Nick Nykodym

Mentoring: Using Transactional Analysis to Help Organizational Members Use Their Energy in More Productive Ways

This article reviews various mentoring roles, organizational attitudes toward mentoring, different kinds of mentors, mentoring functions, stages of mentoring, and the benefits and risks of mentorin...

Quality Circles: Will Transactional Analysis Improve Their Effectiveness?

The success story of Quality Circles (QC) fills popular and professional journals. A Quality Circle consists of a group of employees who voluntarily meet regularly to discuss quality and other prob...

Empowerment for the year 2000 and beyond

Analyzes recent thought relating to the forced restructuring of businesses. In general, businesses are unable to compete in the new global environment in their present state because of worldwide competition; national changes involving mergers, bank failures and company takeovers. Companies which can incorporate a team philosophy into their organizations will have a better chance of surviving in the year 2000. Details the new and more stringent requirements that are placed on leadership and the empowerment of teams through leadership. Focuses on information as to how to choose the right leadership and teams. Uses significant examples of businesses which have successfully restructured to illustrate the importance of fostering a leadership style which will advocate teamwork.

Ethics and Organizational Change

Probably at no other time in economic history, particularly in that of the United States, have organizations and their participants been under greater pressure to change, and change in ways in which all participants and variables are impacted upon. This pressure comes from a variety of sources, such as competition from domestic organizations and foreign entities, changing societal values, the speed of technological advances, increasing costs related to the generation of goods and services, new product concepts and designs, changing educational levels and values of the work force, increased governmental regulations, life expectancy of individuals, shrinking natural and financial resources, and an imbalance of trade between the United States and other nations. Most organizations within the United States are facing at least one, if not all of the above-mentioned conditions. Along with the pressure for change come critical questions regarding the ethics of change which must be acknowledged and confronted by those involved in the change process.

Can Organization Development Use Transactional Analysis

The authors describe a consulting experience using organization development and transactional analysis. Their discoveries included the effectiveness of transactional analysis (TA) as an interventio...

Individual influence in organizational change

Most serious organizational change efforts of the last two decades have focused on change within groups or the socio‐technical system. Hard data on change efforts are both limited and present a mixed picture of the effectiveness of these efforts, particularly over an extended period of time. Presents ideas, notions and concepts about the role of the individual within organizations which may help to explain some of the failures and increase the probability of successful change. Like individuals, organizations consist of body (participants′ common goals, beliefs of background), and spirit (individuals′ ideas, assumption and thought processes). The artificial system of an organization (spirit) is man‐made and owes its continued existence to the ideas, assumptions and thought processes in the minds of the individual within the organization. Consistent with this notion, develops the concept that for real long‐term organizational change to occur, the systems existing within the minds of individuals must be alte...

COUNSELLING EMPLOYEE GUILT: A CORPORATE NECESSITY

In the 1960s and 1970s working women began to increase significantly and by the 1980s over half of America′s wives worked outside the home. This social revolution has placed a major burden on women and the associated conflicts have been researched, analysed and publicized, generally from the female viewpoint. However, few studies have also included the male viewpoint. Therefore compares how feelings of guilt, resulting from work‐family conflicts, differ or are similar between husbands and wives and can aid in the counselling of employees in the workplace who are troubled with guilt. The effective counselling of the human resource in today′s organization is a must. The effective utilization of individuals in organizations thus requires a better understanding of the effect of guilt on their personal perceptions, motivations, and behaviours.