ABSTRACT
This chapter sets out the theoretical underpinnings of a systems-psycho-dynamics approach to organisational development (OD) before moving on to describe some of the tools and techniques deployed by practitioners working in the 'school'. It outlines some uses, misuses and limitations of the approach before looking at evaluations of its impact. The chapter demonstrates that the organisational health is as much about effectiveness as about morale or stress levels. It argues that the opportunity to do a good job is the greatest source of job satisfaction and workforce wellbeing. A systems-psychodynamics approach to OD generally involves an assessment of the client organisation to identify the nature of the anxieties and the prevailing social defence system(s). Most traditional psychodynamically informed therapies are based on the idea that understanding the unconscious as well as the conscious determinants of their experience enables patients to integrate previously disowned parts of the self.
