Abstract
AbstractDrawing on humanistic and existential psychology, the author suggests that organizations are similar to living entities that experience emotions and struggle with questions of meaning and existence and that the work of leading human organizations is similar to the work of counseling human beings. From this foundation, he characterizes organizational development work as the maturing capacity of organizations to create meaning in the context of dynamic and multifaceted change. The author provides summaries of the major components of existential and humanistic psychology and applies them to organization theory. He concludes by presenting a synthesized model for humanistic‐existential organization theory while integrating implications for practice and future research.
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