OD (Organization Development) Interventions that Enhance Equal Opportunity.
NAVAL POSTGRADUATE SCHOOL MONTEREY CA
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Two issues generated this study 1 The changing nature of the Navys Human Resource Management Support System both in ideology and structure and 2 Concern from various sector over what is perceived to be the likely Equal Opportunity structure in light of system changes. Through use of interviews, archival data, and subjective evaluation, the impact of the socialization phenomenon is analyzed using the three stage model of socialization. The process of organizational Socialization is examined strategically. Attention is also directed to these specific organizational boundaries crossed by persons when acquiring a new work role. An underlying theme is that what people learn about their work roles in organizations is often a direct result of how they learn it. Given that the present navy equal opportunity policy calls for command-specific and command-managed E.O. programs, this study concludes with considerations that could be criteria for selection of specific organization development interventions which will enhance Equal Opportunity objectives at a command level. These criteria focus around the organizations concerns for operational readiness and the individuals need for self-esteem and a positive self-image.
- Administration and Management
- Sociology and Law
- Personnel Management and Labor Relations