ABSTRACT
The mass team building was part of an OD program that focused on the seven hierarchical levels of a national marketing organization, beginning with the president of the parent division. The literature indicates that public administrationists have not been very successful in coping with large collections of mature units of organization. The attempt here to respond to the escalated challenge of dealing with larger numbers and established organizations requires some stage setting. The change target is no easy piece. The testing of the extension of any changes beyond the training environment, as a consequence, would be a longer and more delicate process than in the case of groups that spend much of their time in immediate interaction. The basic learning design in question seeks to reverse degenerative communication sequences, as well as to reinforce regenerative communication sequences, and both on a substantial scale.
