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U-procedure and theory U is a change management method to change unproductive patterns of behavior. It was developed by Dr Friedrich (Fritz) Glasl and Dirk Lemson of the NPI (Netherlands Pedagogical Institute) in 1968〔Bos, A. H. (1974) Oordeelsvorming in groepen: Polariteiten riture als sleutel tot ontwikkeling van sociale organisenen. Veenman & Zonen BV, Wageningen. University of Wageningen doctoral thesis〕〔Glasl F. and de la Houssaye, L. (1975) Organisatie-ontwikkeling in de praktijk, Amsterdam/Brussel: Agon Elsevier ISBN 90-10-10547-4, pp. 135 ff. This was subsequently translate into German as Glasl F. and de la Houssaye, L. (1975.) Organisationsentwicklung. Das Modell des Instituts für Organisationsentwicklung (NPI) und seine praktische Bewährung. Bern/Stuttgart: Verlag Paul Haupt ISBN 3-258-02387-5, pp 114 ff.〕 and presented systematically from the 1980s. It has been used in organisation development and social development since that time.〔Allison, J (2008) A Teacher's Book. Immortal Books. ISBN 978-0-9750553-6-6. Chapters available at http://www.johnallison.com.au accessed 21.11.09〕〔 * Developing a Managed Health Partnership – Organisational Development Toolkit, Management Process, Tools and Tips, GOSH Trust, wwwgosh.nhs..uk/cypph . Co-developed by the Partnership Development Team at Great Ormond Street Hospital and Relay Consultants. Accessed from http://www.ich.ucl.ac.uk/cypph/downloads/Organisational-Development-Toolkit.pdf〕〔 * Büchele, U (1997) Modellversuche: Erkenntnisgewinn für Forschung und Praxis? in Euler, D. (1997) Berufliches Lernen im Wandel Konsequenzen fur die Lernorte? Dokumentation des 3. Forums Berufsbildungsforschung 1997 an der Friedrich-Alexander-Universitat Erlangen-Nurnberg. Institut fUr Arbeitsmarkt und Berufsforschung der Bundesanstalt fur Arbeit, BeitrAB 214. Accessed on 21.11.09 at http://www.dgfp.de/perdoc/document.php?id=67494〕 Following Dr Glasl's special interest in conflict issues, the method has also been explicitly developed to handle to the consciousness and process issues associated with relational dynamics and conflict resolution.〔 * Ballreich, R. and Glasl, F. (2001 ) Team Development and Organisation Development as a Means for Conflict Prevention and Conflict Resolution. Pub. Berghof Handbook for Conflict Transformation. ISSN 1616-2544. Accessed at http://web.mit.edu/peso/Pes2/team%20development%20for%20conflict%20avoidance1.pdf on 21.11.09〕 Since the early 2000s it has been elaborated as theory U (also called "U" methodology) by C. Otto Scharmer, incorporating also his theories of presencing〔Scharmer, C. Otto (2006), Excerpt from: THEORY U: Leading from the Emerging Future. Presencing as a Social Technology of Freedom: Introduction. (DRAFT). Can be found at http://www.ottoscharmer.com/〕 and capitalism 3.0. This work itself draws on collaboration between Scharmer and his colleagues Peter Senge, Joseph Jaworski and Betty Sue Flowers.〔Senge, Peter M., Scharmer, C. Otto, Jaworski, Joseph, Flowers, Betty, S. (2005) Presence: Exploring Profound Change in People, Organizations and Society. Nicholas Brealey Publishing, London〕 ==U-procedure or U-process== The initial method developed by Glasl and Lemson involved a social technology process involving a few or many co-workers, managers and/or policymakers proceeding from diagnosis of the present state of the organisation plans for the future. They described a process in a U formation consisting of three levels (technical and instrumental subsystem, social subsystem and cultural subsystem) and seven stages beginning with the observation of organisational phenomena, workflows, resources etc., and concluding with specific decisions about desired future processes and phenomena. The method draws on the Goethean techniques described by Dr. Rudolf Steiner,〔Steiner, R. (1978) Goethean Science. Mercury Press. ISBN 978-0-936132-92-1〕 transforming observations into intuitions and judgements about the present state of the organisation and decisions about the future. The U-procedure was used extensively in projects in at least USA, Brazil, Europe (including the UK), South Africa and New Zealand by members and associates of the NPI and other consultants,〔Crum, D. (1977) Interdingen door DC Erjdens het derde blok. Leergang Organisatie Ontwikkeling, 8–11 February 1977. Archives of the NPI, Zeist〕〔Glasl (2008) Enriching Conflict Diagnosis and Strategies for Social Change. A Closer Look at Conflict Dynamics. Published in Martina Fischer, Hans J. Gießmann, Beatrix Schmelzle (Ed, ) Berghof Handbook for Conflict Transformation. Berghof Research Center for Constructive Conflict Management, www.berghof-handbook.net. Accessed at http://www.berghof-handbook.net/uploads/download/dialogue6_glasl_comm.pdf on 21 October 2009〕 and subsequently by members of the Association for Social Development〔http://www.worldofasd.net (accessed 19 November 2009), now ASD-international.org〕 (see for example Büchele, 1997), where it was discussed in the 1997 Conference in Spring Valley, USA.〔Report of the Facilitating Group, ASD, 1997. Private text distributed to members.〕 Dr Glasl, later Professor Glasl, published the method in Dutch (1975), German (1975, 1994) and English (1997).〔 * Glasl (1994) F. Das Unternehmen der Zukunft. Freies Geistesleben, Stuttgart, Germany. ISBN 3-7725-1234-8, pp 67 ff. Published in English as Glasl F. (1997) The Enterprise of the Future: How companies Develop. Hawthorn Press Stroud, England.〕 The seven stages are shown below. 抄文引用元・出典: フリー百科事典『 ウィキペディア（Wikipedia）』 ■ウィキペディアで「U-procedure and theory U」の詳細全文を読む スポンサード リンク
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