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Chris Argyris (July 16, 1923 – November 16, 2013 [1]) was an American business theorist and professor at Yale School of Management and Harvard Business School. Argyris, like Richard Beckhard , Edgar Schein and Warren Bennis , [ citation needed ] is known as a co-founder of organization development , and known for seminal work on learning ...
Double-loop learning is used when it is necessary to change the mental model on which a decision depends. Unlike single loops, this model includes a shift in understanding, from simple and static to broader and more dynamic, such as taking into account the changes in the surroundings and the need for expression changes in mental models. [3]
The concept of psychological contract became more popular among researchers starting in the 1990s, [8] but was named decades earlier in 1960 by Chris Argyris.As studies in industrial relations developed and grew more complex, it was revealed that employees are more likely to perform better in certain work environments.
Energy is a concept in some psychological theories or models of a postulated unconscious mental functioning on a level between biology and consciousness. Philosophical accounts [ edit ]
Freud proposed that psychological energy was constant (hence, emotional changes consisted only in displacements) and that it tended to rest (point attractor) through discharge . [12] In mate selection psychology, psychodynamics is defined as the study of the forces, motives, and energy generated by the deepest of human needs. [13]
In Intervention Theory and Method Chris Argyris argues that in organization development, effective intervention depends on appropriate and useful knowledge that offers a range of clearly defined choices and that the target should be for as many people as possible to be committed to the option chosen and to feel responsibility for it. Overall ...
It is also an important way to bring together theory and practice; through reflection one is able to see and label forms of thought and theory within the context of one's work. [6] Reflecting throughout one's practice is taking a conscious look at emotions, experiences, actions, and responses, and using that information to add to one's existing ...
Two theories have been integrated in an attempt to account for these differences in work role performance. Trait activation theory posits that within a person trait levels predict future behavior, that trait levels differ between people, and that work-related cues activate traits which leads to work relevant behaviors. Role theory suggests that ...