 HSI draws on insights from a variety of academic disciplines, including sociology, anthropology, social psychology, management science, human relations, and community development. Chin and Benne created one of the early frameworks for intervention strategies, arguing that an intervention can be informed by coercive, rational, or normative strategies.Chin, R. & Benne, K.D., (1976). General strategies for effecting changes in human systems. In Bennis, W. G., Benne, K. D., and Chin, R., Eds., The Planning of Change (Third Edition). New York: Holt, Rinehart and Winston. More recently, Daniels and DeWine added a fourth strategy, the interpretive approach, based on principles of social constructivism.Daniels, T. D., and DeWine, S. (1991). Communication process as target and tool for consultancy intervention: Rethinking a hackneyed theme. Journal of Educational and Psychological Consultation, 2, 303-322. Proponents often argue that interveners must be aware of the systemic interactions occurring within a human collective, and seek to help members of the collective to gain awareness of how their interactions are contributing to the maintenance of ineffective patterns of behavior.Block, P. (1999). Flawless consulting: A guide to getting your expertise used (Second Edition). San Francisco: Jossey-Bass/Pfeiffer. Some argue that interventions should be seen as designs intended to augment a human system’s capacity to problem solve and learn.Argyris, C. (1990). Overcoming organizational defenses: Facilitating organizational learning. Needham Heights, MA: Simon & Schuster.Argyris, C. and Schon, D.A. (1978). Organizational Learning: A theory of action perspective. Addison-Wesley Publishing Company.Schön, D. A. (1983). The Reflective Practitioner: How Professionals Think in Action. New York: Basic Books, Inc. The training of human systems interveners can emphasize the need for self-managed learning that encourages self-awareness, interpersonal communication, data-gathering and diagnostic skills, and a recognition that dialogue is a foundational element in system change.Taylor, M., de Guerre, D., Gavin, J., and Kass, R. (2002). Graduate leadership education for dynamic human systems. Management Learning, 33, 349–369. HSI   practitioners often do research and/or practice in the areas of group development, small group leadership, knowledge transfer, organizational development and change, diversity management, management coaching, human resources, and community intervention. Education and training in HSI can be obtained from a variety of sources, including : Human Systems Intervention M.A. program, Concordia University , Montreal, Canada URL National Training Laboratories (NTL) The Tavistock Institute A similar program exists in Switzerland : Human Systems Engineering.
Human Systems Intervention Models HSI draws on insights from a variety of academic disciplines, including sociology, anthropology, social psychology, management science, human relations, and community development. Chin and Benne created one of the early frameworks for intervention strategies, arguing that an intervention can be informed by coercive, rational, or normative strategies.Chin, R. & Benne, K.D., (1976). General strategies for effecting changes in human systems. In Bennis, W. G., Benne, K. D., and Chin, R., Eds., The Planning of Change (Third Edition). New York: Holt, Rinehart and Winston. More recently, Daniels and DeWine added a fourth strategy, the interpretive approach, based on principles of social constructivism.Daniels, T. D., and DeWine, S. (1991). Communication process as target and tool for consultancy intervention: Rethinking a hackneyed theme. Journal of Educational and Psychological Consultation, 2, 303-322. Proponents often argue that interveners must be aware of the systemic interactions occurring within a human collective, and seek to help members of the collective to gain awareness of how their interactions are contributing to the maintenance of ineffective patterns of behavior.Block, P. (1999). Flawless consulting: A guide to getting your expertise used (Second Edition). San Francisco: Jossey-Bass/Pfeiffer. Some argue that interventions should be seen as designs intended to augment a human system’s capacity to problem solve and learn.Argyris, C. (1990). Overcoming organizational defenses: Facilitating organizational learning. Needham Heights, MA: Simon & Schuster.Argyris, C. and Schon, D.A. (1978). Organizational Learning: A theory of action perspective. Addison-Wesley Publishing Company.Schön, D. A. (1983). The Reflective Practitioner: How Professionals Think in Action. New York: Basic Books, Inc. The training of human systems interveners can emphasize the need for self-managed learning that encourages self-awareness, interpersonal communication, data-gathering and diagnostic skills, and a recognition that dialogue is a foundational element in system change.Taylor, M., de Guerre, D., Gavin, J., and Kass, R. (2002). Graduate leadership education for dynamic human systems. Management Learning, 33, 349–369. The soft systems methodology (SSM) developed by Peter Checkland is another example of human systems intervention model, one that is designed specific to human activity, particularly in projects that require cultural intervention. It is multi-staged and is formulated with two core concepts, namely: 1) the hierarchy in systems and the emergent properties at various levels; and, 2) communication and control in human systems. This model is based on the framework of ordering our thoughts "by making conscious the concept of wholeness inherent in the word 'system.'" The HSI models often rely on assessment tools. For instance, there is the case of the so-called Linking Human Systems Intervention model, which focuses on the evaluation of the strengths and themes of resilience instead of vulnerability in the struggle with hardship; the level of stress; the resources available, and the balance of stressors and resources, among others. Specialization HSI practitioners often do research and/or practice in the areas of group development, small group leadership, knowledge transfer, organizational development and change, diversity management, management coaching, human resources, and community intervention. Education and training in HSI can be obtained from a variety of sources, including a Masters program in Human Systems Intervention at Concordia University in Montreal, Canada . This integrates theory, values, and skills in the fields of organization development and human systems intervention for those who want to become experts as process consultants. Other programs include: National Training Laboratories (NTL) The Tavistock Institute A similar program exists in Switzerland called Human Systems Engineering.
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Human Systems Intervention Models
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HSI
The soft systems methodology (SSM) developed by Peter Checkland is another example of human systems intervention model, one that is designed specific to human activity, particularly in projects that require cultural intervention. It is multi-staged and is formulated with two core concepts, namely: 1) the hierarchy in systems and the emergent properties at various levels; and, 2) communication and control in human systems. This model is based on the framework of ordering our thoughts "by making conscious the concept of wholeness inherent in the word 'system.'"
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The HSI models often rely on assessment tools. For instance, there is the case of the so-called Linking Human Systems Intervention model, which focuses on the evaluation of the strengths and themes of resilience instead of vulnerability in the struggle with hardship; the level of stress; the resources available, and the balance of stressors and resources, among others.
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Specialization HSI
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M.A. program, Concordia University ,
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. This integrates theory, values, and skills in the fields of organization development and human systems intervention for those who want to become experts as process consultants. Other programs include:
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