As an early pioneer for organizational development, organizational theory and organizational change, Robert Golembiewski emphasized and expanded human relations management for the betterment of employees and employers. A large portion of his research examined stress and burnout within an organization, and he found links between organizational development, burnout prevention, and intervention measures.
At the same time, the leadership management style of Robert Golembiewski pointed out a missing link between organizational development theory and practice. In order to pull organizational development theory and practice together, he supported empowerment and encouraged strengthening powers of analysis, communication and decision-making, and identifying and resolving difficult issues that transform societal values and align organizational development principles. For a glimpse of common management theories and how they tie together, consider the following topics:
1. Golembiewski's theory of stress and burnout within the helping community.
2. The organizational development theory of Robert Golembiewski and the study of change
3. Golembiewski's theory of management with regard to developing a healthy organization
Understand organizational culture and the burnout connection with Golembiewski's management theoryGolembiewski's stress-leading-to-burnout studies focused on relationships between provider/recipient or provider and co-worker/family, and the results showed that types of relationships in the workplace provide a cause and also affect burn-out probability. Organizational culture is what dictates social support within the organization, which provides quality of working life, and leads to positive or negative stress effects.
University of Georgia Research Magazine article.
Embrace organizational change with the management theory of Robert GolembiewskiOrganizational development is the key to managing organizational change. Develop an organization with people who desire to learn, grow and change, focus on the human being to reduce stress/burnout, and understand Golembiewski's five "metavalues" affecting an individual's change ability/experience.
T. O’Connor for an overview of human relations management. For a brief outline of Golembiewski's "metavalues," see a writing by T. Elaine Sutton.
Utilize Robert Golembiewski's management theories to develop a healthy organizationChange your organizational environment to a positive, creative culture with healthy leadership. In short, rebuild trust between leaders and employees, and empower employees by giving respect, authority, feedback, and specific/attainable goals. There are many different interventions available to build a regenerative environment with openness, trust, risk to experiment and ownership, but remember, the health of an organization is dependent on organizational designs.
- CBS Interactive offers a historical account of large system interventions, and Anne Osbourne Kilpatrick, DPA, offers information about Golembiewski's theory of a healthy organization.
- Be ready to engage a wide base of knowledge when studying the management theory of Robert Golembiewski. His theories cover areas from democracy and administration to the importance of emotions and spiritual grounding in the workplace.