Archive for October, 2015

Accessible RODC* PUBLIC SERVICES for Posterity.

October 13, 2015

Accessible RODC* PUBLIC SERVICES for Posterity.

(For posting “Beyond, the Conversational” social media).


During the fifteen years between ages 65 and 80, there was time to reflect about “What was taught (then) & Why” and “What was learned since (now) & Why” along the experiential trial. For me “experiential learning” (on my own, with companions) has always been “primary (and especially private)” in comparison to public endorsed educational guidance by a few teachers. My intent has always been to “add existing knowledge and know how” for societal benefits in both the products and processes public quadrants. The remaining quadrants being the same two knowledge quadrants, forever held privately, within  my mindfulness and personal papers.


My highest formal education attainment was being a PhDc (candidate), within  the first class of formally trained Organizational Behavior Fellows at the Case Institute of Technology. The OB Program was invited to CIT by the 1st Director of NASA, and guided by the 1st OD Practitioner with actual experience in an Industrial setting (ESSO’s Bayway Refinery, formerly part of the Standard Oil Company).

I have roamed the Social Media and conversed re almost all aspects of OB/OD related Social Behavior (within the normal limits) for the past 15 years. I’ve discussed many relevant Workplace situations and different kinds of occurrences and concerns to round-out and develop a holistic OB Mindfulness. And, with this final statement, I wish to convey OB possibilities relevant to the the Industrial and/or Business scenes which have remained a part of my core concerns and dedications.

Why? Economics was a favorite subject in Schooling. I was disturbed regarding the idea of normal frictional unemployment, and now know why (as the percentages have varied over the years). Also, re efforts to stretch my limits of knowledge, I could not understand why there was no deduction re educational endeavors for continuous improvement possibilities. Also, thoughtfully, I always felt that analytical cognitive abilities were applicable when making learned progress within any academic field. However, some disciplines which advance knowledge and knowhow seem partially adverse to rational thinking. Logically, practitioners in all fields are human and function with similar private perceptions, emotions, cognitions, thoughts, attitudes, and behaviors. It seems odd that our historically biased higher education institutions still frequently encounter multi-disciplinary difficulties (from within polarized disciplines) and continue to have difficult functioning holistically.

So, why is this parting “focused concern” about the Industrial Business (Civilian and Military) scene? This Business scene is central to our progress and survival as a Nation, and a primary determinant of our economic prowess and positioning among United Nations, and other Nations. Also, the World has become so small that our English language has reached approximately 98% of all regions, and mobilities and resettlement for one reason or another have become extensive.

There is knowledge of many caustic OB social conditions, and ways to advance by avoiding such occurrences and even for improving conditions. Remediation opportunities potentially could affect the lives of many families because of their physical and socio-economic environs. OB studies, are especially attentive to focusing on “people’s behaviors within their situations.”  The OB focus is to consider personal behaviors as being the result of “both” a person’s psychological and attitudinal composure projected in social situations AND also the important impinging and interactional characteristics of those situations. For example, within Industry, there was early-on a GE Hawthorne experiment which clearly illustrated how lighting conditions affected production rates and quality.

The American scene when leaving OB Graduate School in 1965 was especially laden with workplace personnel and layoff issues. While some conditions have improved, certain situations still continue to be unsavory. After years, when Industries which were especially fired up for civilian and military purposes, many workplaces and related conditions deteriorated after a while. There were drastic layoffs, outsourcings, and other unanticipated shocks occurring. Canceling of the Dynasoar and Eagle Programs in the 60’s, with 100s of concurrent layoffs, were just the beginnings of disruptive concerns.

It was evident that there were needs for improving the Government and Business Management processes re planning and conduct- in order for employees, customers, and families (the primary beneficiaries within our society) to experience pleasure while minimizing adverse effects. While there have been increasing needs for social workers and relief assistance, workplace processes to effectively introduce better performing and safe products have advanced.

When ramping up the Space Race, “Science, Technology, and Management” and “Planned Change” became subjects for far-reaching and intensive study. However, with regards to paying sufficient attention to the fallout of social issues, today (50 years later), several of our basic Industries (Steel, Coal, Automotive, Appliances, for example) have become curtailed.

I believe there are “accessible RODC Services” which can be employed and/or referenced to study and establish improved decision methods and process facilitations, which can lead to less stressful outcomes for many people at work and at home.


+ ORGANIZATIONAL DEVELOPMENT (OD): “Facilitating and helping” to institute related “progressive actions” within the Arts and Sciences for Better/Best Practices.

+ SCIENCE, TECHNOLOGY, PLANNING CHANGES, & MANAGEMENT: for “Pathways going Forward” re Coping, Conduct, Continuing Improvement, Effectiveness, and better Outcomes.

+ PRIVATE, and PUBLIC, COUNSELING ASSISTS re WORKPLACE AFFAIRS: for Owner-operators, Government, registered Businesses, Industries, Craftsmen, Tradesmen, Professionals, Specialists, Leaders, Executives, & Managers.

+ EMPLOYEE RELATIONS, & SOCIAL WORKER RELIEF, COLLABORATIONS: Supporting more effective workplace engagements, while avoiding detrimental lifetime consequences, via “fresh visioning facilitations” re concerns about cooperation & competition within our enterprises.

+ TALENT PLACEMENT & DEVELOPMENT: for “Competencies to Achieve” by cultivating Human Creativity, uses of Artificial Intelligence, Artful Human expressions & actualizations, and practical Social Intelligences ( for more “learned, effective” Actions).

+ SOME TOP RECOMMENDATIONS: pursue more conjunct resolutions between Educational Administrators & Career Development Counselors, promote Role Clarity & Job Security for performance improvements, and do perpetual Team Building to provide ongoing supports & encouragements.

* RODC; Registered Organizational Development Consultant.

October 12, 2015