World War II brought together a group of psychiatrists and clinical and social psychologists in the British Army where they developed radical, action-oriented innovations in social psychiatry. They became known as the "Tavistock Group" since the core members had been at the pre-war Tavistock Clinic. They created the post-war Tavistock Institute of Human Relations and expanded on their wartime achievements by pioneering a new mode of relating theory and practice, called in these volumes, "The Social Engagement of Social Science." There are three perspectives: the socio-psychological, the socio-technical, and the socio-ecological. These perspectives are interdependent, yet each has its own focus and is represented in a separate volume. Volume I, The Socio-Psychological Perspective, extends the object-relations approach in psychoanalysis to group, organizational, and wider social life. This extension is related to field theory, the personality/culture approach, and open systems theory. Action-oriented papers deal with key ideas in social psychiatry, varieties of group process, new paths in family studies, the dynamics of organizational change, and the unconscious in culture and society. The Institute's dynamic social science approach to industrial problems, which will be presented in Volume II, began with Eric Trist's coal-mining program for the development of more productive and personally satisfying self-regulating forms of work organization. The whole "Quality of Working Life" movement owes its theoretical and empirical basis to this pathfinding endeavor. Volume III will focus on non-hierarchical forms of organization facilitating inter-organizational relations in complex and rapidly changing environments—the socio-ecological perspective. This perspective is offered as a guide to institution building for the future.

Vol. 3 edited by Eric Trist, Fred Emery, and Hugh Murray.

World War II brought together a group of psychiatrists and clinical and social psychologists in the British Army where they developed radical, action-oriented innovations in social psychiatry. They became known as the "Tavistock Group" since the core members had been at the pre-war Tavistock Clinic. They created the post-war Tavistock Institute of Human Relations and expanded on their wartime achievements by pioneering a new mode of relating theory and practice, called in these volumes, "The Social Engagement of Social Science." There are three perspectives: the socio-psychological, the socio-technical, and the socio-ecological. These perspectives are interdependent, yet each has its own focus and is represented in a separate volume. The Institute's dynamic social science approach to industrial problems, presented in this second volume, began with Eric Trist's coal-mining program for the development of more productive and personally satisfying self-regulating forms of work organization. The whole "Quality of Life" movement owes its theoretical and empirical basis to this pathfinding endeavor. Volume I, The Socio-Psychological Perspective, extended the object-relations approach in psychoanalysis to group, organizational, and wider social life. This extension is related to field theory, the personality/culture approach, and open systems theory. Action-oriented papers deal with key ideas in social psychiatry, varieties of group process, new paths in family studies, the dynamics of organizational change, and the unconscious in culture and society. Volume III will focus on non-hierarchical forms of organization facilitating inter-organizational relations in complex and rapidly changing environments—the socio-ecological perspective. This perspective is offered as a guide to institution building for the future.

Volume three completes this set, which also presents socio- psychological (volume one) and socio-technical (volume two) perspectives. Thirty-four articles focus on nonhierarchical forms of organization facilitating interorganizational relations in complex and rapidly changing environments. The collection serves as a guide to institution building for the future. Annotation copyrighted by Book News, Inc., Portland, OR

Working in the human services has always been stressful, and the current massive changes in the organization of these services, together with dwindling resources and ever greater demands for cost effectiveness, add to the stresses inherent in the work. Even in the best run and best resourced organizations there are pockets of irrationality where unconscious institutional processes undermine both effectiveness and morale. The contributors to this book use ideas drawn from psychoanalysis, open systems theory, Bion's work with groups, and group relations training to explore the difficulties experienced by managers and staff in a wide range of care settings. Each concept is illustrated with examples from practice to make it recognizable and useful to the reader. Each chapter develops a theme relating to work with a particular client group or setting (including hospitals, schools, day centres, residential units, community services and many others), or explores aspects of work organization (for example, the supervisory relationship, facing cuts and closure, or intergroup collaboration). By describing both the difficulties and their own feelings and thoughts while consulting to these institutions, the authors offer the reader new ways of looking at their own experiences at work which will be both enlightening and helpful.

Drawing on social science conversations at a lively café in Bristol, this highly original book explores the value of public engagement in a wider social science context. The chapters range from themes such as the dialogic character of the social sciences, pragmatism in responses, and the underpinnings of managerial approaches to the restructuring of higher education. The first part reflects upon the different social and political inflections of public engagement. It is followed by chapters based upon talks at the café that were concerned with public engagement and the contribution of social science to a reflexive understanding of the dilemmas and practices of daily life. Together, the contributors offer a refreshing look at the role of social science in the societies it examines.--

World War II brought together a group of psychiatrists and clinical and social psychologists in the British Army where they developed radical, action-oriented innovations in social psychiatry. They became known as the "Tavistock Group" since the core members had been at the pre-war Tavistock Clinic. They created the post-war Tavistock Institute of Human Relations and expanded on their wartime achievements by pioneering a new mode of relating theory and practice, called in these volumes, "The Social Engagement of Social Science." There are three perspectives: the socio-psychological, the socio-technical, and the socio-ecological. These perspectives are interdependent, yet each has its own focus and is represented in a separate volume. The Institute's dynamic social science approach to industrial problems, presented in this second volume, began with Eric Trist's coal-mining program for the development of more productive and personally satisfying self-regulating forms of work organization. The whole "Quality of Life" movement owes its theoretical and empirical basis to this pathfinding endeavor. Volume I, The Socio-Psychological Perspective, extended the object-relations approach in psychoanalysis to group, organizational, and wider social life. This extension is related to field theory, the personality/culture approach, and open systems theory. Action-oriented papers deal with key ideas in social psychiatry, varieties of group process, new paths in family studies, the dynamics of organizational change, and the unconscious in culture and society. Volume III will focus on non-hierarchical forms of organization facilitating inter-organizational relations in complex and rapidly changing environments—the socio-ecological perspective. This perspective is offered as a guide to institution building for the future.

World War II brought together a group of psychiatrists and clinical and social psychologists in the British Army who developed a number of radical, action-oriented organizational innovations in social psychiatry. They became known as the "Tavistock Group," since the core members had been at the pre-war Tavistock Clinic. At the post-war Tavistock Institute of Human Relations, they developed a pioneering mode of relating theory and practice, called in these volumes "The Social Engagement of Social Science." Previous volumes presented two of three interdependent perspectives: the socio-psychological (Volume I, 1990) and the socio-technical (Volume II, 1993). The latest volume, on the socio-ecological perspective, completes the set. The socio-ecological perspective is concerned with the coevolution of systems and their environments. It considers the broader environment which shapes not only the task environments of socio-technical organizations but the institutional and cultural environment that confronts the individual. Volume III focuses on nonhierarchical forms of organization facilitating inter-organizational relations in complex and rapidly changing environments. This perspective provides a guide to institution building for the future.

Evangelicals are increasingly turning their attention to such issues as the environment, international human rights, economic development, racial reconciliation, and urban renewal. The New Evangelical Social Engagement maps this new religious terrain and spells out its significance.

Organisational Development in Healthcare introduces the practical ways in which change in health services can be promoted. It includes descriptions of all of the most important approaches to change currently being used in the NHS, discussion of when they work best and details of the evidence of their impact.