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Bohm Dialogue
Bohm Dialogue (also known as Bohmian Dialogue or "Dialogue in the Spirit of David Bohm") is a freely flowing group conversation in which participants attempt to reach a common understanding, experiencing everyone's point of view fully, equally and nonjudgmentally. This can lead to new and deeper understanding. The purpose is to solve the communication crises that face society, and indeed the whole of human nature and consciousness. It utilizes a theoretical understanding of the way thoughts relate to universal reality. It is named after physicist David Bohm who originally proposed this form of dialogue. Bohm's original dialogue The theory of dialogue Bohm introduced a concept of dialogue, stating that dialogue can be considered as a free flow of meaning between people in communication, in the sense of a stream that flows between banks. These "banks" are understood as representing the various points of view of the participants. ...it may turn out that such a form of free excha ... [...More Info...] [...Related Items...] OR: [Wikipedia] [Google] [Baidu] |
Conversation
Conversation is interactive communication between two or more people. The development of conversational skills and etiquette is an important part of socialization. The development of conversational skills in a new language is a frequent focus of language teaching and language learning, learning. Conversation analysis is a branch of sociology which studies the structure and organization of human interaction, with a more specific focus on conversational interaction. Definition and characterization No generally accepted definition of conversation exists, beyond the fact that a conversation involves at least two people talking together. Consequently, the term is often defined by what it is not. A ritualized exchange such as a mutual greeting is not a conversation, and an interaction that includes a marked status differential (such as a boss giving orders) is also not a conversation. An interaction with a tightly focused topic or purpose is also generally not considered a conver ... [...More Info...] [...Related Items...] OR: [Wikipedia] [Google] [Baidu] |
Opinion
An opinion is a judgement, viewpoint, or statement that is not conclusive, as opposed to facts, which are true statements. Definition A given opinion may deal with subjective matters in which there is no conclusive finding, or it may deal with facts which are sought to be disputed by the logical fallacy that one is entitled to their opinions. Distinguishing fact from opinion is that facts are verifiable, i.e. can be agreed to by the consensus of experts. An example is: "United States of America was involved in the Vietnam War," versus "United States of America was right to get involved in the Vietnam War". An opinion may be supported by facts and principles, in which case it becomes an argument. Different people may draw opposing conclusions (opinions) even if they agree on the same set of facts. Opinions rarely change without new arguments being presented. It can be reasoned that one opinion is better supported by the facts than another, by analyzing the supporting ar ... [...More Info...] [...Related Items...] OR: [Wikipedia] [Google] [Baidu] |
Improvisation
Improvisation, often shortened to improv, is the activity of making or doing something not planned beforehand, using whatever can be found. The origin of the word itself is in the Latin "improvisus", which literally means un-foreseen. Improvisation in the performing arts is a very spontaneous performance without specific or scripted preparation. The skills of improvisation can apply to many different faculties across all artistic, scientific, physical, cognitive, academic, and non-academic disciplines; see Applied improvisation. Skills and techniques The skills of improvisation can apply to many different abilities or forms of communication and expression across all artistic, scientific, physical, cognitive, academic, and non-academic disciplines. For example, improvisation can make a significant contribution in music, dance, cooking, presenting a speech, sales, personal or romantic relationships, sports, flower arranging, martial arts, psychotherapy, and much more. Technique ... [...More Info...] [...Related Items...] OR: [Wikipedia] [Google] [Baidu] |
Double-loop Learning
The concept of double-loop learning was introduced by Chris Argyris in the 1970s. Double-loop learning entails the modification of goals or decision-making rules in the light of experience. In double-loop learning, individuals or organizations not only correct errors based on existing rules or assumptions (which is known as single-loop learning), but also question and modify the underlying assumptions, goals, and norms that led to those actions. The first loop uses the goals or decision-making rules, the second loop enables their modification, hence "double-loop". Double-loop learning recognises that the way a problem is defined and solved can be a source of the problem. This type of learning can be useful in organizational learning since it can drive creativity and innovation, going beyond adapting to change to anticipating or being ahead of change. Concept Double-loop learning is contrasted with "single-loop learning": the repeated attempt at the same issue, with no variation of ... [...More Info...] [...Related Items...] OR: [Wikipedia] [Google] [Baidu] |
Dialogue Mapping
The issue-based information system (IBIS) is an argumentation-based approach to clarifying wicked problems—complex, ill-defined problems that involve multiple Stakeholder (corporate), stakeholders. Diagrammatic visualization using IBIS notation is often called issue mapping. IBIS was invented by Werner Kunz and Horst Rittel in the 1960s. According to Kunz and Rittel, "Issue-Based Information Systems (IBIS) are meant to support coordination and planning of political decision processes. IBIS guides the Problem finding, identification, Problem shaping, structuring, and Problem solving, settling of issues raised by problem-solving groups, and provides information pertinent to the discourse." Subsequently, the understanding of planning and design as a process of argumentation (of the designer with himself or with others) has led to the use of IBIS in design rationale, Originally presented to the ACADIA '88 Conference, Association for Computer Aided Design in Architecture, Universit ... [...More Info...] [...Related Items...] OR: [Wikipedia] [Google] [Baidu] |
Communicative Action
In sociology, communicative action is cooperative action undertaken by individuals based upon mutual deliberation and argumentation. The term was developed by German philosopher- sociologist Jürgen Habermas in his work '' The Theory of Communicative Action''. Structures Communicative action for Habermas is possible given human capacity for rationality. Habermas says rationality is a capacity inherent within language, especially in the form of argumentation. "We use the term argumentation for that type of speech in which participants thematize contested validity claims and attempt to vindicate or criticize them through argumentation."Jürgen Habermas, ''Theory of Communicative Action'', trans. Thomas McCarthy, Boston: Beacon Press, 1984. The structures of argumentative speech, which Habermas identifies as the absence of coercive force, the mutual search for understanding, and the compelling power of the better argument, form the key features from which intersubjective rational ... [...More Info...] [...Related Items...] OR: [Wikipedia] [Google] [Baidu] |
Appreciative Inquiry
Appreciative inquiry (AI) is a model that seeks to engage stakeholders in self-determined change. According to Gervase Bushe, professor of leadership and organization development at the Beedie School of Business and a researcher on the topic, "AI revolutionized the field of organization development and was a precursor to the rise of positive organization studies and the strengths based movement in American management." It was developed at Case Western Reserve University's department of organizational behavior, starting with a 1987 article by David Cooperrider and Suresh Srivastva. They felt that the overuse of problem solving hampered any kind of social improvement, and what was needed were new methods of inquiry that would help generate new ideas and models for how to organize. History Cooperrider and Srivastva took a social constructionist approach, arguing that organizations are created, maintained and changed by conversations, and claiming that methods of organizing were ... [...More Info...] [...Related Items...] OR: [Wikipedia] [Google] [Baidu] |
Workplace Democracy
Workplace democracy is the application of democracy in various forms to the workplace, such as voting systems, consensus, debates, democratic structuring, due process, adversarial process, and systems of appeal. It can be implemented in a variety of ways, depending on the size, culture, and other variables of an organization. Democratic practices in the workplace are the norm in worker cooperatives, and some can be found in companies with employee ownership or even more traditional corporate structures. Theory Economic argument From as early as the 1920s, scholars have been exploring the idea of increasing employee participation and involvement. They sought to learn whether including employees in organizational decision-making would lead to increased effectiveness and productivity within the organization. According to Lewin, individuals who are involved in decision-making also have increased openness to change. Different participative techniques can have either a stronger ... [...More Info...] [...Related Items...] OR: [Wikipedia] [Google] [Baidu] |
Parker Palmer
Parker J. Palmer is an American author, educator, and activist who focuses on issues in education, community, leadership, spirituality and social change. He has published ten books and numerous essays and poems, and is founder and Senior Partner Emeritus of the Center for Courage and Renewal. His work has been recognized with major foundation grants, several national awards, and fourteen honorary doctorates. Life and career Palmer was born in Chicago on February 28, 1939, and grew up in Wilmette and Kenilworth, Illinois. He studied philosophy and sociology at Carleton College, where he graduated in 1961 before going on to complete a Doctor of Philosophy degree in sociology at the University of California, Berkeley. After moving to the East Coast for a job as a community organizer and a teaching position at Georgetown University, Palmer became involved with the Religious Society of Friends (Quakers) at Pendle Hill, where he served as dean of studies and writer in residence. Palm ... [...More Info...] [...Related Items...] OR: [Wikipedia] [Google] [Baidu] |
Organizational Learning
Organizational learning is the process of creating, retaining, and transferring knowledge within an organization. An organization improves over time as it gains experience. From this experience, it is able to create knowledge. This knowledge is broad, covering any topic that could better an organization. Examples may include ways to increase production efficiency or to develop beneficial investor relations. Knowledge is created at four different units: individual, group, organizational, and inter organizational. The most common way to measure organizational learning is a learning curve. Learning curves are a relationship showing how as an organization produces more of a product or service, it increases its productivity, efficiency, reliability and/or quality of production with diminishing returns. Learning curves vary due to organizational learning rates. Organizational learning rates are affected by individual proficiency, improvements in an organization's technology, and improveme ... [...More Info...] [...Related Items...] OR: [Wikipedia] [Google] [Baidu] |
Peter Senge
Peter Michael Senge (born 1947) is an American systems scientist who is a senior lecturer at the MIT Sloan School of Management, co-faculty at the New England Complex Systems Institute, and the founder of the Society for Organizational Learning. He is known as the author of the book '' The Fifth Discipline: The Art and Practice of the Learning Organization'' (1990, rev. 2006). Life and career Peter Senge was born in Stanford, California. He received a B.S. in Aerospace engineering from Stanford University. While at Stanford, Senge also studied philosophy. He later earned an M.S. in social systems modeling from MIT in 1972, as well as a PhD in Management from the MIT Sloan School of Management in 1978. He is the founding chair of the Society for Organizational Learning (SoL). This organization helps with the communication of ideas between large corporations. It replaced the previous organization known as the Center for Organizational Learning at MIT. He is co-Founder, ... [...More Info...] [...Related Items...] OR: [Wikipedia] [Google] [Baidu] |
Organizational Development
Organization development (OD) is the study and implementation of practices, systems, and techniques that affect organizational change. The goal of which is to modify a group's/organization's performance and/or culture. The organizational changes are typically initiated by the group's stakeholders. OD emerged from human relations studies in the 1930s, during which psychologists realized that organizational structures and processes influence worker behavior and motivation. Organization Development allows businesses to construct and maintain a brand new preferred state for the whole agency. Key concepts of OD theory include: organizational climate (the mood or unique "personality" of an organization, which includes attitudes and beliefs that influence members' collective behavior), organizational culture (the deeply-seated norms, values, and behaviors that members share) and organizational strategies (how an organization identifies problems, plans action, negotiates change an ... [...More Info...] [...Related Items...] OR: [Wikipedia] [Google] [Baidu] |
