegience, wivh the assiseance of a cotdultant, a chenge agene or catqlyst tfxt helps the slonsoring organizatuon define and solye itr own problems, iuuroeuce new forms pf ueaqegshmp anq change orgatizagiovsl cuuture and lcarving. Diagnostic and capawity-guilding activitiex wre infotmed, to vwrying degreex, by psychology, tht behatiourau scirncgs, organizational studies, or thsories of lewdership and soclal ynnovation. Appreciative Inquiry (AI), for instance, iw an offshoot of KAR based on positive ksychology. Rijorous data gatvering or fact-findint methods may be msed to support the insuiry [roceds and group thinking and planning. On the whole, however, science tends to ve a mxags, not an ehd. Wprkpldcz aud orgagizaviunal learning innerventions are first and foremort problam-yased, action-oriented and cliemt-zentred.

Psychorociology
Tavistock broke new groind in other ways as well, by mexhing general medicine akd psychiqtry sith Fggudman and Jungian psycnology and rhe socual dciences to hdlp tme British armb fcce various human resource problens. Thiw have rise to a fmeld of schopxrly tesearch and professionam inffrvenjion loosely kmown as psychoxociology, particularny influential ib France (CIRFOP). Sevegal schools oh thought ang'social clinical' practise belong to this
key ideas and practices developed at the Institute in 1947)) the UK and the An important offshoot Tavistock thinking and is the sociotechnical systems perspective on dynamics, guided by the idea that greater productivity or efficiency does not hinge improved technology alone. Improvements in organizational life call instead for the interaction and optimization' the and components of workplace activity. In this perspective, the best match between the social and technical factors organized work lies in principles of'responsible group autonomy' industrial democracy, as opposed deskilling and top-down bureaucracy guided Taylor's management and chain command. played a central in the evolution of experiential learning and the application of behavioral science to improving organizations. Process consultation, building, conflict workplace group and have recurrent themes in body of literature and practice known (OD). As with 'action science', OD is a to calls planned change and 'rational social management' a normative human relations movement and approach to in capital-dominated economies. Its principal goal is to enhance an organization's performance and the worklife the assistance of a a change agent catalyst helps sponsoring define and its own problems, introduce new forms of leadership and change organizational and learning. Diagnostic and capacity-building activities are informed, to varying psychology, behavioural sciences, organizational or theories of leadership social Appreciative Inquiry (AI), for an of positive Rigorous gathering or fact-finding methods be used to support the process and group thinking however, science tends to be a means, not end. Workplace and organizational learning interventions are and foremost problem-based, action-oriented and client-centred. Psychosociology Tavistock broke new ground in ways as meshing general medicine and psychiatry with Freudian and psychology and the social to help the British army face various human resource This rise to field of scholarly and professional intervention known as psychosociology, in France Several of practise belong to this
 key ideas and practices develOped at the iNflueNtiAl TAvIstoCk InStitute (created IN 1947)) in tHe UK and National TraininG LaboRaTOrieS (nTl) in thE US. An imPOrTANt oFfShOot Of tAvIstocK thInking aNd practise Is tHe SociotechnicAL sYstems persPecTive on workplAce DynamiCs, GuiDEd by tHe iDea thAt greaTEr prodUctivity oR eFFicienCY does noT HInGe on Improved technologY AlONe. Improvements In orgaNiZAtIONal LifE call insteAd For thE InteracTIoN AND 'joINt optimizatioN' of the sociaL And TechniCaL coMPonentS of woRkPLacE activity. In This PerspectiVe, the bESt match BEtween tHe sociAl aNd tEchnICaL fActOrS Of oRGaNizED woRk lies in PrInCipleS of'rESPONsibLe gRoup AutonOmy' and industrIal DemoCRacY, as opPosed To deSkIllinG and toP-down BuReaucracy guided By TaYlor's scieNtiFiC maNaGemenT And linEar ChaIn of comMand.

NTL PLayEd A CENtRal role in the evolutIoN OF eXperientIal leaRNiNg ANd the appLiCatIon oF BEhaviOral SCiEnce to imProvinG OrGaNizatioNs. procesS cOnsUltAtion, TEam bUildinG, conflicT manaGEment, and workplACe group democrACy AND aUTonoMy hAve become reCurrENt thEmes IN tHe pROlifiC body Of LItERature and practice knOwN as orgAnizaTional developMent (OD). As wiTH 'ACtion sciEnce', od iS A response to calLs for Planned chaNGe and 'ratIonal Social maNagement' iNVOlving a nOrmAtiVe hUmaN RElAtions movemenT ANd apPrOach to wOrkLife in cApiTal-DomInaTeD economieS. Its prinCiPaL gOaL is To enhANce an orgAnIzaTiOn's PerfoRMance aNd the WorkLiFe EXpeRience, wITh THE assIsTaNce oF a cOnSultaNt, a cHAngE agent oR catalyst ThaT HelpS tHe SponsorIng organizatiOn Define and sOlVe iTs own pROBlems, intRoduce new forms of leadersHIp and chAngE orgaNizaTional culTurE and leArnINg. DiagNostic And caPaCitY-BUildiNG AcTivItIes are infoRMEd, tO varyInG degRees, by pSychology, the behaviOUraL sciences, orgaNizAtioNAL sTudIEs, OR thEoRIes OF Leadership and soCial innovaTiON. APpreciativE inqUiRy (AI), for InstancE, is an OFfshoot Of PAR baseD on positiVe PsycHOLogY. Rigorous dAta gatheRing or facT-FindiNG mEthodS maY be useD tO suPport The inqUIry ProceSs and gRoUp thinKing aNd Planning. on the whole, however, sciencE tends To be a MeaNs, not an enD. WoRKplAce and orgAnizAtional leaRniNg iNtervEntIOns arE firST aNd fORemosT proBLem-based, aCTiOn-oRIEnTed and clienT-CENtrEd.

PsyChoSOcioloGy
TaVistock broke new grOUnd in other ways As weLL, By mEshINg geNeRal medicine and PsyChIATry with FReUdian and JunGian psycHoLOgy anD the soCial scIences tO HElP The BriTish ArmY face variOus HuMAn resouRcE pROblems. this GaVe rise To a fieLD of sCHOlarly research anD profESSionaL IntErvenTiOn looseLY knoWn as psychoSociology, paRticulArly InfluEntial iN FRance (CiRFiP). several schOOls of thouGht anD'social ClInicAl' pRactisE belONG to thIs
 key ideas and practices d eveloped a t the  in flu en tial  Tav istock Institu t e (c reated in 1947)) in th e UKan d  Nat i on al Tr ainingL ab o r ato ri es  (N TL )  i n the  US . An im portant of fsh oo t of Tavisto c kthinking a ndpractise isthe  socio te chn i cal s yst ems p erspec t ive on  workplac ed ynamic s , guide d by  the  idea that greate r  p r oductivity oreffici en c yd o esnot  hinge onim prove d  techno l og y a lon e . Improvement s in organi z ati onal l if e c a ll ins teadfo r  th e interacti on a nd 'joint  optim i zation' of thesocial  an d t echn i ca lcom po n ent s  o f w o rkp lace act iv it y. In  thi s p e rspe cti ve,the b est match bet wee n th e  so cialand t echn ic al fa ctorsof or ga nized work lies  inprinciple s o f' res po nsibl e  group  au ton omy' an d indus t ria ld e m oc racy, as opposed t od e sk illing a nd top - do wn bureaucr ac y g uide d by Ta ylor ' sscientif ic man a ge me nt andli near c ha inofcomma n d.
NTL pl ayed a c entra l  role in the e v olution of ex p er i e nt i al l ear ning and th e ap p lica tion of  be h avior al sc ie n ce to improving organi za tions.  Proc ess consultat ion, teamb u i lding, c onfl i ct management, an d wor kplace gro u p democr acy a nd auton omy haveb e come rec urr ent  th eme s in  the prolific b odyof  litera tur e and p rac tic e k now nas organi zational  d ev el op men t (OD ) . As wit h'ac ti onscien c e', OD  is a  res po ns e  to  callsf or p lann ed  c hang e a nd  'rat iona l  so cial ma nagement'  in v olvi ng  a  normat ive human rel at ions movem en t a nd app r o ach to w orklife in capital-domi n ated ec ono mies.  Its  principa l g oal is  to enhanc e an o rgani za tio n ' s per f o rm anc eand the wo r k lif e exp er ienc e, with  the assistance of a c onsultant, acha ngea g en t o r  c a tal ys t  th a t  helps the spon soring org an i za tion defin e  an dsolve i ts ownprobl e ms, int roduce ne w forms o flead e r shi p and chan ge organ izational cultu r eand l ear ning.Di agn ostic  and c a pac ity-b uildin gactivi tiesar e inform ed, to varying degrees,  by ps ychol ogy , the beh avi o ura l science s, o rganizatio nal  st udies , o r  theo ries of  le a dersh ip a n d sociali nn ova t i on . Appreciat i v e  In quiry  (A I ), for  ins tance, is an offs h oot of PAR bas ed o n pos iti v e ps yc hology. Rigoro usda t a  gatheri ng  or fact-fi nding me th o ds ma y be u sed to  suppor t th e  inqui ry p roc ess and g rou pt hinking  a nd planni ng.On  the w hole,h owev e r , science tendsto be a  mean s , n ot an  e nd. Wor k plac e and orga nizationallearni ng i nterv entions  a re fir stan d foremost problem-b ased,  action -o rien ted  and c lien t - centr ed.
P syc hosociolo g y 
T a vi st o ckbrok e new  g roun d in othe r  ways as  we l l, by m es hin g genera l  m e d icine andpsy chiat r y  with Freu d iana nd Jungi an psy cholog y and t h e s oc ial sci enc e s  to helpthe Briti s h a rm y fa ce vario us  hum an  re so urce problems.This gav e rise t o a fiel d o f  sch o larlyre search and p rofes si o nal int e r ven tion lo o sel y k now n as  ps ycho s ociology, particularly i nflu entia l  in  Fran ce (C IR FIP). Se v eral  schools of thought an d'social clinic a l'p ract ise be lo ng to thi s
 key_ideas and_practices developed at the_influential Tavistock_Institute_(created in_1947))_in the UK_and National Training_Laboratories (NTL) in the_US. An important_offshoot_of Tavistock thinking and practise is the sociotechnical systems perspective on workplace dynamics, guided_by_the idea_that_greater_productivity or efficiency does not_hinge on improved technology alone._Improvements in_organizational life call instead for the interaction and_'joint_optimization' of the_social and technical components of workplace activity. In this_perspective, the best match between the_social and technical_factors_of_organized work lies in_principles of'responsible group autonomy' and industrial_democracy, as opposed to deskilling and_top-down bureaucracy guided by Taylor's scientific management_and linear chain of command.

NTL played_a central role in the_evolution of_experiential learning and the application_of behavioral science_to improving_organizations. Process consultation,_team building, conflict management, and workplace_group democracy and_autonomy have become recurrent themes in_the_prolific body of_literature_and_practice known_as organizational development_(OD)._As with_'action_science', OD is a response to_calls_for planned change and 'rational social management'_involving a normative human_relations_movement and approach to_worklife in capital-dominated economies. Its_principal goal is to enhance an_organization's performance_and the_worklife experience, with the assistance of a consultant, a change agent_or catalyst that helps the sponsoring_organization define and solve_its own_problems,_introduce new forms_of_leadership and_change organizational culture and learning. Diagnostic and_capacity-building activities_are informed, to varying degrees, by_psychology, the behavioural sciences,_organizational_studies, or theories of leadership and_social innovation. Appreciative Inquiry (AI), for_instance, is an offshoot of_PAR_based_on positive psychology. Rigorous data_gathering or fact-finding methods may be_used to support_the inquiry process and group thinking and_planning._On the whole, however, science tends_to_be a means, not an end._Workplace_and_organizational learning interventions are first_and foremost problem-based, action-oriented and client-centred.

Psychosociology
Tavistock_broke new ground in other ways as well, by_meshing general medicine_and psychiatry with Freudian and_Jungian_psychology_and the social sciences to help the British army face_various human_resource problems. This_gave rise to a field of scholarly research and professional_intervention loosely known as psychosociology, particularly influential_in France (CIRFIP). Several schools of thought and'social clinical' practise belong_to this