Dissertations / Theses on the topic 'Systems Psychodynamics'
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1
Nossal, Brigid Suzanne, and com au brigid@now. "Systems Psychodynamics and Consulting to Organisations in Australia." RMIT University. School of Health Sciences, 2007. http://adt.lib.rmit.edu.au/adt/public/adt-VIT20080513.144938.
Full textAbstract:
Systems Psychodynamics is unique as an approach to consulting to organisations in the way it integrates three theory streams: psychoanalysis; group relations and open systems theory. Consultants who work in this way focus on the many layers of interactions and exchanges taking place both within organisations and at the interface between an organisation and its external environment. The territory for collaborative exploration with clients extends from interpersonal and group dynamics to service and product- related systems and processes. It is a holistic approach that creates opportunities for transformational learning at every level of the organisation. As a practice, consulting with a systems psychodynamics approach is complex and difficult to master. Arguably, the most challenging dimension of this work for consultants is developing a capacity to think within a psychoanalytic conceptual framework: to discern and hypothesise about unconscious processes in organisations. But what precisely does this mean and what is this experience like for the consultants? This research project was designed to explore and describe the experience of working with a systems psychodynamic approach from the consultants' perspectives within the Australian context. To this end, 20 consultants who self-selected as working with a systems psychodynamic approach were involved in this research. From the data created in this process, what is documented in this thesis is the first detailed description of the experience of 'working in this way' taken from the combined perspectives of these 20 consultants. Further, a systems psychodynamic approach to research is defined and applied in this thesis. In this way, the systems psychodynamics within the temporary 'system' created by the research was part of the territory under investigation. This process led to an important discovery. 18 of 20 consultants strongly asserted the importance of working with colleagues in pairs or teams when adopting a systems psychodynamic approach. However, at the time of interviewing, all 20 consultants were working alone and only 3 had immediate plans to work with others. An exploration of the reasons for this gap between beliefs about best practice and actual practice became the focus for the analysis of the data. What is discovered through this analysis is that the reasons why consultants are predominantly choosing to work alone are likely to be complex and irreducible. An exploration of the issues that working together can surface for consultants who apply a systems psychodynamic approach is presented under four sub-topics: system domain issues; theory-related issues; interpersonal issues and intrapsychic issues. In this detailed analysis, what is revealed is an absence of 'good enough' containment for the anxieties that are likely to be aroused when consultants work together. To this end, four 'containers' are proposed: organisation/brand-as-container; management-as-container; supervision-as-container and theory/praxis-as container. This research has uncovered some important challenges facing the community of practitioners in Australia. It is the contention in this thesis that they need to be addressed if the practice of consulting with a systems psychodynamic approach is to flourish and continue to grow.
2
Fitzsimons, Declan. "A psychodynamic perspective on the implementation of shared leaderships." Thesis, Cranfield University, 2013. http://dspace.lib.cranfield.ac.uk/handle/1826/7921.
Full textAbstract:
A
key
debate
within
leadership
research
is
whether
leadership
can
be
conceptualized
as
a
specialized
role
occupied
by
individuals
or
as
a
shared
influence
process
amongst
all
members
of
a
group
(Yukl,
2006).
Since
the
mid-‐
1990s
some
leadership
scholars,
as
a
counterpoint
to
the
dominance
of
the
former
and
using
terms
such
as
shared
and
distributed
leadership,
have
attempted
to
elaborate
new
‘post-‐heroic’
leadership
models
(Badaracco,
2001)
of
the
latter,
in
which
leadership
is
something
that
involves
all
group
members.
These
new
forms
of
leadership
are
often
positioned
as
something
that
organizations
can
implement
as
part
of
an
adaptive
response
to
a
rapidly
changing
world.
Despite
a
50-‐year
tradition
of
construing
leadership
as
a
group
level
construct,
little
attention
has
been
paid
in
these
emerging
debates
to
the
systems
psychodynamic
perspective.
From
this
perspective
there
are
grounds
for
suspecting
that
attempts
to
implement
shared
leadership
may
compound
rather
than
ameliorate
issues
related
to
adaptive
challenges
(Huffington,
James
and
Armstrong,
2004).
This
thesis
engages
with
the
shared
and
distributed
leadership
literatures
and
examines
how
a
systems
psychodynamic
perspective
can
contribute
not
only
to
debates
within
these
literatures
but
to
the
wider
controversies
in
the
leadership
literature.
This
thesis
reports
on
the
findings
of
a
single,
18-‐month,
longitudinal
case
study
of
a
senior
team
whose
managing
director
attempted
to
implement
shared
leadership.
Using
a
clinical
fieldwork
methodology
(Schein,
1987)
in
the
systems
psychodynamic
tradition
(Miller,
1993b;
Miller
and
Rice,
1967),
this
study
advances
a
number
of
contributions
to
theory.
These
include:
findings
that
challenge
existing
approaches
to
conceptualizing
leadership
–
shared
or
otherwise;
the
elucidation
of
complex
unconscious
team
processes
that
are
mobilized
as
a
senior
team
undertakes
adaptive
work;
and
thirdly,
a
more
sophisticated
and
theoretically
robust
conceptualization
of
leadership
as
a
group
level
phenomenon.
3
Vonofakos, Dimitris. "Differentiating anxiety, defence and work-related functioning in the psychodynamics of social systems : observing the unconscious cultures of psychiatric organisations." Thesis, University of Essex, 2009. http://ethos.bl.uk/OrderDetails.do?uin=uk.bl.ethos.495770.
Full textAbstract:
The aim of this thesis is the theoretical and empirical study of anxiety, defence and realityoriented functioning in social defence systems. The psychoanalytic background of the 'Tavistock approach' fonns the conceptual framework of this project. Thus the first chapter of the thesis discusses an overview of Freud's description of unconscious anxiety and defence, the positions of early psychic development as developed by Melanie Klein and Bion's extended view of projective identification as an early, non-verbal channel of emotional communication. An examination of group dynamics as studied by Freud and, in particular, Bion presents two major influences on the early work of the Tavistock group in the psychoanalytic study of organisations. In the second chapter, the emergence and establishment of the 'Tavistock approach' to the study of organisations is explored from a historical perspective. This serves to contextualise theoretical and professional shifts in this body of work, as well as illustrating the limited scope of its later application within the social defence systems paradigm. The following chapters present a re-worked, three-level view of social defence systems which incorporates co-existing defence-related and work-related states. This is an attempt to explore further the multiplicity of dynamics in social defence systems, utilising a wider range of psychoanalytic concepts. In order to test these theoretical constructs, an empirical study is carried out in two in-patient psychiatric wards. Using a psychoanalytically-influenced observational methodology, the empirical research focuses on the study of the institutions' cultures of work, hence connecting unconscious phantasy to work practices. The final chapter examines the main findings in a wider theoretical and professional framework. This thesis is a pilot study that attempts to illuminate the inner-workings of social defence systems through a psychoanalytic framework similar to the early Tavistock work in this area.
4
De, Gooijer Jinette, and n/a. "The murder in merger : developmental processes of a corporate merger and the struggle between life and death impulses." Swinburne University of Technology, 2006. http://adt.lib.swin.edu.au./public/adt-VSWT20070216.104601.
Full textAbstract:
This thesis contends that a corporate merger, on the scale of a global order, is a
'catastrophic change' and depends on 'killing off' parts of the former organisations for its
success. The act of annihilating parts of the former organisations is experienced as disengaged
and murderous by organisational members. This arouses persecutory anxiety of an unbearable
intensity amongst members from which they defend themselves by emotionally disconnecting
from the psychic reality of the organisation.
Several contentions underpin the hypothesis:
1. that a merger involves a developmental process in the creation and growth of a new
organisation;
2. the event of a merger causes disruptions to roles and relationships that are
experienced as a loss of power, status and identity, and also as an emotional loss for
what had been cherished and valued in the former organisation/s;
3. the emotional loss evokes the symbolic experience of the loss of a 'loved object',
and an instinctual loss becomes attached thereby to the real losses; and thus,
4. the process of merger involves a symbolic destruction of the 'loved organisational
object' of the former organisations, as held in the minds of organisational members.
The thesis is based on case study research conducted on the topic of emotional
connectedness in a network organisation over a three year period. Fieldwork began at the time
when the participating firm had just formed from a global merger of two large global
enterprises. The Australia-New Zealand regional operations were the focus of the study.
The research discovered a significant degree of emotional disconnectedness due to:
1. the nature of the work that required staff to work on client sites, away from home
and often alone;
2. a multiplicity of organisational structures that engendered fragmentary connections;
3. valuing individuals' self-reliance over and above the interdependence of
organisational members;
4. the many external changes experienced by the firm from the effects of the merger
and from market economics, political and business turmoil, and for the Australia-
New Zealand operations, a shift in the location of their corporate head office from
North America to Europe;
5. increasing uncertainty within the industry, and a commensurate increase in
competitiveness;
6. a loss of profitability in the Asia-Pacific region in which the case study participants
were located;
7. the turnover in the regional director's role, with three appointments in less than
two years;
8. dramatic rises and falls in staff numbers, ranging from an initial 450, to a high of
750, and sudden decline to 120 people during the period of the study;
9. the reluctance of vice-presidents and directors to take up a corporate management
role, preferring to work as 'project managers' on client assignments; and
10. all these factors contributing to an anxiety about the future of the Australia-New
Zealand (A-NZ) operations which was expressed as a fear of survival.
In response to these many factors, staff and management felt vulnerable and insecure,
experiencing the merger as an annihilation of 'loved objects'. These included the loss of a
partner's autonomy and ownership in the firm, familiar work procedures, and the loss of
belonging to a partner's work group and associated long-term relationships. The emotional
aspects of dealing with these losses and feelings were placed upon individuals to manage for
themselves. The burden of ensuring the survival of the firm was displaced upon individuals,
such that consultants became not only the 'container for work', but also the 'container for the
organisation's survival'.
As the merger progressed and more changes to the business were implemented with
little to no containment of people's felt experiences, the psychic reality of the A-NZ
operations became saturated with persecutory anxiety. In some parts of these operations, the
anxiety became so great that group interactions (what there were of them) seemed psychotic.
Those in management roles displayed a level of anxiety that appeared to be unbearable for the
individuals concerned, and which resulted at times in manic responses to the human and
commercial needs of the business.
Bion's theories of catastrophic change and emotional links, and Klein's theories on
persecutory and depressive anxieties are applied to understanding the systems psychodynamics
of the effects of the merger upon the organisation. The case reveals the presence of
persecutory anxiety in the immediate aftermath of the merger, lasting for nearly three years.
Various social defence mechanisms are identified as being used by organisational members
against this anxiety. They are: the co-existence of multiple organisational structures; a sentient
sub-system of 'counselling families'; idealisation of autonomous individuals; plus, the
mechanisms of projection, denial and regression.
Four factors are identified as significant for containing destructive forces in a corporate
merger: a) the role of emotional links to understanding the internal reality of a newly merged
organisation; b) the containment of experiences of catastrophic change and projective
processes; c) managing the realistic and neurotic anxieties of organisational members; and,
d) identifying and managing the primary risk in a merger.
A model is presented on the systems psychodynamics of a corporate merger. It
identifies the change process that a merger entails, and the psychodynamics of this process
using Bion's concept of container'contained.
The thesis contributes to understanding the psychic reality of organisational mergers
and offers a perspective that being alert to staff members' felt experiences and their emotional
connectedness, as a normal part of business, provides 'leading data' on the health of the
enterprise. Managers who are more 'wholly' informed about organisational realities, both
external and psychic realities, can work more realistically on resolving problems, assessing
risks, or making strategic business decisions.
5
Harding, Wendy Robyn, and wendy harding@rmit edu au. "Intersubjectivity and large groups a systems psychodynamic perspective." Swinburne University of Technology, 2005. http://adt.lib.swin.edu.au./public/adt-VSWT20060505.151504.
Full textAbstract:
This thesis argues the importance of the quality of relation between the individual and the large group in work organisations. The main thrust of this argument is that where relations between the individual and the large organisation are mutually recognising both the individual and the large organisation benefit.
The research explores three unstructured large groups through experiences of participants. The conceptual framework underpinning the research follows system psychodynamic traditions. These traditions support in depth exploration of both conscious and unconscious aspects of group life.
A multi case study design allows analysis of each of the case studies of the large groups, first separately and then together. Each of the single case analyses reveals patterns of interaction that are thought about as defense against the difficulties of being in the particular large group. The findings of the single case studies then become data for the multicase analysis. In the multicase analysis intersubjective theory is introduced. These theories, along with traditional system psychodynamic theories, allow opportunity to deeply consider the way in which individuals relate to the large group, and the impact of this relation on the formation and development of the large group.
The multicase analysis shows the difficulties group members had in asserting themselves and finding recognition in each of the large groups. The analysis also shows that despite these problems members continued to seek a recognising relation to the large group. This type of recognition, �large group recognition�, is distinguished from recognition found within interpersonal relations.
The multicase data suggests group members found large group recognition through direct and representative relations to the formal authorities and through subgroup competition. However, this recognition appeared to be characterised by dynamics of domination and submission rather than by mutual recognition. In intersubjective terms this is the dialectic of the master and slave. Recognition garnered through a master slave dynamic is understood to be compromised and deplete of the self-affirming qualities of mutuality. Consequently, where large group culture and structure are characterised by, and perpetuate master slave dynamics, the large group and the individual do not function optimally. This is proposed as the circumstance in the large groups of this study. Specifically, it is argued that the large size of the groups, along with tendencies towards patriarchal structure and culture, were instrumental in fostering master slave dynamics in each of the groups.
To conclude the thesis the research findings are considered with respect to large work organisations. This discussion explores the value of organisational contexts informed by mutuality, most particularly as organisations face the challenges of the post industrial era.
6
Dartington, Timothy. "Developing a systems psychodynamic approach to health and social care." Thesis, University of East London, 2010. http://roar.uel.ac.uk/2602/.
Full textAbstract:
This introductory essay takes an historical developmental view to my published work, from my early career as a social researcher at the Tavistock Institute (1970-76), through further research and consultancy projects in health and social care systems in the public and not-for-profit sectors of the UK, and finally (2001-2007) to an involuntary participant observation of the dynamics of care in my own family. The review is in two sections. In the first part I describe the methodology of a systems dynamics approach to understanding organizations, and my contribution to that methodology in relation to systems of care around vulnerable people. In the second part I explore the development of my thinking about the dynamics of care systems with particular attention to six key publications from 1979 to 2010 (Appendix A), which together make the body of work submitted for examination.
7
Nygren, Marianne. "Rorschach Comprehensive Variables and Assessment for Psychodynamic Psychotherapy." Doctoral thesis, Stockholm University, Department of Psychology, 2005. http://urn.kb.se/resolve?urn=urn:nbn:se:su:diva-368.
Full textAbstract:
Rationally selected Comprehensive System (CS; Exner, 1991, 1993, 2003) Rorschach variables and suitability for psychodynamic psychotherapy were investigated in four studies with different designs. The participants comprised three clinical samples (n = 52, 25, and 69) of patients applying for and/or selected for dynamic psychotherapy. With few exceptions the CS variables were the same in the studies, and in all the studies the Rorschach was independent of clinical ratings/assessments and/or selection of patients for treatment. The first study dealt with the relation between 17 rationally selected CS variables and suitability for psychotherapy as represented by ratings of Dynamic Capacity and Ego Strength and by selection of therapy applicants for psychotherapy. The second and third studies concerned CS score differences between groups of patients differing in suitability for dynamic psychotherapy. In the second study, differences for CS variables were predicted for three groups of dynamic psychotherapy patients with mixed diagnoses. In the third study, CS score differences between two groups, differing in suitability but similar in comprising personality disordered patients, were predicted and tested. In the fourth study, correlations were predicted between 18 pre-therapy CS variables and patient post-therapy satisfaction with therapy and also with therapist post-therapy ratings of their patients’ suitability for dynamic therapy.
For the four studies taken together, positive results were obtained for EA, FC, the D Score, Blends, Zf, F%, MQo, and AG. The results for m, SumT, WSUM6, X-%, S, and FrrF were negative, whereas the results for YFY, FD, COP, and PER were too weak to permit interpretation.
The main limitation of the research in this thesis is the lack of psychometric data concerning the clinical ratings whereas the strength is the ecological validity. The results are positive for some of the CS variables selected, mainly concerning control and cognition but also touching upon emotional integration and interpersonal forcefulness. The usefulness of the CS in psychotherapy assessment may be enhanced if only those CS variables that are found valid for the purpose are used and general personality descriptions are avoided.
8
Hanke, Ramona. "The impact of ballroom dancing on the marriage relationship." Diss., Pretoria : [s.n.], 2006. http://upetd.up.ac.za/thesis/available/etd-04132007-163833.
Full text
9
Izod, K. M. "A relational systems psychodynamic approach to the understanding of group and organisational processes : the construction of 'the relational terrain'." Thesis, University of the West of England, Bristol, 2017. http://eprints.uwe.ac.uk/31961/.
Full textAbstract:
This submission comprises a body of published works which update and extend the range of theories-in-use in the practice of Group Relations experiential learning, bringing a relational psychoanalytic framework to the understanding of groups and organisational dynamics, the practice of organisational change consultancy and the challenges of taking up complex professional roles. The papers span a 15 year period, although the thinking that underpins them draws on a professional career of 40 years in social work, social work management, organisational consultancy and teaching for professional development. The past 25+ years have been in the context of small business management and ownership, which additionally allows for a perspective gained from fluctuating market and workplace practices. Throughout this career, I have worked extensively to create and promote conditions which can support professional judgement in challenging situations. I view this as a relational task which is both intrapsychic and interactional, and accessed through the making of links between inner world experiences of thoughts, feelings and fantasies, external world realities of organisational structures and processes, and the taking up of roles. I use psychosocial methodologies to help make sense of workplace dilemmas, and a broad repertoire of developmental interventions to effect change. Accompanying the published works is a commentary which outlines the papers and their particular contribution to the field of professional practice. What emerges from meta-analysis of the publications are the foundations for a theory of interaction based on a new framework for understanding and working in organisations, and consulting to group behaviour. I have called this ‘The Relational Terrain’ and I expound and illustrate it with material from the papers, and from my consulting work. I give evidence of the impact of these publications, of how and where ideas have been taken up, bringing fresh perspectives to established traditions, as well as practical value for clients attempting to effect change in themselves and their organisations. I suggest that there is now a groundswell of interest in the application of relational theories to group and organisational behaviour, and that this submission constitutes a body of knowledge which is ripe for a broader audience at this time.
10
Bain, Katherine Alison. "Chased by the dragon the experience of relapse in cocaine and heroin users /." Diss., Pretoria : [s.n.], 2004. http://upetd.up.ac.za/thesis/available/etd-10192004-100341.
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11
Minns, Michael David. "National Health Service (N.H.S.) mediation in focus : a psychoanalytic lens on the unconscious at work : how does conflict find its way into organisational life?" Thesis, University of Exeter, 2015. http://hdl.handle.net/10871/25894.
Full textAbstract:
Workplace mediation services are committed to developing strategies that help people resolve conflict. In its various intrapsychic and psychosocial guises conflict is central to psychoanalytic theory and practice, but within the current literature there are no qualitative workplace mediation studies explicitly drawing on psychoanalytic/systems psychodynamic theory and thinking. In this way, the dynamic unconscious is effectively marginalised from the mediation research literature. This research adopts a case study approach, and reports the findings of a mixed methods mediation service review undertaken in an N.H.S. Trust. All research participants experienced significant conflict in the workplace, or were directly involved in addressing the antecedents, management and/or consequences associated with collegial and organisational dispute. 27 current N.H.S employees, selected by the mediation service lead, were invited to participate, with 15 proceeding to interview. All 15 participants contribute towards the service review data, whilst 6 of these interviews are used to specifically underpin psychoanalytic/systems psychodynamic analysis. The study methodology incorporates analytically informed negative capability and the Free Association Narrative Interviewing (F.A.N.I.) and analysis methods of Holloway & Jefferson (2012). An emphasis is placed working with the whole data according to the principles of gestalt, including the inter-subjective dynamics of the interview encounter itself, and analytical concepts such as counter-transference, splitting and projective identification. Many of the skills needed to work successfully as a psychoanalytic mediator are illustrated. The study also presents a summative content analysis of Trust board minutes Dec.2012 - Dec. 2015 to establish the representation of organisational conflict and mediation at the most senior levels of the organisation. A discrepancy between the reported prevalence of organisational conflict and its representation at board level is evident. The study links the service review findings to recommendations for the N.H.S. Trust at the level of policy and practice, alongside suggestions for further research.
12
Kjellstrand, Indira. "The impact of the social unconscious on organizational learning in Kazakhstan." Thesis, University of Bath, 2016. https://ethos.bl.uk/OrderDetails.do?uin=uk.bl.ethos.687304.
Full textAbstract:
The purpose of this research is to explore the impact of the social unconscious on organizational learning in Kazakhstan. Organizational learning is presented as a social process, and interpreted as happening in the interplay between social and unconscious emotions and organizational power relations (Vince and Gabriel, 2011; Vince, 2001). Psychodynamic theory is used to study organizational learning. This approach supports an analysis of the interplay between unconscious emotions and power relations that affect organizational learning processes. The study pinpoints how individuals in organizations are bound to organizational power relations, which both define the learning possibilities of its members, and, at the same time, reproduce those power relations. I focus on the unconscious elements of the reproduction of power relations that harbour and steer individual and collective relations (Frosh, 2001). Particular attention is paid to how power relations, which are influenced by the social unconscious (Weinberg, 2007) regulate individuals’ inner worlds and underlie their social interactions. The empirical part of the thesis presents the fieldwork in five organisations where semi-structured interviews were carried out using elements of photo-elicitation, with records kept in my reflexive diary notes. The work is grounded in my empirical data, and designed to address the research questions by iterative movement between the captured data and the theoretical framework. The research contributes to scholarship pertaining to emotion, politics and organizational learning with the key contribution being the insights gained from probing the role of individuals and their emotions in their efforts to learn in post-Soviet organizations. Elements of the old (Soviet) regime linger in the new organizations that form Kazakhstan's free market economy and the tension between these regimes provides an environment that is rich both in emotion and power/politics. This offers an opportunity to shed light on the interplay between emotion as well as power during individual and organizational attempts to learn. More specifically, emotions and organizational power relations are discussed through five aspects of the social unconscious identified from the empirical data. Subsequently, four sets of emotions pertaining to the five aspects are refined from these findings and discussed in terms of the impact that emotions have on learning processes.
13
Smuts, Sonia. "A Rorschach study of fifteen women with trichotillomania." Diss., Pretoria : [s.n.], 2002. http://upetd.up.ac.za/thesis/available/etd-03072005-121028.
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14
Bessil, Marcela Haupt. "A prática docente de educação de jovens e adultos no sistema prisional : um estudo da psicodinâmica do trabalho." reponame:Biblioteca Digital de Teses e Dissertações da UFRGS, 2015. http://hdl.handle.net/10183/151399.
Full textAbstract:
Esta pesquisa propõe-se a investigar a temática referente à prática docente de Educação de Jovens e Adultos no sistema prisional, especificamente relacionada às vivencias de prazer e sofrimento na execução do trabalho. No atual momento brasileiro, muito tem se falado nos objetivos e funcionamento do sistema prisional, lembrando que o Brasil possui uma das maiores populações carcerárias do mundo. Então, os profissionais que atuam junto a essa população experienciam o universo do cárcere. As questões que envolvem a atividade docente nesse contexto têm suas peculiaridades e foi o que esse estudo buscou abordar. Fundamenta-se teórica e metodologicamente na Psicodinâmica do Trabalho. Utilizou-se o método qualitativo, realizando entrevistas individuais, semi-estruturadas com dez professores de Educação de Jovens e Adultos que atuam no sistema prisional. A análise dos resultados foi desenvolvida a partir da Psicodinâmica do Trabalho evidenciando que a organização dos estabelecimentos prisionais interfere diretamente nas atividades desses docentes. As limitações dos recursos materiais e de espaço físico abrem a possibilidade para a criatividade dos docentes. A construção do conhecimento e de novas capacidades daí derivadas são elementos-chave no desenvolvimento de processos de trabalho, em quaisquer de suas características, tempo ou espaço. A relação com o aluno que se encontra cumprindo medida restritiva de liberdade é vivenciada como um momento de prazer do trabalho, pois os docentes encontram o reconhecimento de sua atividade laborativa nesse momento. Contudo, referem sofrer preconceito por parte de colegas que atuam no sistema regular de ensino ou mesmo no sistema prisional, de familiares e da sociedade em geral por exercer seu trabalho nesse contexto, o que gera sofrimento. Mesmo assim, os docentes construíram um espaço para discussões e trocas de experiências semanais, que é chamado de reuniões pedagógicas. Esse espaço de fala acontece dentro de um dos estabelecimentos prisional, onde é a sede do Núcleo Estadual de Educação de Jovens e Adultos do complexo penitenciário estudado. Por isso a necessidade d e reconhecimento da Educação de Jovens e adultos em regime de Privação de Liberdade como um componente da política pública de Educação, conforme é previsto na Constituição Federal e na Lei de Execuções Penais. Pensar o processo de trabalho implica necessariamente uma reflexão sobre limites e possibilidades, mas principalmente sobre responsabilidades diante dessa população privada de liberdade. Sendo assim, percebe-se que o trabalho realizado pelos docentes pode ser um elo de aprendizagem tanto de novos conhecimentos como de novas perspectivas para os que ali se encontram cumprindo pena. Em face dessa clientela específica e com necessidades diferenciadas, o docente de Educação de Jovens e Adultos que atende ás demandas das pessoas privadas de liberdade deve desenvolver suas atividades centradas na necessidade do indivíduo, considerando os aspectos éticos e legais da profissão e levando em consideração as características próprias do Sistema Prisional.This research aims to investigate the issue related to the teaching practice of Youth and Adult Education in the prison system, specifically related to the experiences of pleasure and suffering in the execution of the work. In current Brazilian period, much has been said about the objectives and functioning of the prison system, nothing that Brazil has one of the largest prison populations in the world. Then the professionals who work with this population experiences the prison universe. The issues surrounding the teaching activity in this context has its own peculiarities and that's what this study sought to address. It is based on theoretical and methodological psychodynamics of work. We used the qualitative method by conducting individual interviews, semi-structured with ten Youth and Adult Education teachers who work inside the prison system. The analysis was developed from the psychodynamics of work showing that the organization of prisons directly interferes in the activities of these teachers. The limitations of material resources and physical space open up the possibility for teachers’ creativity. The construction of knowledge and new skills derivated are key elementS in the development of work processes, in any of its features, time or space. The relationship with the student who is serving setences involving deprovation of freedom is experienced as a moment of pleasure at work because teachers face recognition of their labor activity at that time. However, refer suffer prejudice from colleagues who work in the mainstream education system or even in prison system, family and society in general for exercising their work in this context, which creates suffering. Nevertheless, the teachers built a space for discussion and exchange of experiences weekly, which is called pedagogical meetings. This space of speech happens inside one of the prison establishments, which is the headquarters of the State Center for Youth and Adult Education of the prison complex studied. Hence the need for recognition of Youth and adults in Deprivation of freedom as a component of the educational public policy regime, as is provided for in the Federal Constitution and the Law of Criminal enforcement. To think about the work process necessarily involves na observation on the limits and possibilities, but mainly about responsibilities before the prison population. Thus, it is clear that the work done by teachers may be a learning link of new knowledge and new perspectives to those who are serving time. In the face of this specific clientele and its different needs, professor of Youth and Adult Education that meets the demands of persons deprived of freedom must develop his activities centered on the need of the individual, considering the ethical and legal aspects of the profession and taking into account the characteristics of the prison system.
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Perez, Karine Vanessa. ""Entre o real e o ideal, existe o possível" : a proposta da Clínica do Trabalho Institucional como dispositivo de atenção à saúde mental dos profissionais e usuários do Sistema Único de Saúde (SUS)." reponame:Biblioteca Digital de Teses e Dissertações da UFRGS, 2017. http://hdl.handle.net/10183/180998.
Full textAbstract:
A construção desta tese está alicerçada na inter-relação entre profissionais e usuários do Sistema Único de Saúde (SUS), no que diz respeito às questões relativas a saúde mental relacionada ao trabalho. Existem atualmente propostas relativas a políticas e ações voltadas à saúde dos trabalhadores, porém o campo de práticas, neste contexto, não tem produzido respostas significativas para atender as demandas de sofrimento psíquico do trabalho. Assim, esta pesquisa se propôs a compreender de que modo os profissionais da saúde percebem a saúde mental relacionada ao trabalho vivenciada pelos usuários do SUS. O embasamento teórico e metodológico está fundamentado na Psicodinâmica do Trabalho e nas teorias voltadas para a Saúde Mental e Trabalho. O método de pesquisa foi baseado na Psicodinâmica do Trabalho, em que foi realizada uma adaptação da proposta strictu sensu, sendo composta pela pré-pesquisa, pesquisa propriamente dita e pela perlaboração como validação. Participaram da pesquisa mulheres e homens que atuam como profissionais da saúde no SUS. O material de análise e interpretação resultou de 15 entrevistas individuais e 4 coletivas, totalizando 69 participantes. Além disso, registros realizados no diário de campo também integraram o material analisado, fundamentando assim a observação clínica. Os resultados se propuseram a atender aos objetivos da investigação e originaram cinco eixos-temáticos, sendo estes: Trabalho e Subjetividade: Entre Saberes e Fazeres; Saúde Mental e Trabalho no SUS: Articulações em Rede; Organização do Trabalho nos Serviços do SUS; Produção de Saúde e Adoecimento no Trabalho; Pesquisa-Intervenção como Possibilidade de Reflexão-Transformação. Ao falar do trabalho, é necessário dizer sobre o trabalhador, desse modo, esta pesquisa abordou tanto as especificidades do fazer desses profissionais, quanto a dinâmica de prazer e sofrimento vivenciada por eles. Observou-se que a percepção sobre a saúde mental relacionada ao trabalho dos usuários é atravessada pelo reconhecimento da centralidade do trabalho e do potencial criativo/destrutivo dos modos de trabalhar. Identificou-se a elaboração de estratégias defensivas e estratégias de resistência para lidar com as adversidades do trabalho. Para que seja possível colocar em circulação a Clínica do Trabalho para os usuários-trabalhadores, é primordial a constituição de uma Clínica do Trabalho Institucional voltada para os profissionais da saúde. Enfatiza-se assim, a importância dos espaços de fala e escuta, em que os profissionais do SUS possam compartilhar aquilo que faz sofrer no meio laboral, dando a esta carga psíquica um lugar de potência e transformação. A partir desse acolhimento poderão então estar disponíveis para um cuidado integral e humanizado, relativo a saúde dos trabalhadores-usuários, colocando em movimento um olhar permeado pela Clínica do Trabalho.This thesis construction is based in the interrelationships between professionals and users of the Unified Health System (SUS), in relation to the mental health related issues related to work. Currently, there are proposals for policies and actions aimed at the workers' health, but the field of practices, in this context, has not produced meaningful answers to meet the demands of mental suffering from work. Thus, this research intends to understand how the health professionals perceive the work related mental health experienced by the SUS users. The theoretical and methodological basement is based on the Psychodynamics of Work and the theories focused on Health Mental and Work. The research method was based on Work Psychodynamics, in which the strictu sensu proposal was adapted, being composed by pre-research, research per se, and working through as validation. Women and men who work as health professionals in the SUS participated in the research. The analysis and interpretation material resulted from 15 individual and 4 collective interviews, totaling 69 participants. In addition, records made in the field diary also integrated the analyzed material, thus grounding the clinic observation. The results set out to meet the objectives of the research and originated five thematic axes, these being: Work and Subjectivity: Between knowledge and making; Mental Health and Work in SUS: Network Joints; Work Organization in the SUS Services; Health Productions and Illness at work; Research- Intervention as a Reflection-Transformation Possibility. When talking about work, it is necessary to tell about the worker, in this way, this research addressed both the specificities of the work of these professionals, and the dynamics of pleasure and suffering experienced by them. It was noted that the user’s perception about work related mental health is crossed by the recognition of the centrality of work and the creative/destructive potential of the ways of working. It was identified the elaboration of defensive and resistance strategies for dealing with adversity at work. In order to be able to put into circulation the work clinic for the user-workers, it is essential to establish an Institutional Work Clinic focused on the health professionals. This emphasizes the importance of spaces for speaking and listening, in which the SUS professionals can share what causes suffering in the workplace, giving this psychic burden a place of power and transformation. From this reception can then they be available for an integral and humanized care, concerning the health of the workers-users, putting in motion a look permeated by the work clinic.
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Naik, Biva. "The systems psychodynamics underlying the work-family interface amongst managerial women in the public sector." Thesis, 2014. http://hdl.handle.net/10500/18528.
Full textAbstract:
It is argued that key to gender empowerment and the success of women in leadership is the exploration of the work-family interface which serves to enhance the understanding of issues faced by women leaders as they navigate through their domestic and management roles. It is also contended that work-family scholarship move beyond the study of objective characteristics, and the overt conscious level of functioning of the interface, to an understanding of the intra-psychic experiences of individuals. Recognising the preoccupation with the role strain perspective, it is argued that work-family scholarship adopts a more balanced view and considers the positive and negative effects of participating in multiple roles. Hence the general aim of this qualitative study was to understand the systems psychodynamics underlying the work-family interface that influence the processes of enrichment and conflict among managerial women in the public sector.
In the empirical study, data was gathered using the organisational role analysis method, and analysed by means of systems psychodynamic discourse analysis. Six themes and their related subthemes were identified, namely anxiety and conflict, identity, boundary management, authority, role and task. The findings explored the manner in which these behavioural dynamics of participants, and their family and organisational systems interacted, mutually influencing each other, and shaping the way managerial women found, made and took up their domestic and management roles at the work-family interface. This led to resource generation and role enhancement, or resource depletion and role strain in the role (domestic or management). Through relatedness, projection and introjection between the systems and roles, the quality of life in one role influenced the other role, promoting enrichment and conflict at the interface. This study concluded that both enrichment and conflict occur at the interface. While participants oscillated between experiencing enrichment and conflict, some participants experienced more enrichment than conflict, while others experienced more conflict than enrichment at the work-family interface. The extent to which enrichment or conflict occurred between the systems was mediated by participants’ ability to self-contain, and/or the receiving system’s ability to serve as a “good enough” holding environment containing the anxieties experienced in the other role.D. Litt et Phil. (Industrial & Organisational Psychology)
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Abrahams, Fayruz. "A systems psychodynamic perspective on dealing with change amongst different leadership styles." Thesis, 2005. http://hdl.handle.net/10500/1519.
Full textAbstract:
This study focussed on the systems psychodynamic perspective of how different leadership styles (paranoid, schizoid, depressive, compulsive and histrionic) deal with change as measured in a focus group consisting of four psychologists. How the different styles deal with change was compared to the definitions established to distinguish the key tendencies apparent during change for each style. Content analysis was applied to determine an integrative profile for each style during change. Though each of the styles responds in distinctly different ways when faced with change, all show a heightened level of reaction on the interpersonal dimension, indicating that change dramatically affects leader-follower relationships. The findings highlight the reversion during change to extreme self-interest and a tendency to use the team to serve this self-interest. Recommendations were presented to create reflective space so the leader may, through insight, be in a position to establish collaborative leader-follower relationships that are open to change.Indust & Org Psychology
MCOM (IND PSYCHOLOGY)
18
Goldin, Neville Mark. "Systems psychodynamic coaching for leaders in career transition." Thesis, 2017. http://hdl.handle.net/10500/24388.
Full textAbstract:
The post-modern economy has altered the career landscape – career trajectories are now far more fluid and unpredictable, punctuated by multiple occupational changes, increased job mobility and more frequent and increasingly difficult job transitions. Leaders are frequently ill-prepared for the changing world of work that is progressively dominated by self-managed careers.
Taking on a new role is fraught with complexity - for the “chosen one” and for organisations. The implications of successful, failed or derailed job transitions can have strategic and other ramifications for organisations and individuals alike.
This study explores the career transition experiences of and the usefulness of career transition executive coaching for eleven individual leaders from various South African organisations. It is a descriptive, explanatory and exploratory qualitative study, employing the systems psychodynamic paradigm, chosen because it focuses on depth psychology and is a developmentally oriented, psycho-educational organisational theory.
The study adopted an interpretive stance for understanding leaders’ systemic conscious and unconscious behaviour. The ACIBART model helped to interpret the experiences of leaders in transition. These transitions involve the taking and making of a role, implying the loss which attends leaving a previous role, and adjustment to and being authorised in a new, unfamiliar role, including a liminal period of being “in between”. This inevitably produces an inner drama in which internalised past figures, possibly related to the new role, are brought back to life, and perhaps even amplified in the present. These “unconscious echoes” explain the powerful emotions that frequently attend transitions, especially at the so-called mid-life, and which in turn activate various defence mechanisms. The systems psychodynamic approach to career transition coaching was particularly useful in helping the participants identify personal patterns and link these to their past and thereby develop personal awareness and insight. The “coaching space” thus became a containing, “transitional space” where the participants could safely do the work required to make the adjustment to their new roles.
Finally, recommendations to various stakeholders regarding the provision of systems psychodynamic coaching for leaders in career transition are made.Psychology
D. Phil. (Psychology)
19
Motsoaledi, Lerato Susan Pinky. "Executive coaching in diversity from a systems psychodynamic perspective." Thesis, 2009. http://hdl.handle.net/10500/3888.
Full textAbstract:
This descriptive research addressed the challenges of working with the conscious and unconscious aspects of diversity in order to enhance insights into covert and deeper diversity dynamics in organisations. The research supported the evolving trend of shifting the systems psychodynamic orientation from the group to the individual context. The general aim was to describe a systems psychodynamic coaching model, and to determine its trustworthiness in assisting executives to work effectively with conscious and unconscious diversity dynamics. Literature was reviewed to provide a theoretical foundation of diversity challenges which executives face in South African organisations. This was augmented by systems psychodynamic literature, which provided a theoretical basis upon which to understand the intrapsychic aspects of the executives and their interplay with systemic dynamics.
The empirical study was conducted over ten months to determine the trustworthiness of executive coaching in diversity from a systems psychodynamic perspective. Data was gathered using the organisational role analysis approach, and analysed by means of the systems psychodynamic discourse analysis method. Nine major themes and their related sub-themes were identified, namely, gender, race, ethnicity, authority, disability, language, age, de-authorisation of diversity work, and the coaching process. Through the coaching, the executives gained insights into their intrapsychic environment and the complex, multifaceted and intersecting nature of diversity in their organisations. They were assisted to take up their leadership roles more effectively and to take action on behalf of their organisations. The research hypothesis formulated and the conclusion made was that executive coaching from a systems psychodynamic perspective displays trustworthiness.Industrial and Organisational Psychology
D. Litt. et Phil. (Consulting Psychology)
20
Parsadh, Adrian. "Experiences of a systems psychodynamic executive group coaching programme." Thesis, 2019. http://hdl.handle.net/10500/26934.
Full textAbstract:
Executive group coaching, as a development intervention, and interest in coaching
research has steadily increased over the years. Psychodynamic group coaching and
coaching programmes have, however, received limited empirical attention. In this study,
the researcher argues the criticality for coaches in better understanding of unconscious
group coaching dynamics. The researcher felt that by designing a Systems
Psychodynamic Executive Group Coaching Programme (SPEGCP) as a
psychoeducational developmentally focused learning opportunity would allow for an
exploration of systemic conscious and unconscious group coaching dynamic behaviours.
The researcher sought to explore, describe and analyse the lived experiences of
coaches in the SPEGCP.
Interpretative phenomenological hermeneutic, using systems psychodynamic
perspective as a theoretical framework, served the study well by enabling the researcher
to apply in-depth description and interpretation. A case study research strategy was
adopted were individual participants were analysed and then integrated across
participants analysis of findings. The study revealed the structured nature of the
SPEGCP acted as a container, transitional object, and containment for coaches.
SPEGCP contributed to the development of insights into the unconscious group
coaching dynamics related to role, authority, boundary and identity manifested in
uncertainties, role confusion, person-role-organisation dynamic influences and defensive structures in the paranoid-schizoid position, and reflective containment for learning in the
depressive position. The quality of the relationship between the consultant-coach and
group, and the systems psychodynamic consulting and coaching stance, were critical
for exploration and reflective insights to emerge. As the systems psychodynamic group
coaching and consulting stance can add significant value to the growth and functioning
of coaches, and thus executives and their groups in which they operate, a study of this
nature was important if not critical. The study provides an opportunity to consider that
this third generation type of evidence based consulting and coaching be viewed as an
integrated part of the development of coaches, consultants, and thus executive groups.Psychology
D. Litt. et Phil. (Psychology)
21
Chaithram, Reshmika. "A systems psychodynamic description of gender role experiences and gender transformation in a government organisation." Diss., 2019. http://hdl.handle.net/10500/26543.
Full textAbstract:
The focus of this research was to describe gender role experiences and gender transformation from a systems psychodynamic stance. Women have fought to overcome past oppressions but society intended to label women continually as traditional homemakers. In organisations, women are still subjected to receiving certain non-challenging jobs, such as administrative tasks, secretarial and office assistant duties as compared to men who fulfil professional and managerial roles. Men, on the other hand, experience the daily pressures of living up to societal brandings, which regard them as tough bosses and breadwinners. Hermeneutic phenomenology enabled participants to share their lived gender role experiences. Furthermore, the hermeneutic paradigm assisted the researcher with an in-depth understanding of participants’ phenomenological experiences. The researcher therefore explored, analysed and described the phenomenological gender experiences of male and female employees and a transgender employee from a systems psychodynamic stance. Semi-structured interviews were conducted with four male and four female participants. Men and women often projected positive behaviours onto each other that would result in them challenging and breaking the obsolete, stereotypical thinking handed out by society. The isolation and loneliness experienced by transgender persons manifest in unauthentic and false living. The organisation created high levels of anxiety in its employees’ which contributed towards male, female and transgender role experiences. Individual defence mechanisms were used as a method of addressing anxieties. Men, women and
v
transgender persons were affected by their constant need for recognition and advancement in the organisation but refused to show any concerns for fear of consequences from the leaders of the organisation. Men, women and transgender persons became containers and shared the emotional burdens of the organisation and their family life in different ways. Recommendations for gender transformative approaches are discussed to address issues of inequality in the organisation.M. Com. (Industrial and Organisational Psychology)
22
Bullen, Graham Neil. "A psychodynamic view of the consulting relationship : a case study." Diss., 2003. http://hdl.handle.net/10500/1837.
Full textAbstract:
The focus of this study was the unconscious dynamics in the consultant-client relationship as industrial and organisational psychologists seek to achieve change in client organisational systems. Twelve psychodynamic themes were used to interpret a journal maintained by the consultant throughout one consulting assignment, in an effort to understand the unconscious processes influencing the effectiveness of the consulting relationship. Analysis found that the client system imported the consultant to carry nurturing and healing on behalf of the system, but projected onto and into him the confusion, pain, hostility and incompetence in the system, stripped him of authority and manipulated him out of his role as change agent. The consultant unconsciously accepted the projections, failed to contain the system’s anxiety, gravitated towards the paranoid-schizoid position and was unable to effect meaningful change. Recommendations where made for the use of this form of psychodynamic analysis as a self-evaluative tool in the consulting context.Industrial and Organisational Psychology
M.A.
23
Van, Eeden René. "Group processes and dynamics in relation to transactional and transformational leadership." Thesis, 2005. http://hdl.handle.net/10500/1537.
Full textAbstract:
This study investigated the relationship between leadership style and group processes and dynamics with due consideration of the role of related systems in the context of organisational change. The theoretical assumptions and practical implications of the full range model of leadership were discussed. This model emphasises the transactional-transformational paradigm. In addition, approaches to studying and working with groups were covered, focusing specifically on group processes and group dynamics. In the case of the latter, the systems psychodynamic perspective was emphasised. The present study was conducted in a plant of a South African production organisation that had been experiencing transformation. An intervention was done at management level to identify behavioural and operational issues and to sensitise the members of the management team in terms of individual and group functioning. The conceptualisation of leadership styles in terms of the full range model of leadership was largely supported by means of associations with certain personality traits and behaviours. The latter also provided a profile of desired characteristics, especially in terms of interpersonal styles and work and social ethics. The theory on group processes and dynamics was used to explore group and organisational functioning. The context of change and the related insecurity resulted in efforts to deal with anxiety by means of excessive reliance on structure. Centralised leadership and a dynamic of control and dependency characterised all levels of the organisation. Cooperation in an interdependent manner was therefore problematic and there was also a struggle in terms of interrelatedness in and between systems. The unconscious defence strategy was related to the general reliance on transactional behaviours and the lack of authorisation of leadership in terms of transformational behaviours. Despite the successful application of theory in the present study and the contribution made by the results, it was concluded that the uniqueness and the realities of each situation need to be explored and provided for, and a system should be allowed to determine the progression in the system.Psychology
D. Litt. et Phil. (Psychology)
24
Van, Niekerk Elna. "The systems psychodynamic world of the fund manager." Thesis, 2011. http://hdl.handle.net/10500/4916.
Full text
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May, Michelle S. "The unconscious at work in a historically black university : the (k)not of relationship between students, lecturers and management." Thesis, 2010. http://hdl.handle.net/10500/4163.
Full textAbstract:
The historically black and historically white universities in South Africa were
shaped by apartheid policies. Within this socio-political context the project started
when I, who was a lecturer at a historically black university (HBU), was confronted
by violent interactions between lecturers and students, and a perceived passivity
on the part of management when lecturers were threatened by students with
violence in social and academic settings. Based on socio-historical factors and my
personal experiences, I explored the experiences of lecturers at an HBU, i.e. their
relationship with students and management, to form an understanding about how
the lecturers’ experiences influenced the unconscious dynamic processes of the
intergroup transactions between themselves and the students and management.
A qualitative research method was chosen because it allowed for the in-depth
analysis and interpretation of the lecturers’ experiences in a particular HBU.
Hermeneutic phenomenology, using the systems psychodynamic perspective,
allowed for the description and interpretation of the lecturers’ experiences. Data
collection entailed hermeneutic conversations with the nine lecturers from an
HBU. In the analysis, interpretation and reporting of the findings, the interpretive
stance proposed by Shapiro and Carr (1991) was used. This analysis and
interpretation entailed a collaborative dimension – the analysed data was sent to
the lecturers to ascertain whether the analysis was a reflection of their
experiences, as well as to experts in the systems psychodynamic perspective to
ascertain whether the interpretations were plausible.
The relationship between students, lecturers and management was contradictory,
because it was marked by hope for an effective working relationship and by
continuing conflict and violence – resulting in the (k)not of relationship based on
the (k)not of achievement apparent in the lecturers’ relationship with students,
and the (k)not of performance evident in their relationship with management. The
intergroup transactions between students, lecturers and management were
marked by a reign of terror as threats of violence, or actual physical violence, were
directed at lecturers by students with little or no intervention by management. By integrating the findings with systems psychodynamic literature, several working
hypotheses and two research hypotheses regarding the (k)not of relationship
between the three stakeholders were generated.Psychology
D.Litt. et Phil. (Psychology)
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Sanchen, Henning. "Towards a system psychodynamic model of psychological wellness." Thesis, 2009. http://hdl.handle.net/10500/2971.
Full textAbstract:
The aim of this study was to construct a system psychodynamic model of psychological wellness that is applicable at individual, group and organisational levels. This aim was successfully accomplished by studying all the relevant theory and conducting qualitative research. The research paradigm was the system psychodynamic theory, which is a fusion of both psychodynamic thinking and systems thinking.
The System Psychodynamic (SPD) Wellness Triangle is constructed with three main themes namely Identity, Hope and Love. In total, 39 themes were identified and they are all embedded in the Sierpinski fractal, which forms the graphical design of the model.
The model may assist consulting psychologists to gain insight regarding psychological wellness on individual, group and organisational level.
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Madurai, Michelle. "The systems psychodynamic role analysis of the 21st century leader." Thesis, 2017. http://hdl.handle.net/10500/23381.
Full textAbstract:
The 21st century is characterised by globalisation, turbulent change, an information explosion and an electronic revolution. The result is organisations with decentralised structures, increased employee empowerment and growth alliances. This changing landscape calls for a more holistic, collaborative outlook on leadership, placing the emphasis on relationships, context and transformation where leadership occurs at multiple levels in organisations. While organisations work towards future sustainability in response to the demands of this landscape, leaders are faced with their own personal transition within their roles. Leadership is a socially constructed process that is co-created amidst pressure from self-expectations, follower expectations and organisational requirements. Leadership as a boundary-keeping role that functions on the periphery between the organisation and the external environment, evokes anxiety.
The researcher sought to explore, describe and analyse the lived leadership role experience of 21st century leaders as it plays out above and below the surface of consciousness. At the conscious level, the normative role refers to job description and content. At the unconscious level, the existential role deals with the role in the mind of the individual, while the phenomenal role relates to what others perceive and project onto the individual fulfilling the role. The level of congruence between these three roles and its consequent impact on the individual leadership experience were explored.
Hermeneutic phenomenology, using the systems psychodynamic perspective as a theoretical framework, enabled the researcher to apply in-depth description and interpretation. A case study research approach was adopted where individual cases were analysed and then consolidated into a cross-case analysis of findings.
The study revealed the underlying mental activity and irrational behaviour relating to anxiety, conflict and defences that manifest for 21st century leaders. By integrating the findings with both systems psychodynamic literature and leadership literature, nine themes emerged, namely anxiety, leadership identity, boundaries, authority, role, task, containment, valence and perceived performance. These themes culminated in a research hypothesis about the constant evolution of the leadership role in the context of the current business landscape.Psychology
Ph. D. (Consulting Psychology)
28
Myburg, Hester Susanna. "The experience of organisational development consultants working in the systems psychodynamic stance." Diss., 2005. http://hdl.handle.net/10500/1473.
Full textAbstract:
When working from the systems psychodynamic stance, consultants experience that they become part of the group dynamics through projection, projective identification, transference and counter-transference. This research was undertaken to explore the impact on consultants doing systems psychodynamic consultation in their own formal system within a large financial institution in South Africa. Findings were that primary (race, gender and age), and secondary (social identity, language and skills, or level of expertise in this consulting stance) diversity factors strongly impact on them. Consultants play a strong containment role. Consultants experienced the effect at all levels of their lives, including intellectual (struggling to function and think clearly), physical (insomnia, eating disorders, usual exercise not helping), emotional (crying and anger) and social (their work not being understood by friends and family, growing apart from loved ones). For all of them the positive spin-off was the personal growth on the journey that they embarked on.Industrial and Organisational Psychology
M. Comm. (Industrial and Organisational Psychology)
29
Shongwe, Martina. "Systems psychodynamic experiences of professionals in acting positions in a South African organisation." Thesis, 2014. http://hdl.handle.net/10500/14616.
Full textAbstract:
During times of organisational change and restructuring, employees, are often placed in acting positions. Consciously, organisations frame their reasons for this practice as preparing the system for a new strategy, organisational structure, work distribution and leadership challenges. This implies that the conscious reasons for using acting as a human resources practice may not be sound, leading to a question about the possibility of unconscious collusions operating in the system. From an unconscious perspective, it can be hypothesised that this practice represents how organisations respond to its unprocessed unconscious anxieties inherent to change, transformation and adapting to new ways of thinking, operating and functioning.
This research was done using systems psychodynamics as theoretical paradigm and theory, offering a depth-psychology organisational theory, OD consultancy and qualitative research stance which differentiate between conscious and unconscious. The unconscious contains anxiety against which the system defends, specifically, by using dependence, fight/flight, pairing, me-ness and we-ness. Role identity consists of the normative, existential and phenomenal roles. If the three role parts are similar, anxiety is contained and bearable. When there are splits between the three role parts, persecutory and paranoid anxiety exists.
The acting professionals’ normative role was relatively clear. In their existential role they introjected confusion, uncertainty, splits about their competence, doubt in their own authority, shame, and conflict in their view of the other. In their phenomenal role they received projections from the organisation about incompetence and denigration.
The findings indicated how acting professionals experienced different kinds and intensities of anxiety. They got confused about their primary task, and the differences between their normative, existential and phenomenal roles caused high levels of performance anxiety. They struggled to manage their personal and work boundaries and the system de-authorised them by withholding information and feedback about their contribution to the organisation and their acting tenure.
Acting professionals experienced being seduced by the power of the organisation, their careers being placed on hold, and being bullied by the systemic illness and toxicity in the organisational. It was concluded that the organisational system unconsciously uses acting positions as a psychodynamic container of organisational change anxiety.Industrial & Organisational Psychology
Ph.D. (Consulting Psychology)
30
Abrahams, Fayruz. "Meaning-making post an intensive experiential event." Thesis, 2019. http://hdl.handle.net/10500/26767.
Full textAbstract:
Group relations events are intended to enable transformation through learning, but
such collective experiential events are not explicitly focused on enabling individual
group members to derive meaning from them. This research aims to explicate
individual learning from the experiences of a group relations event, in order to
formulate a process for meaning-making post an intensive experiential event.
Literature reviewed provides construct definitions of systems psychodynamic
aspects, as well as insight, meaning-making, coaching methods and other
approaches to facilitating meaning-making. Systems psychodynamics is the
theoretical paradigm that informs a qualitative phenomenological research
approach. Data analysis adopted hermeneutic phenomenology to allow for the
interpretation of the rich data collected. Multiple case studies were adopted using
multi-pronged data collection methods, including semi-structured interviews
conducted before the event, as well as both a focus group and Free Association
Narrative Interviews (FANI) conducted after the event. The results are reported by
case, and this is followed with an interpretation of results by various systems
psychodynamic themes. Furthermore, the relationship between personality types
and defences mechanisms, with the associative techniques to use for each, have
been set forth as additional findings in the thesis. The research hypothesis produced
by the study is a meaning-making model to facilitate post-group relations event reflections and debriefing, with the aim of enabling insight formation, learning and
adaption by individuals who have participated in such events.Psychology
Ph. D. (Psychology)
31
Flotman, Aden-Paul. "A systems psychodynamic exploration towards the development of a model of language use as manifestation of leadership anxiety dynamics." Thesis, 2018. http://hdl.handle.net/10500/25985.
Full textAbstract:
Leaders bring unconscious information into their personal and working relationships. Some of this unconscious material is communicated through language use, and it is argued that one of the bridges between the unconscious and the conscious is language use. It is postulated that insight is possible into leaders’ understanding, meaning-making and leadership experience by exploring their language use, as the vehicle through which they make sense of the world. Hence, the aim of this study was to explore by developing and describing a systems psychodynamic model of language use as manifestation of leadership anxiety dynamics, to refine this theoretical model, and to explore the utility value of the theoretical model.
A qualitative and descriptive research method was selected towards reaching this aim. Hermeneutic phenomenology, using the systems psychodynamic perspective allowed for the description, analysis and interpretation of the experiences of participants. Data was collected through a purposive, convenient sample, in the form of three listening posts, which comprised systems psychodynamic practitioners, business leaders and post-modern discourse analysts. Data was analysed by means of critical discourse analysis and systems psychodynamically informed discourse analysis.
Manifesting themes were the language of titles, as potential space, and the language of silence versus non-silence; anxiety and its triggers, anxiety and leadership response, and anxiety and language use; the sources of anxiety, language as unconscious defence and offence and towards a language of vulnerability. The findings indicated that leaders use both conscious and unconscious expressions of language simultaneously. Language use manifested as the carrier of conscious messages (between sender and receiver) as well as the unconscious role of language, to attack (accessing the dark side of language use) or defend against anxieties, and to cover leadership vulnerabilities. Language use as container, as well as transitional phenomenon (a potential space) is a carrier of anxieties. Language use thus has the potential to be used for its defensive, regressive and relational value. In a world of uncertainty and increasing attack on and by leadership, the findings further indicated that the defended leaders should be aware of the conscious and unconscious impact and outcome of language. Language use is useful as a lens to explore, diagnose and raise awareness, because the unconscious reveals itself through language as speech and image, and through the language of relations and relatedness and the language of action and omission. Since leaders operate in a colliquated space, both at individual and systemic level (i.e. as collisions), leadership anxiety could be elevated, resulting in the access of the dark side of language use. However, when these collisions occur, leadership anxiety could be reduced when the leader enters the reflective or potential space by accessing the relational value of language use. The utility value of the systems psychodynamic model was subsequently also confirmed.Industrial and Organisational Psychology
D. Com. (Industrial and Organisational Psychology)
32
Van, Staden Konrad. "Some therapeutic changes as measured by the Rorschach Inkblot method : a case study of a sexually abused girl." Diss., 2007. http://hdl.handle.net/2263/24138.
Full textAbstract:
A case study approach was followed to determine the changes in the nature and use of affect of a sexually abused girl (age 9) while in psychotherapy. One outpatient was tested twice, one year apart, using the Rorschach Inkblot Method during the twenty-month period of psychotherapy. The two protocol results were compared for changes in the Affect cluster of Rorschach tested variables, according to Exner’s Comprehensive System. The results took into account the age of patient at the time of abuse, being at a preverbal age, and the psychotherapeutic process and content. Some of the results indicated similar dynamics to previous studies at the initial testing. The results further indicated a greater ability of the subject to use affective material; greater coping capacity; a greater awareness of negative internal affective material; and a less avoidant capacity to tolerate emotional content. Some regressive tendencies in the use of affect were explored in this case study. Potential reasons for the regressive tendency were discussed in light of the individual characteristics of the subject, the available research and theory, and the therapeutic content.Dissertation (MA (Clinical Psychology))--University of Pretoria, 2008.
Psychology
unrestricted
33
Geldenhuys, Diederik Joachim. "Bydrae van psigodinamiese groepintervensies tot organisasie-ontwikkeling." Thesis, 2005. http://hdl.handle.net/10500/2244.
Full textAbstract:
Text in AfrikaansThis research dealt with the contribution of psychodynamic group interventions to organisational development (OD). The research consists of a qualitative investigation and was based on a case-study design with the use of multiple cases. Three different cases were presented, namely where a psychodynamic group intervention was used together with another intervention, where obstacles in a group were to be solved and as an in-house working conference. Random sampling was also done within the cases. Three interventions were done, data was gathered and analysed by means of content analysis, and the results were reported. It was found in all three cases that a unique contribution was made. Regarding the first case, the intervention was the beginning of a process of change whereby the participants were enabled to develop their identity as a group, from a family business to a company. Participants became aware of underlying conflict, started to own their roles in it, and to take responsibility for addressing the dynamics themselves. In the context in which the intervention was used, the contribution was, however, restricted because its value was only experienced after the intervention. Regarding the second case, the obstacles influencing the functioning of the team were addressed efficiently after the intervention. Participants were authorised to manage their boundaries more efficiently and to address role differentiation, leading to more open communication and a better work climate. Regarding the third case, it was found suitable especially for learning diagnostic competencies from a psychodynamic paradigm. Learning occurred on a personal level resulted in the ability of participants to identify dynamics in their organisation and to present similar interventions in their work place. Recommendations were made for the use of psychodynamic group interventions from a qualitative paradigm, as well as regarding the necessary competencies and a training programme for presenting psychodynamic group interventions.
Hierdie navorsing hande! oor die bydrae van psigodinamiese groepintervensies tot organisasie-ontwikkeiing (00). Die behoefte om onbewuste dinamika in organisasies aan te spreek, hettot hierdie navorsing aanleiding gegee. Die navorsing is in die vorm van 'n kwalitatiewe ondersoek en is gebaseer op 'n gevallestudie-navorsingsontwerp waarin daar van meervoudige gevalle gebruik gemaak is. Drieverskillendegevalleisaangebied, naamlikwaar'n psigodinamiese groepintervensie saam met 'n ander intervensie gebruik is, waar blokkasies in 'n groep opgelos moes word en as 'n in-huise werkskonferensie. Daar is ook van ewekansige steekproefneming binne elke geval gebruik gemaak. Drie intervensies is uitgevoer, data is ingesamel en deur middel van inhoudsontleding ontleed. Daar is bevind dat al drie gevaiie 'n unieke bydrae gelewer het. Ten opsigte van die eerste geval was die intervensie die begin van 'n veranderingsproses waardeur die deelnemers in staat gestel is om vanuit 'n familiebesigheid hu! identiteit as 'n maatskappy te ontwikkel. Deelnemers het bewus geword van onderliggende konflik, begin om hulle rolle daarin te eien, en verantwoordelikheid te aanvaar om die dinamika self aan te spreek. In die konteks waarin die intervensie gebruik was, was die bydrae egter beperk omdat die waarde daarvan eers na afloop van die intervensie ervaar is. Ten opsigte van die tweede geval is die blokkasie wat die funksionering van die span bei'nvloed het na afloop van die intervensie doeltreffend aangespreek. Deelnemers is bemagtig om hul grense meer doeltreffend te bestuur en roldifferensiasie aan te spreek, wat tot meer openlike kommunikasie en 'n beter werksklimaat aanleiding gegee het. Ten opsigte van die derde geval is bevind dat dit veral geskik was vir die aanleer van diagnostiesebevoegdhedevanuit'n psigodinamiese paradigma.Leerwatoppersoonlike vlak plaasgevind het, het tot gevolg gehad dat deelnemers in staatwas om die dinamika in hul organisasie te identifiseeren om self soortgelyke intervensies in hul werkplek aan te bied. Aanbevelings virdiegebruikvanpsigodinamiesegroepintervensiesvanuit'nkwaiitatiewe benadering tot 0 0 is gemaak, sowel as aanbevelings oordie noodsaaklike bevoegdhede en 'n opleidingsprogram vir die aanbied van psigodinamiese groepintervensies deur bedryfsielkundiges.
Industrial and Organisational Psychology
D.Admin. (Industrial and Organisational Psychology)
34
Struwig, Willem Hendrik. "Boundary management : a model for organisational consulting psychologist." Thesis, 2010. http://hdl.handle.net/10500/4095.
Full textAbstract:
This qualitative research addressed systems psychodynamic consultation to boundary management. The systemic, dynamic and chaotic aspects of organisational life formed the backdrop against which the research was conducted. The general objective of the research was to describe a relevant consulting model for organisational consulting psychologists related to boundary management. Literature was reviewed in order to describe organisational consulting and organisational boundaries from the systems psychodynamic perspective. Key principles for boundary management consulting were also described.
The objectives of the empirical study were to apply psychodynamic consulting to boundary management and to describe the process. A further objective was to produce research hypotheses about boundary management from both an organisational and a consulting perspective. A case study design was followed. Descriptive data was gathered by means of a participative observer. The data was analysed by means of systems psychodynamic discourse analysis. Ten working hypothesis were produced. These hypotheses culminated into two research hypotheses, describing the primary task of boundary management and boundary management consulting. The first research hypothesis was that the primary task of boundary management is to hold the polarities of integration and differentiation, not allowing the system to become fragmented or overly integrated. The second research hypothesis was that the primary task of the consultant in boundary management consulting is to help the organisation’s managing its own boundaries. This is carried out through taking up the role of organisational consultant, performing the consulting tasks and by applying a consulting process. The researcher concluded that boundary management is an activity of the whole organisation. Boundary management consulting facilitates or supports this organisational activity.
35
Del, Fabbro Giada Alessia. "A review of South African perspectives on serial murder." Diss., 2006. http://hdl.handle.net/2263/29232.
Full textAbstract:
Pistorius (1996) was the first individual to introduce research on serial murder in the South African context with her psychodynamic approach to the phenomenon. Since then, others have followed, namely Labuschagne (1998, 2001) with his search for interactional and communication connections; Du Plessis (1998) from a grounded theory approach; and Hodgskiss (2001) with his assessment of South African offender characteristics and behaviours. Four more studies have been conducted, namely Hook’s post-structural deconstruction of narratives of a person who committed serial murder (2003); De Wet’s psychosocial perspective (2005); Barkhuizen’s intrapsychic object relations approach (2006); and Del Fabbro’s exploration of the phenomenon from a family systems paradigm (2006). To date, no attempt has been made to review these research endeavors. In this article, these studies are reviewed and their strengths and weaknesses with regard to theory, methodology and research findings debated. The author concludes with several recommendations for future research on the phenomenon of serial murder: greater communication between various disciplines (e.g. psychology, criminology, law) investigating serial murder; expansion of Hodgskiss’ research (2001) on offence characteristics for profiling purposes; and the relationship between psychopathology and serial murder.Dissertation (MA (Clinical Psychology))--University of Pretoria, 2007.
Psychology
MA
unrestricted
36
Sewpershad, Narropi. "An investigation into an experiential approach to training in group psychotherapy." Thesis, 2009. http://hdl.handle.net/10500/1282.
Full textAbstract:
High-quality group psychotherapy training is considered more important than ever in the current mental health care environment. With the need for ongoing education and development in the field of group psychotherapy, concern has been raised regarding the lack of group psychotherapy training guidelines for trainee psychologists. Findings from numerous empirical studies show that at present, most training courses often maintain a rather unstructured format for fostering an experiential group process. The literature suggests that without standardized course objectives, students are vulnerable to harm, they are ill equipped to meet professional demands, and trainers are not provided with adequate guidelines for instruction.
Therefore, the purpose of this study was to review the relevant literature in order to describe the principles of group psychotherapy as they manifest in group interaction, and to compare the subjective experiences of trainee group psychotherapists with the findings from the literature. The aim of this investigation was to generate hypotheses about the effectiveness of the use of an experiential group as a training medium, in group psychotherapy. Further objectives included exploring the merits of an experiential approach to training in group psychotherapy, and identifying factors that could potentially aid/hinder trainee development.
In order to adhere to the objectives of the investigation, a qualitative, exploratory research design was used. Data for the study was gathered by means of a client-centered interview conducted with five group psychotherapy trainees who received training in a Clinical Psychology Masters program. In addition, these trainees were also required to complete a semi-structured questionnaire. The interview focused on how the trainees' subjective, affective experiences influenced their perceptions of the qualitative aspects of group life, while the questionnaire was designed to elicit information about the ways in which trainees cognitively conceptualized their understanding of group process, group dynamics and group facilitation skills. The results of the study were analysed through the qualitative method of content analysis.
Results showed that, while trainees may have perceived that they gained tremendous benefits through exposure to the experiential group, an analysis of their interaction patterns highlighted certain areas which can be considered problematic. For example, it was found that trainees did not have a theoretical understanding of group process and group dynamics, and were therefore, not equipped with the necessary skills required to facilitate groups. This is further substantiated by the finding that the group facilitator had a pervasive influence on the development of the individual trainee and on the development of the group as a whole. Furthermore, results obtained raised certain concerns regarding the suitability and adequacy of using an experiential group as a tool for training, in group psychotherapy.
The research findings suggest that, while the experiential group may provide the trainee with an invaluable experience, it alone is insufficient as a training method, in group psychotherapy. This study also raises questions about the ethics of such a training program in its current form. One of the major conclusions of this investigation is that there is a need for ongoing research and evaluation of the training programs.
Finally, recommendations are made for improving the group psychotherapy training experience. These recommendations are based on the evaluation of the trainees' subjective experiencesPsychology
(M.A.(Clinical Psychology))
37
Naidoo, Vyjantimala. "The effect of a corporate diversity workshop." Diss., 2008. http://hdl.handle.net/10500/2154.
Full textAbstract:
The daunting challenge that faces South African business is to redress the inequalities of past discrimination and to develop to its maximum the potential of every team member while remaining competitive. Some of the key challenges include creating a supportive and attractive work environment that's inclusive of diversity, staff retention and an organisational culture that will leverage diversity. The case study organisation faced similar challenges. In order to understand the dynamics a diversity workshop was designed and consulted from a systems psychodynamic paradigm. The primary task of the Diversity Workshop was to provide opportunities for members to study and learn about intrapersonal, interpersonal and inter group relationships in relation to diversity behaviour in the workplace. 50 participants attended the workshop and 22 participants completed the questionnaire. The content was analysed and themes from a psychodynamic stance identified. The overall objective of the workshop was met as it made unconscious behaviour visible, allowed participants to reflect, facilitated dialogue and enabled transfer of learning to the workplace. This approach allowed groups to move from basic assumptions to task oriented behaviour.Industrial and Organisational Psychology
M. Com. (Industrial Psychology)
38
Zagnoev, Joanne. "Towards both-and land : a journey from answers to questions about the therapeutic self." Diss., 1996. http://hdl.handle.net/10500/17869.
Full textAbstract:
This thesis constitutes a narrative description of the evolution of my therapeutic self during my training as a clinical psychologist. During the telling of this story, I review the ways in which I was perturbed by the mix between the various theories and the various contexts visited during the years of my post-graduate training. I have described and critically compared my responses to the following models: psychoanalytic, psychodynamic, first-order cybernetic, and secondorder cybernetic (covering the first, second and third movements). Throughout, I have attempted to track the development of a congruent, personal therapeutic self while simultaneously assuming that this self is constantly coming-into-being.Psychology
M.A. (Clinical Psychology)
39
Smit, Madeleine. "The experience of the consultant as container in a group relations training event with specific reference to the Robben Island Diversity Experience (RIDE)." Diss., 2011. http://hdl.handle.net/10500/5746.
Full textAbstract:
Consulting to the RIDE from a systems psychodynamic stance is different from other group relations training events. Consultants found it difficult to take up their roles as consultants and containers. They were not prepared for the impact of the island on the event and especially on themselves as consultants. The consultants had to work harder to contain their own feelings and anxieties in order to take up their roles. The symbolically laden setting of the RIDE predetermined that the diversities of race and gender were worked with while other diversities were largely ignored. During the RIDE, the consultants felt more anxious, fearful and inhibited. The consultants had to provide containment for the event as a whole, for the group and their fellow consultants as well as for themselves. The consultants found that they had never experienced a more enriching experience than they did with the RIDE.Industrial and Organisational Psychology
M.Com. (Industrial and Organisational Psychology)
40
Joffe, Marc Gavin. "Toward a predominantly male analysis of the annoyance/rage continuum in intimate heterosexual relationships." Thesis, 1998. http://hdl.handle.net/10500/17015.
Full textAbstract:
This thesis operates, unashamedly, from the premise that every act of criticism
involves a self-reflexive gesture of one's own concerns and ideological imprintings. For this
reason Chapter One establishes the writer's own involvement - both autobiographical and
theoretical - in notions of male rage and the 'working through' of these concerns.
Chapter Two conducts an overview of male rage and the extant systemic literature on the
subject. It sets out the various positions on the subject and posits the importance of gender
(over generation) in the praxis of therapy. Furthermore, it explores the possibility that the
male is equally, but differently, troubled by the hegemonic forces of patriarchy as is the
woman. Without diminishing the legitimacy of the woman's experience in the face of male rage,
the argument is forwarded that the male is caught in a similar struggle but without the feminine
articulatory resources. This chapter details the lack of male power in the face of his supposed
muscular omnipotence.
Seminal analytic approaches to the question of gender are raised in Chapter Three. Working through
Freud, Klein, Lacan and Masters and Johnson an attempt is made to plot the 'evolution' of
the feminine and the masculine. Central to this debate is the bi-polarization of gender relations
within the same sex (biology/construction) and without (phallic/vaginal, clitoral, passive/active).
What emerges is that femininity is bi-focal and that the woman has more resources at
her disposal that hitherto acknowledged. While the woman is always double - as both clitoral and
vaginal, as lover and mother- it appears that male sexuality is far more precarious than generally
perceived. It is this dis-ease on the part of the male that translates itself into envy and, with
it, the need to denigrate and belittle woman as the object of that envy.
In Chapter 4 an attempt is made to overlap the seemingly divergent fields of analytic and systemic
methodologies via the involvement of the therapist in the eco-system of analysis. The substantial
role of the therapist -- and the coercive forces placed on him/her by the couple -- is used to
modify Elkaim's model and to introduce the need for a telling of the particular stories that concentrate on the
unique narratives of the warring couple rather than the patriarchal regime under which these
stories are constrained.
Before encountering these narratives an essay is made at establishing a methodology of sorts.
Newton's scientific formulations are used in order to question the binary opposition that has been,
historically, established between quantitative (male) and qualitative (female) methodologies. In
the process of questioning this binary opposition it becomes clear that any form of objectifying
approach constitutes a refuge from the messiness that is intrinsic to the therapeutic process. The
experimental methodology that is posited is precisely one that engages in the narratives of male violence - four extracts are
considered, each exposing different articulations of male violence.
The question of female subjectivity (and the attendant power of the sorority) is returned to in
light of these stories. Central to this section is the notion that male subjectivity is far more
convoluted - perhaps more that the feminine counterpart - than initially conceived. The original
identification with the (m)other forever displaces him in that the later identification with the
father remains distant and contrived. For the purposes of maintaining the dialogic nature of this
work, a feminist appraisal of the rage narratives concludes the thesis. Don Quixote is used, by way
of an Epilogue, to offer three representations of male subjectivity and to look towards alternative subject positions for the male under patriarchy.Psychology
D.Litt. et Phil. (Psychology)
41
Pretorius, Marius. "An exploration of South African diversity dynamics." Thesis, 2003. http://hdl.handle.net/10500/1392.
Full textAbstract:
Diversity has, over the last few decades, become a burning issue on the agenda of most companies. Current diversity-related interventions are mainly based on behaviouristic and socio-cognitive approaches. In this research diversity was approached from the systems psychodynamic paradigm. The general aim was to gain an understanding of the diversity dynamics that manifests in an South African diversity experience. The literature review focussed on diversity in the workplace, on the group relations training model, and on the application of the group relations training model to diversity. Qualitative research was done by interviewing a sample of 15 delegates who attended the November 2000 Robben Island Diversity Experience. These unstructured interviews were used to obtain in-depth information about the participant's experience and the data was analysed hermeneutically. The emerging themes were `crossing the boundary, engage the new world, the ties that bind, being imprisoned, the struggle, the road to reconciliation, integration and healing, back to the future and the crucible'.
It is recommended that South African organizations make more use of the systems psychodynamic approach to study the manifestations of diversity dynamics. The aim is not to replace the other approaches to diversity, but to add a perspective that can enhance awareness and sensitivity to the covert, unconscious and irrational forces that impact on diversity.Industrial and Organisational Psycology
M. A.(Industrial and Organisational Psycology)