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The Character of Organizations: Using Personality Type in Organization Development, by William Bridges
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An enormous consulting industry has sprung up promising to help organizations overhaul themselves to meet today's competitive pressures. Yet far too often, such change efforts fail. The solution, according to best-selling management author William Bridges, lies in identifying, understanding and working with what he calls organizational character. Just as people have personalities, Bridges explains, organizations - as well as their departments and teams - have characters. An organization's character shapes how decisions get made and new ideas are received, how employees are treated and change is accepted or rejected - all factors that affect company performance. Using examples from McDonald's, Hewlett-Packard, GE and other companies, Bridges identifies 16 organizational character types using the framework of MBTI© personality types and shows how these influence an organization's growth and development. With a foreword by Sandra Krebs Hirsh and a new preface by the author, this updated edition of the time-tested classic includes the Organizational Character Index, Bridges' popular tool for assessing the character of your own organization or team.
- Sales Rank: #479753 in Books
- Brand: Brand: Nicholas Brealey America
- Published on: 2000-06-27
- Original language: English
- Number of items: 1
- Dimensions: 9.00" h x .25" w x 6.00" l, .63 pounds
- Binding: Paperback
- 228 pages
- Used Book in Good Condition
Review
Gives change agents-organization development consultants, HR professionals, organizational psychologists, and top executives and mangers-an opportunity to further their understanding of why organizations act as they do and why they are so very hard to change. Includes detailed descriptions of the sixteen types of organizational character, the impact that an organization's life cycle may have on character development, and the consequences that mergers and acquisitions may have by juxtaposing different organizational character types. Vision/Action: Journal of the Bay Area OD Network The first book devoted to an organizational interpretation of Jung's personality theory. Provides an exciting new lens for the organizational looking glass. Open Forum: Publication of the Western New England OD Network This brief, well-written, and seminal volume uses type concepts to analyze how organizations handle their business operations, meet the challenges of competition and change, and deal with their employees and customers. It provides invaluable insights into the role of leadership and methods to promote team building, smoother career transitions, and a better fit for individuals, and offers new dimensions for exploring key aspects of life in the workplace. Bulletin of Psychological Type
From the Publisher
"Today we can say that William bridges 'wrote the book' on organizational character just as we can say he 'wrote the book' on change. I have been using the insights in The Character of Organizations with assurance and great success for years. In this book, he offers helpful information on organizational character so that we can use it in a responsible, effective way for team building, career transition, leadership development, and change management. His writing is direct, crisp, and contemporary, with examples that speak to all of us in the field. Our clients who live in the 'real' world will find it a practical guide once they have learned about type and their organization's character. This book needs to be a part of your tool kit if you want to extend what you already know into more powerful applications for organizations."--from the Foreword by Sandra Krebs Hirsh
This book is the foundation of a larger training program by Bridges and his associate Chris Edgelow, called Working with Organizational Character. It includes a facilitator's guide, participant workbook, and the Organizational Character Index.
About the Author
William Bridges, Ph.D. is one of the most widely read and quoted experts on managing change and transition in today's organizations and is listed by the Wall Street Journal as one of the top 10 independent executive development presenters in the United States. He is president of William Bridges and Associates and for 20 years he has worked with organizations to help them through change and transition. He is the author of the best-selling book Managing Transitions (9781857883411, Nicholas Brealey Publishing).
Most helpful customer reviews
14 of 14 people found the following review helpful.
Myers-Briggs for companies - surprisingly effective.
By Nigel Seel
Criticisms that this book merely recycles standard Myers-Briggs ideas are misplaced. Most people familiar with ideas of psychological type might agree there was *some* case for an analogous approach to organisational character, perhaps at the level of the four categories of temperament. However, William Bridges succeeds in showing how applying the sixteen types of Myers-Briggs type theory can highlight essential and distinctive organisational characteristics. Most of his examples, although dated, seem compelling. There are a few issues: I suspect that most people would consider Hewlett-Packard to be SF, rather than ST, as Dr. Bridges has it (p. 25). And even for a book first published in 1990, the omission of Microsoft is a little surprising (INTJ?).
The other dimension of organisational analysis covered in this book is that of organisational development and lifecycle. Again, Dr. Bridges leverages type theory to develop some interesting ideas as to the different type-characteristics exhibited from organisation conception ("the Dream"), through maturity ("Becoming an Institution"), to organisational death. Given the extent of merger and acquisition activity in recent years, I was surprised to see how little attention Dr. Bridges gave to managing the cultural and developmental issues which surface when different company characteristics collide in M&A, (about half a page).
Finally, there is a deeper theoretical issue as to why Jungian/Myers-Briggs type theory - developed from Jung's theories of the human psyche, should be expected to apply to organisations at all. Do organisations assemble themselves around the type of their founders, does the type emerge as a side-effect of the types of employees who are best at tackling the company's problems, or is there a supra-human theory of "organisational psychology" trying to get out here? The book alludes to the existence of these kinds of problems, but does not really add much to our understanding.
All in all, this book will add value to anyone who already has a feel for the Myers-Briggs approach to personality types, and who is interested in effectively dealing with organisations.
12 of 12 people found the following review helpful.
A Genuine Classic
By Chris Edgelow
I am thrilled this book has been published again, with the new forward as well as new insights from Bridges, without a word from the original work being changed. It was a classic as soon as it first came out, and it remains one still.
Over the past several years, there has been an insurgence of writing on the topic of organizational character and/or culture. While some of them have had a few interesting things to say, none have even come close to the clarity, familiarity and usefulness of The Character of Organizations. When this book first came out in 1992, I, a long time Myers Briggs junkie, became a man possessed. I tried to understand all of my organizational clients using this methodology and found it exceptionally useful in helping me to change my approach in the various different systems I was working at the time.
During the past 8 years, I have come to understand this simple, familiar approach to be the most helpful methodology in making sense of the complexity of organizational systems. Whenever I introduce it with either managers/leaders, or consultants working with organizations, the reactions are always the same. The "no wonder...", "a-ha's", or "so that's why..." indicate a breakthrough to another level of insight and understanding.
If managers and leaders read this book and made use of these concepts, they would find their ability to work more effectively with their departments, divisions, teams etc. increase dramatically and their frustrations dramatically reduce. If consultants, either internal or external, read this book and used the concepts as they both planned and implemented their interventions, the success of their interventions would significantly increase. The specific chapter on Character and Organization Development should be 'must reading' for all consultants working with organizations today.
11 of 11 people found the following review helpful.
The Character of Organizations
By Ruth Morton, Ph.D.
If a deeper understanding of a company or organization is important to you, this book could help! Conceptual in nature, Bridges' book outlines a framework for understanding different types of organization personalities, or character. He provides a quick assessment instrument, succinct descriptions of the 16 types in his framework, and poignant organizational examples for each. He relates this framework to stages of organizational life cycle, the three phases of organizational transition (about which he has written prolifically), and individual type and leadership. This book does not provide "how to" or checklists for action, but it leads me to important questions and possible implications about: what character the organization is and why, the transition process required to help the organization develop different character, movement from one stage of the life cycle to another, the role of leadership in doing so, and how one's individual personality relates to the character of the organization. With each reading I uncover something more or different in this gem of a book. Although the framework and assessment instrument have not been subjected to statistical analysis, The Character of Organizations is an enormously thought provoking and helpful resource.
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