ABSTRACT
Literature and massive interest in organizational change may lead one to believe either that social science has discovered a new concept, or that change has become the fashionable thing to study. The objective of organizational development is to improve the organization’s problem-solving and renewal process. The focus is on the organization’s capacity to adapt to its environment, to respond to external stimuli-changes, to become or remain more viable. Convinced of the potential aptitudes and willingness of its employees and workers, the company decided to introduce general education courses in its training programmes. The project was monitored continuously by the author, an organizational psychologist working in the company’s training office. The changes observed in persons, groups, procedures and norms not directly involved with the project illustrate the interrelated dynamics in a human organization. The company is indeed a system wherein a change in one domain necessarily has repercussions throughout the whole system.
