This 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.
