Abstract
This article discusses how recent developments in the cognitive sciences, especialy the concept of schemata (organizing frameworks for understanding events), can illumine the practice of organization development. On the basis of a cognitive perspective, the authors discuss the relationship between organizational change and schemata, describing the following orders of change that might result from OD: first-order change, or incremental changes occurring within particular schemata already shared by members of a client system, second-order change, or modifications in the shared schemata themselves; and third-order change, or the development of the capacity of the client system to change the schemata as events require. To show how understanding the differences among orders of change can help clarify problems and solutions from an intervention, the authors discuss how a paternalism schema affected a particular quality of working life intervention. They conclude by suggesting implications of the cognitive perspective for OD practice and research
Sign-in/Register to access full text options 
Talk to us
Join us for a 30 min session where you can share your feedback and ask us any queries you have
Schedule a callDisclaimer: All third-party content on this website/platform is and will remain the property of their respective owners and is provided on "as is" basis without any warranties, express or implied. Use of third-party content does not indicate any affiliation, sponsorship with or endorsement by them. Any references to third-party content is to identify the corresponding services and shall be considered fair use under The CopyrightLaw.
