Benedictine University
Ph.D. Program in Organization Development

Instructor:
James D. Ludema, Benedictine University

During this weekend we will spend some time looking at the literature from the field of positive psychology and engage in conversation about its potential relevance for the field of organization Change. We will also spend some time revisiting the social constructionist paradigm and comparing/contrasting it with the social cognitivist point of view (out of which the movement of positive psychology emerges). Finally, we will look at the practical implications for organization change of both the constructionist and cognitive perspectives.

There are many readings for this class. Of course, I don’t expect you to read all of them, but I do want you to read as many of them as you can, especially those that look most interesting to you.

Csikszentmihalyi, M. (1990). Flow: The Psychology of Optimal Experience. New York: Harper & Row Publishers.

Seligman, M. E. P. (1998). Learned Optimism: How to Change You Mind and Your Life. New York: Pocket Books.

Snyder, C. R. (1994). The Psychology of Hope. New York: The Free Press.

Akumal Manifesto by Sheldon, K., Frederickson, B., Rathunde, K., Csikzentmihalyi, M., & Haidt, J.

Positive Psychology Network Concept Paper by Martin E. P. Seligman.

Seligman, Martin E. P., & Csikszentmihalyi, Mihaly (2000). Positive Psychology: An Introduction. American Psychologist, 55, 5-14.

Ryan, Richard M. & Deci, Edward L. (2000). Self Determination Theory and the Facilitation of Intrinsic Motivation, Social Development, and Well-Being. American Psychologist, 55, 68-78.

Salovey, Peter; Rothman, Alexander; Detweiler, Jerusha B. & Steward, Wayne T. (2000). Emotional States and Physical Health. American Psychologist, 55, 110-121.

Balltes, Paul B. & Staudinger, Ursula M. (2000). Wisdom: A Metaheuristic (Pragmatic) to Orchestrate Mind and Virtue Toward Excellence. American Psychologist 55, 122-136.

Simonton, Dean Keith (2000). Creativity: Cognitive, Personal, Developmental, and
Social Aspects. American Psychologist, 55, 151-158.

Isen, Alice M. (2000). Positive Affect and Decision Making. In M. Lewis & J. M. Haviland-Jones (Eds) Handbook of Emotions 2nd Edition, 417-435. New York, Guilford Press.

Quinn, Robert E.; Spreitzer, Gretchen M. & Brown, Matthew V. (2000). Changing Others Through Changing Ourselves: The Transformation of Human Systems. Journal of Management Inquiry, 9, 147-164.

Wanberg, Connie R. & Banas, Joseph T. (2000). Predictors and Outcomes of Openness to Changes in a Reorganizing Workplace. Journal of Applied Psychology, 85, 132-142.

Huy, Quy Nguyen (1999). Emotional Capability, Emotional Intelligence, and Radical Change. Academy of Management Review, 24, 325-349.

Judge, Timothy A.; Thoresen, Carl J.; Pucik, Vladimir & Welbourne, Theresa M. (1999). Managerial Coping with Organization Change: A Dispositonal Perspective. Journal of Applied Psychology, 84, 107-122.

Ford, Jeffrey D. & Ford, Laurie W. (1995). The Role of Conversations in Producing Intentional Change in Organizations. The Academy of Management Review, 20, 541-570.

Beech, Nic (2000). Narrative Styles of Managers and Workers: A Tale of Star-Crossed Lovers. Journal of Applied Behaviroal Science, 36, 210-229.

Weick, Karl E. & Browning, Larry D. (1986). Argument and Narration in Organizational Communication. Yearly Review of Management of the Journal of Management, 12, 243-259.

Barrett, Frank J. (1995). Creating Appreciative Learning Cultures. Organizational Dynamics, 24, 36-50.

Akin, Gib & Palmer, Ian (2000). Putting Metaphors to Work for Change in Organizations. Organizational Dynamics, 28, 67-78.

Burke, W. Warner (1995). Organization Change: What We Know, What We Need to Know. Journal of Management Inquiry, 4, 158-171.

Dent, Eric B. & Goldberg, Susan Galloway (1999). Challenging ‘Resistance to Change.’ Journal of Applied Behavioral Science, 35, 25-42.

Labianca, Giuseppe; Gray, Barbara & Brass, Daniel J. (2000). A Grounded Model of Organizational Schema Change During Empowerment. Organization Science, 11, 235-257.

Jick, Todd D. (1995). Accelerating Change for Competitive Advantage. Organizational Dynamics, 24, 77-83.

Worren, Nicolay A. M.; Ruddle, Keith & Moore, Karl (1999). From Organizational Development to Change Management. Journal of Applied Behavioral Science, 35, 273-287.

Farias, Gerard (2000). Organizational Development and Change Management. Journal of Applied Behavioral Science, 36, 376-380.

Nutt, Paul C. & Backoff, Robert W. (1997). Facilitating Transformational Change. Journal of Applied Behavioral Science, 33, 490-509.

Schweiger, D. M. & Denisi, A. S. (1991). Communication with Employees Following a Merger: A Longitudinal Field Experiment. Academy of Management Journal, 34 (1), 110-135.

Larsson, R. & Finkelstein, S. (1999). Integrating strategic, organizational, and human resource perspectives on mergers and acqusitions: A case survey of synergy realization. Organization Science, 10 (1), 1-26.

Assignments

Group Presentation

We’ll form five groups to lead discussion on the different readings: (1) Flow, (2) Learned Optimism, (3) Psychology of Hope, (4) Positive Psychology Articles, (5) Linguistic and Narrative Approaches (this group should also refer back to Gergen). The final set of readings "The Practice of Organization Change" will not be presented per se, but instead serve as background reading. Also, refer to the list of articles on organization change that Ram and Peter already gave you (enclosed).

In your groups, prepare a one-hour creative presentation/discussion on your respective reading(s). Consider the following questions. What is the core argument of the book/set of readings? What are the key ideas, concepts, arguments, propositions that most excite and attract you? If you have read one of the positive psychology readings, how would you reframe the argument of the reading in social constructionist terms? If you have read the linguistic and narrative literature, what contribution does the positive psychology literature make to social constructionism? Finally, at both a theoretical and practical level, what do you think are the most promising contributions that social constructionism and positive psychology make to the practice of organization development and change?

On the paper, you’ve got two options: (1) write an individual paper, (2) write a group paper (max. three people in a group) for publication. If you do the individual paper, create your own theory of change and apply it to an experience you are having or have had at work, home, or in some other setting. Start by going back to the literature from this class (social constructionism, positive psychology, others) to flesh out your view of how and why people and organizations change. Support your view with the readings. Then get into your experience and make the application. Feel free to link your paper to your emerging dissertation interests if you wish.

If you decide to go for the publication option, form a group, think about what you want to write and where you want to publish it, and let me know.