bluuebunny/crossref_metadata_2025_split huggingface dataset:
The Political Context of Social Change: A Case Study of Innovation in Adversity in Jerusalem
Authors: Torczyner Jimmy 
Published: March 2006

This case characterizes an attempt by a group of change agents working within the system to rearrange political relationships by developing alternative, nontraditional bases of support in pursuing a social goal. The change agent, employed by a public agency, is faced with the perennial problem of adjusting and adapting what he wants to do with what he can do. The constraints are large ones indeed. Public agencies using public funds are given fairly stringent guidelines for their implementation. Policy is arrived at through a series of political, social, economic, and legal considerations. It is structured so that policy makers can control the implementation of their goals. The activist formulates policy differently. Knowing the specific circumstances and needs of the community he serves, his policy formulations are primarily directed to provide the resources to ameliorate those specific problems. Often the resultant policies conflict with the policy makers both with regard to goals as well as implementation. In such a case the advocate, seeking to work within the system, must find methods to realize his goals by developing alternative bases of support. The Jerusalem case demonstrates some of the ways in which this can be achieved and some of the organizing characteristics necessary to bring it about. The style of the change group differed fundamentally from the style adopted by those who opposed the innovation. The opposers dealt from an established position of strength. They sought to utilize and maintain a powerful political consensus and to thwart the innovation. The change agents, having little formal authority and less active political support, sought to gain strength by appealing to a moral consensus. Despite the politics, despite coalitions, five disadvantaged youths were being mistreated. Moral issues, as this case illustrates, have a strong influence on the Israeli public. The strategy of the change agents was to demonstrate in a clear-cut manner the effects of an administrative and political decision, to "take those effects to the people," and, in the process, to develop a public force which would overcome the administrative decision-and do something to heal the social ills of a large city.
Crisis Intervention in a Municipal Agency: A Conceptual Case History
Authors: Goodstein Leonard D. , Boyer Ronald K. 
Published: March 2006

This article is a conceptual case report of a consultation to the Health Department of the City of Cincinnati, an organization in crisis. The consultant's role was one of assisting the organization in the diagnosis and understanding of the current crisis and of developing action recommendations. Despite a crisis climate which reduced their initial credibility, the consultants were able to earn sufficient temporary trust to gain access to the necessary information on the important issues facing the organization and to influence the actions taken. The authors identify consultation behaviors which enhanced the effectiveness of their intervention in this crisis situation. A central issue in this consultation was the identification of the client to whom the consultants were responsible. Recognizing the deep-seated problems inherent in the Health Department as it then existed and the difficulties in implementing changes in such an organization, the consultants began to see their responsibility as not to the organization but to the entire community at large.2
A Structural Approach to Organizational Change
Authors: Luke Robert A. , Block Peter , Davey Jack M. , Averch Vernon R. 
Published: March 2006

Management strategies of organizations often rest on the assumption that close control of individuals-through various forms of reward and punishment-is the most effective way to accomplish objectives. The change effort described herein is keyed to the concept that education, training, and support can also enable an organization to accomplish its objectives. The case explains the process by which the management-attitudes, behavior, and structures-of a retail food organization underwent a change from close control of employees to a form of training and consultation for employees. Measured by indices of profit and productivity, as well as indices of employee attitude and morale, the project was successful. The case also demonstrates that such a change in management strategy requires the involvement and commitment of people at all levels and that, in the final analysis, the real change agent is the client himself.
Collateral Organization: A New Change Strategy
Authors: Zand Dale E. 
Published: March 2006

The claim that managerial flexibility is essential makes more sense to managers and is more relevant to organizational development than the claim that traditional forms of organization should (or will) be displaced by more humanistic, participative forms. Managers can readily understand that finding solutions to different problems calls for different modes of organization. This article outlines a new change strategy-a collateral organization; i.e., a parallel, continuously coexisting organization which a manager can use to supplement his or her existing formal organization. Collateral organizations have norms differing from those usually in force, are used to identify and solve apparently intractable problems, and are carefully linked to the "regular" organization. No new people are required. Two cases illustrate application of the concept, which is also discussed in relation to matrix organizations, task forces, and temporary systems.
Power in Groups: Self-Concept Changes of Powerful and Powerless Group Members
Authors: Archer Dane 
Published: March 2006

The failure to find unequivocal relationships between small-group participation and self-concept changes may be due, in part, to undetected mediating variables. That is, it may be that groups do not have either uniformly positive or uniformly negative effects on self-concept-but that both occur systematically in groups as a func-tion of specifiable and measurable aspects of each group member's experience. One possible mediating variable, power or dominance, was investigated in this study of 102 members of six self-analytic groups. Power seemed to be a fairly robust antecedent or predictor of the direction of self-concept changes: those high in power changed toward a more positive self-concept and those low in power changed toward a more negative self-concept.
A Longitudinal Study of Flexi-Time Effects: Some Consequences of an OD Structural Intervention
Authors: Golembiewski Robert T. , Hilles Rick , Kagno Munro S. 
Published: March 2006

This study describes the implementation of a flexible work-hours program and analyzes some of its major effects, using both attitudinal and "hard" data. It thus both reports an unusual kind of OD intervention, i.e., a structural one, and discusses specific outcomes of a particular version of a design that is currently being widely applied, though typically on the basis of only anecdotal evidence and without the support of (OI) values and methods. The study yields a substantial optimism, but one rooted in caution: Both the "hard" and the "soft" data indicate that the structural intervention "worked," but the data do not tell us how much its obvious and persistent impact was the result of the intervention as a technique and how much it was a function of the culture of the host organization, which had been exposed to a range of activities based on OD values. The researchers believe that much of that impact derived from client acceptance of OD values, which found expression not only in the work-hours design itself but also in the dynamics of the implementation of that design. It is clear at least that Flexi-Time installations are intimately affected by the culture and values of organizations in which they are located. Hence the emphasis here on caution as well as optimism, inasmuch as definitive comparative research is not yet available.
Social Desirability as an Intervening Variable in Interpreting OD Effects
Authors: Golembiewski Robert T. , Munzenrider Robert 
Published: March 2006

The data obtained imply the usefulness of taking "social desirability" (SD) differences into account in interpreting any effects of OD interventions measured by self-reports. Broadly, SD differences can mask measurements of such effects, especially in before vs. after designs. High SD scorers seem to provide preintervention responses that reflect the socially acceptable rather than what exists, and these responses consequently constitute an unreliable benchmark against which to compare postinter-vention responses. The Crowne-Marlowe SD scale is used to assess SD differences between individuals. This report deals with a measurement issue, and specifically in relation to Likert's Profile of Organizational Characteristics. The results apply strictly to uses of the Profile, which is a prominent measuring instrument in OD work. However presumptively, the present findings are also meant to "cast their shadow" on interpretations of various other self-reports used to measure OD effects.
Measuring Change and Persistence in Human Affairs: Types of Change Generated by OD Designs
Authors: Golembiewski Robert T. , Billingsley Keith , Yeager Samuel 
Published: March 2006

There is a truism about applied research that an inadequate concept of change leads to diminished or misguided applied research. Hence this paper urges distinguishing kinds of change, distinctions which are suggested by experience and also are supported with evidence generated by exotic statistical and computational techniques in which we have been engaged. An immediate pay-off of making such distinctions is more definite reliance on existing research findings, whose interpretation is necessarily related to their underlying concept of change. More central still, the goal is to facilitate the design and evaluation of efforts to improve the human condition and the quality of life, especially in organizations. Initially, conceptual clarification of "change" will show that at least three kinds seem distinguishable. Later, data from a study of a "successful" Flexi-Time intervention will be used to test these conceptual clarifications. Detailed statistical analysis will support the broad position that a unitary concept of change is inappropriate and may be seriously misleading.
Evaluating the Impact of Federal Human Service Programs with Locally Differentiated Constituencies
Authors: Edwards Patricia Klobus , Orden David , Buccola Steven T. 
Published: March 2006

Evaluations of large-scale federal programs require innovative methodological approaches for several reasons: (1) funds are often allocated by jurisdiction as opposed to needs; (2) local interpretation of program goals may vary widely; (3) target populations are often locally differentiated; (4) administrative organization and strategies for service delivery vary at the local level. A study of federally subsidized small-farm programs revealed a broad diversification of strategies and a range of client attributes both within and between local target populations, suggesting the need for an analytical model which would address program variation. Typical-client profiles were developed based on expectations that a given strategy would have differential effects dependent on client characteristics. Regression analysis was then used to assess the effect of program attributes on outcomes for each client group. Our results indicate that the strength of the relationship between program strategies and outcomes varies by group. The methodological approach used here should have broad application for the evaluation of large-scale human service programs.
Contradictions in the Design and Practice of an Alternative Organization: The Case of Hampslhie College
Authors: Kegan Daniel L. 
Published: March 2006

Explicit and implicit design assumptions in the founding of Hampshire College are reviewed, especially as they relate to contradictions and problems evident in practice now, 20 years after its initial design. Issues include: • the role of ideology in distorting perception and impeding problemsolving; • the role of alternative institutions in the diffusion and implementation of educational innovations; • the backsliding from an experimenting institution; and • the difficulty of shifting from a founding to a self-renewing orientation. Historical analysis finds that Hampshire was not structurally designed or enacted as a national experimenting college, but acquired this style and image in exploiting the environment for financial and human resources. The College is also found to embody a major contradiction of American society: that between norms of individual freedom and responsibility and norms of social responsibility and community. Three conclusions are offered to designers of alternative organizations: • there are semantic entrapments in the phrase "alternative organization"-its use may often obscure quite traditional ideologies; • there is a need for explicit feedback and evaluation systems monitoring the planners and the plan; and • the wise fool should be welcomed back as a valued member of design and management groups.
Labeling of Health Risk in Industrial Settings
Authors: Sands Roberta G. , Newby Larry G. , Greenberg Richard A. 
Published: March 2006

In January 1974 a Louisville, Kentucky chemical company announced that a link had been found between angiosarcoma and exposure to vinyl chloride. A program of medical screening identified "at risk" workers, some of whom were reassigned to an alternative work setting, a wood pallet plant. Twenty-four "high risk" pallet plant workers (PP) were matched with an equal number of workers with some abnormal test results (TP) and normal results (TN). Illness behavior in the form of medical visits for reasons of illness and injury was documented from the dispensary medical records. Frequency of dispensary use was compared across groups for each PP worker's first year in the pallet plant and for one year prior to furlough or reassignment. Findings in relation to illness and injury for the three groups and the two time periods were not significant. Although the results were unexpected and negative, they demonstrate that high-risk workers can be perceived in a derogatory way. Such workers are faced with stigmatization as well as difficulties associated with their uncertain state of health.
Moving Beyond the Single-Solution Perspective: The Competing Values Approach as a Diagnostic Tool
Authors: Quinn Robert E. , McGrath Michael R. 
Published: March 2006

One of the most important elements of the analysis and change process is the theoretical framework that is brought to the diagnostic task. The framework guides the selection of questions that are asked and the conclusions that are reached, and it greatly influences the selection of change strategies and, thus, the eventual outcome of the intervention. In this paper we argue that the practice of organization development has suffered because of single-solution frameworks. In responding to this problem, the paper reviews a recent program of empirical research and proposes a new diagnostic framework. It is argued that the new framework not only reflects the comprehensive theoretical literature but also makes clear those potentially conflicting values that undergird the diagnostic process.
Phases of Progressive Burnout and Their Work Site Covariants: Critical Issues in OD Research and Praxis
Authors: Golembiewski Robert T. , Munzenrider Robert , Carter Diane 
Published: March 2006

The term "burnout" represents a significant perspective on how people respond to their work, but the attention paid to this phenomenon has largely been clinical and often anecdotal. In this article, the authors seek to expand the analysis of burnout in ways that permit comparative analysis, especially in large populations. This study specifically addresses three questions. First, does a paper-and-pencil instrument isolate domains of burnout that are relatively consistent between people-intensive work and the broader range of activities found in a commercial enterprise? Second, can we develop phases of progressive burnout? Third, can we test the efficacy of the burnout phases by searching for regularities in a panel of 22 variables commonly thought to tap the important facets of the work site? The authors' analysis shows that we can answer these three central questions affirmatively, though occasionally with complex and potentially significant qualifications. The results of the analysis provide further evidence of the usefulness of a convenient instrument for measuring burnout and also suggest that behavioral scientists will find valuable a phase model that distinguishes regular and robust covariation by using a panel of variables thought to tap the important aspects of organizational life.
Escalative Intervention in Small-Group Conflicts
Authors: Van de Vliert Evert 
Published: March 2006

Escalative interventions by professionals aim to increase the frustration of participants involved in a conflict. In small-group situations, consultants apply escalative interventions only occasionally, because clients hardly ever request them and because most interventionists consider de-escalation a more legitimate method. Yet conflict stimulation is appropriate when it will improve the social-psychologicalfunctioning of the client system. This article presents eight extrinsic and intrinsic objectives of escalation. The typesof escalative interventions discussed are those that stimulate conflict through antecedent conditions, those that extend the conflict issues, those that extend the parties in the conflict, those that stimulate escalative behaviors, and those that develop escalative consequences. Since the latter two styles can be controlled best, they generally deserve preference. The author concludes that the same escalation objective may be attained by proceeding from initially different conflict conditions and using a variety of intervention strategies.
Phosphate stabilization of polyminerallic mine wastes
Authors: Harris D. L. , Lottermoser B. G. 
Published: March 2006

AbstractPolyminerallic, sulphidic mine wastes were treated with KH2PO4-H2O2 solutions to determine whether the formation of solid phosphate coatings inhibits sulphide oxidation and metal and metalloid mobility. The waste rocks were metal (PbZnCu) and metalloid (AsSb) rich and consisted of major quartz, dickite, illite and sulphide minerals (e.g. galena, chalcopyrite, tetrahedrite, sphalerite, pyrite, arsenopyrite) as well as minor to trace amounts of pre- and post-mining oxidation products (e.g. oxides, hydroxides, arsenates and sulphates). Scanning electron microscopy observations of the waste material treated with KH2PO4-H2O2 solutions showed that metal, metal-alkali and alkali phosphate precipitates formed and coatings developed on all sulphides (with the exception of tetrahedrite). The abundance of phosphate phases was dependant on the availability of metal and alkali cations in solution. In turn, the release of cations was dependent on the amount of sulphide oxidation induced during the experiment or the presence of soluble oxidation products. Lead and to a lesser degree Cu and Zn phosphate coatings remained stable during H2O2 leaching, preventing acid generation and metal release. In contrast, the lack of phosphate coating on tetrahedrite and arsenopyrite allowed oxidation and leaching of As and Sb to proceed and mobilized As and Sb did not form phosphate phases. As a result, As and Sb displayed the greatest release from the coated waste. Thus, the application of KH2PO4-H2O2 solutions to partly oxidized, polyminerallic mine wastes suppresses sulphide oxidation and is most effective in inhibiting Pb (Cu and Zn) release. However, the technique appears ineffective in preventing metalloid (As, Sb) leaching from tetrahedrite- and arsenopyrite-bearing wastes.
Sylvite and fluorite microcrysts, and fluorite-nyerereite intergrowths from natrocarbonatite, Oldoinyo Lengai, Tanzania
Authors: Mitchell R. H. 
Published: March 2006

AbstractNatrocarbonatite lavas erupted from hornitos T37B and T49B at Oldoinyo Lengai (Tanzania) during 23–30 July, 2000 are unusual in containing sylvite and fluorite microcrysts together with fluorite-nyerereite intergrowths. The latter are relatively coarse grained and exhibit granular textures indicative of slow crystallization rates relative to those of their host subaerial lavas. Fluorite microcrysts are considered to be derived by the fragmentation of the fluorite-nyerereite clasts. Sylvite microcrysts contain inclusions of ferroan alabandite [(Mn0.67-0.71Fe0.33-0.29)S] and are poor in Na (1.9–7.7 wt.% Na; 6.1–23.4 mol.% NaCl). Intergrowth and microcrystal fluorite contains 1–3.5 wt.% Sr. Intergrowth nyerereite has a composition similar to that occurring as bona fide phenocrysts. The groundmass of lava erupted from hornito T37B contains nyerereite microphenocrysts (4–8 wt.% BaO) that are epitaxially mantled by barian nyerereite (12–20 wt.% BaO). The latter are compositionally and texturally distinct from the groundmass phase X, which is considered to be a burbankite-group mineral. The fluorite-nyerereite clasts are considered to be derived from the magma chamber underlying hornitos T37B and T49B, and thus representative of some of the products of crystallization of natrocarbonatite magma under hypabyssal conditions. The origins of the sylvite microcrysts cannot, as yet, be determined.
Plasma thrombopoietin compared with immunoglobulin heavy-chain mutation status as a predictor of survival in chronic lymphocytic leukemia
Authors: Koller Charles , Bekele B. Nebiyou , Zhou Xian , Park Charles , Estrov Zeev , O'Brien Susan , Keating Michael , Jilani Iman , Giles Francis J. , Kantarjian Hagop M. , Albitar Maher 
Published: March 2006

Abstract
We investigated the association of plasma thrombopoietin (TPO) and overall survival in 127 patients with previously treated and previously untreated chronic lymphocytic leukemia (CLL). Higher levels of TPO were associated with advanced Rai stage (P < .001), higher levels of β2-microglobulin (β2-M) (P < .001), and the absence of mutation in the immunoglobulin heavy chain variable region (IgVH) (P < .001), and were inversely correlated with platelet count (P = .002). We found that TPO correlated strongly in a continuous manner with overall survival in both previously treated and untreated patients. The univariate Cox proportional hazard model demonstrated that high TPO levels were associated with shorter survival (P < .001), and multiple variable Cox proportional hazards regression analysis demonstrated that this was independent of the IgVH mutation status, β2-M, and Rai stage. Recursive partitioning showed that a cutoff point of 639 pg/mL separated the CLL patients into 2 major survival groups (P < .001). The effects of β2-M were masked by the effects of TPO in the patients with TPO levels higher than 639 pg/mL, but in the remainder, patients with β2-M level higher than 4.95 mg/L had significantly shorter survival than those with lower values. Plasma TPO and β2-M may be useful for the prediction of clinical behavior in CLL and may replace the need for the determination of IgVH mutation status.