Predictable affective responses are evoked during each phase of a group or organizational problem-solving process. With the needs assessment phase come hope and energy; with goal-setting, confusion and dissatisfaction; with action planning, involvement and accomplishment; with implementation, "stage fright" and joy; with evaluation, pride or…

Describes an organization development program for educational systems and reviews an experiment conducted to assess its impact on elementary schools and their teaching staffs. Results indicate that the program was generally successful in establishing collective structures and increasing the perceived adequacy of collective decision processes in…

The centrality of interpersonal trust for effective managerial problem solving was illustrated by inducing either a high-trust or a low-trust mental set in experimental groups. Subjects operating in a high-trust environment were significantly more effective in problem solving. (Author)

Suggests that organizational development consultants should use more explicit representations of the problems they work on with client teams. Offers an approach to overcome difficulties and provides a strategy for intervening in the processes of problem definition in teams. (Author)

Describes an approach to team training based on behavior modification learning principles and describes how it differs from other learning approaches and from common practice. While the implications are strongest for off-site and classroom training, there are implications for process consultation with intact teams. (Author)