ABSTRACT
The provision of information, the consultation process, the research, questions concerning who will be involved and the skills and experience required, all receive attention. The psychology of change, including motivation, is relevant to all of these features. All organizations require compliance with the prevailing culture, and conformity to the norms is a major characteristic of behaviour. At the root of the difficulties described here is the need for an organization to confront the differences between people, and use them productively and positively. Neither consensus nor unanimity is necessarily and always a good thing, but the consistent encouragement of freedom of expression in all directions is a critical psychological support. For the individual, there may be psychological implications stemming from attitudes, skills issues, location, responsibilities and roles. Self-efficacy is obviously affected by the individual's perception of his or her own ability. Motivation is another area of management which is often felt to be a naturally-occurring phenomenon, needing no thought or planning.
