Dr Rica Viljoen have been involved in multi-cultural organisational and leadership development work for more than twenty years. Early in her career, she realised how easily we misinterpret behaviour due to diversity of thought factors. At this point, supporting leaders in organisations in fostering inclusivity and find their own unique voice, became her passion. She is a Jungian Coach and systems psychodynamic informed consultant.During the COVID-pandemic she deemed it critical to adapt a dynamic psycho-socio-lens to describe leadership and organisational dynamics, and also to study the dynamics of large scale trauma and wellness as existential questions became more conscious of how we, as humans, make sense of changing life conditions in our adaptation. Spiral dynamics is used as theoretical underpinning to make sense of these dynamics. During this period she worked as the SVP: Organisational Development for Sibanye-Stillwater. She also focused on Women in Mining.Rica is a well-known researcher, sought-after international systems psychodynamic-facilitator and Jungian coach who specialises in diversity and multiculturalism. She is well published and authored various books. Her award-winning doctorate focused on Inclusivity and Sustainability. She is associated with the Da Vinci Institute for Business Leadership and the founder member of Mandala Consulting.With the adaptation of a scholarly-scientific-practitioner organisational developmental approach, Rica continues to contribute to the publishing of case studies, international coaching and consulting on strategic human resource issues. She supervised more than 90 PhD and Masters students. Rica received the Institute of People Management CEO award for her national and international contribution to the field of study (2017) and the South African Board of People Practices CEO award (2021) as an acknowledgment towards her profession. Rica contributes to and espouse the ethics of various professional bodies such as the Academy of Management, The Institute of Management Consulting South Africa, as an associate for the SIOPSA, the American Psychological Association, the International Society for the Psychoanalytical Studies of Organisations and the International Coaching Federation.Rica served, with honour, as the 135h SABPP Board’s vice chair and chair of the LQA sub-committee. Her life purpose is to tell untold stories.
described that thinking systems are deep-core intelligences that form as a coping response to cha... more described that thinking systems are deep-core intelligences that form as a coping response to changing life conditions. He promised Clare Graves[2] that he would always work theoretically purely, and over the years highlighted the following assumptions: Human nature is not static; it changes as it adapts to new systems. Yet, the old systems must be integrated and transcended, or the benefits of this thinking system will not serve us. When a new system is activated, our rules for living change to adapt to the new conditions. We live in an open system of values where an infinite number of ways of living are available-there is no final state to which we all must aspire. An individual, organisation and/or society can respond positively only to the memes with which they relate.
What light can the foundational work of Clare Graves cast on the applications of Integral Theory ... more What light can the foundational work of Clare Graves cast on the applications of Integral Theory today, with examples bearing on the question, "What is integral leadership?" This presentation is based on the initial work of a team of scholars with the Graves archives at Union College. The main objectives were to i) understand how the original Gravesian insights emerged over time; ii) find evidence for how it was recorded; iii) delimit the various other voices to derive at original development of theory and to iv) ultimately contribute to further construct the body of knowledge at the Union College. The methodology adopted was to gather solicited data in the form of documents and voice recordings, compare it with published works and start with thematic qualitative analysis. Initial findings are shared in this article. The article will close with a call for participation in further efforts to organize and provide informed access to the Graves Archives, in the spirit of Remembrance, Rediscovery, and Rebirth.
In the final chapter in the book Employee Engagement in a South Africa context edited by Hester N... more In the final chapter in the book Employee Engagement in a South Africa context edited by Hester Nienaber and Nico Martins, Rica Viljoen illustrates the successful turnaround of Interstate Bus Lines by applying the BeQ philosophy and the concept of co-determination - an alternative employee relation strategy that can only succeed if the culture of the organisation is conducive to trust
This book explores the impact on business leadership by the changes in the new world of work and ... more This book explores the impact on business leadership by the changes in the new world of work and the implications of the new sciences on the way in which social systems adapt and the rising levels of awareness. Adaptive intelligence in individuals, groups, societies and organisations becomes increasingly important.
Through the optimalisation of individual functioning, leadership capacity can be built, and ultimately business decision-making can be optimised. Focused organisational development interventions can contribute significantly to the enhancement of individual dynamics, the increase of functionality in teams and the rewiring of organisational strategies, structures and practices to ensure congruence between what is happening inside the organisation and outside the system. An in-depth understanding of the social containing system in which the organisation operates, will ensure relevant and appropriate reactions to external impact.
The doing (strategy) and the being (values) should be translated in such a way that human energy in the system to perform is wired around these aspects. The knowing (consciousness) of the impact of self on others enhances sustainability. It is the task of organisational development practitioners in the new world of work to enable systems to unleash this human energy for organisational benefits.
Africa is a country of many peoples. The diversity dynamics introduced by various diversity factors such as tribes, nationalities, gender, age and other aspects of diversity of thoughts such as personality type, intelligence and world view result in a complex, self-adapting environment. The promise that underpins the valuing of diversity may perhaps manifest in new social, economical and political models for the future.
Inside organisations organisational development practitioners play an important role as a strategic partner, enabler, inspirational leader, thought leader and group process facilitator. The way in which the organisational development practitioner co-constructs organisational strategy, architecture and culture is reliant on the systemic interplay with other strategic functions such as learning and development, communication and human resources.
Efficient organisational development practices can revitalise relationships within the workplace, communities and ecologies. This book aims at providing a solid theoretical and empirical grounding from an organisational developmental stance and perspectives to the field of workplace spirituality. Organisational development methodologies that can result in Inclusivity from across various disciplinary worlds evoke a view of the potential for a more humanistic and ecological view of life in organisations.
The book is designed to capture leading-edge thinking about organisational development in organisations as it merges with traditional African wisdom. Currently, organisational development practices differ from company to company and from practitioner to practitioner. It manifests in ways that range from organisational effectiveness efforts to a highly individualised craft of catalyst practitioner. In an attempt to provide a solid conceptualisation of the field of study and a framework of inclusivity that can be followed by means of case studies and organisational development methodologies this book strives to combine some of the practices into an inclusive ontology.
Globalization, consumerism, legislation and human rights issues impact on workplace demographics,... more Globalization, consumerism, legislation and human rights issues impact on workplace demographics, changing the very nature thereof. It is of strategic importance to ensure that the benefits of diverse viewpoints and stakeholders are leveraged. However the underlying worldviews of economists, business leaders and consultants are often informed from a Western paradigm and solutions proposed and interventions facilitated are not integrated, integral, systemic or congruent with the containing environment or ecology.
In Inclusive Organizational Transformation, Dr Rica Viljoen acknowledges that diversity of thought presents both gifts and challenges to leadership in multi-national organizations. The existential question with which an individual is confronted impacts on his or her worldview. By continuously applying a specific worldview, certain gifts manifest. These are called Human Niches.
Here, Inclusivity is positioned as a radical transformational methodology with the purpose of unleashing the benefits of engagement and diversity of thought. The process of Inclusivity enables organizations to optimize the gifts of and contributions from a diverse workforce and unleash tacit knowledge.
Case studies from Ghana, South Africa, and one where the same strategy had to be implemented in Australia, Peru and Tanzania are included and insights gained from the dynamics observed are shared. A synthesis of Inclusivity is presented in a model, meta-insights are derived and the prerequisites for Inclusivity on individual, group and organizational domain are illustrated.
Abstract Although it is generally accepted that theory and facts are inextriably intertwined it i... more Abstract Although it is generally accepted that theory and facts are inextriably intertwined it is of utmost importance that scientists should consider the methodological questions posed in connection with the logical deduction of relationships between variables in the process of explaining social action and the building of theoretical frameworks about social action. Three aspects with important methodological implication can, inter alia, be identified: 1. 1. The effects of conceptualization on the description of variables and eventually on the logical deduction of relationships between dependant variables. 2. 2. The implication of attaching a weak connectedness or interpretation to the “if ..... then”-expressions when dealing with social data rather than the strict logical implication attached to these expressions when dealing with data of the natural sciences. 3. 3. The necessity for the simultaneous accountance of all variables as well as variations in these variables in the explanation of social action.
Change has become inevitable and a dominant aspect within organisations. As organisations are inc... more Change has become inevitable and a dominant aspect within organisations. As organisations are increasingly involved in change, many approaches to organisational change exist. However, the impact of change on the individual and the reality of elevated stress levels during periods of organisational change is often disregarded. Within this context, creating meaningful and sustainable change remains challenging. This study followed a qualitative research approach and a grounded theory methodology was adopted. Negative emotions dominated the research data and our research indicated that individuals find it difficult to engage with change in a meaningful manner as stress, fear and anxiety dominate. Human reactions and experiences relating to change and the reality that poorly planned or executed organisational change initiatives increases stress levels, informed us that organisations have to regard individual’s physical, emotional, mental and spiritual elements. When any one of these elem...
described that thinking systems are deep-core intelligences that form as a coping response to cha... more described that thinking systems are deep-core intelligences that form as a coping response to changing life conditions. He promised Clare Graves[2] that he would always work theoretically purely, and over the years highlighted the following assumptions: Human nature is not static; it changes as it adapts to new systems. Yet, the old systems must be integrated and transcended, or the benefits of this thinking system will not serve us. When a new system is activated, our rules for living change to adapt to the new conditions. We live in an open system of values where an infinite number of ways of living are available-there is no final state to which we all must aspire. An individual, organisation and/or society can respond positively only to the memes with which they relate.
What light can the foundational work of Clare Graves cast on the applications of Integral Theory ... more What light can the foundational work of Clare Graves cast on the applications of Integral Theory today, with examples bearing on the question, "What is integral leadership?" This presentation is based on the initial work of a team of scholars with the Graves archives at Union College. The main objectives were to i) understand how the original Gravesian insights emerged over time; ii) find evidence for how it was recorded; iii) delimit the various other voices to derive at original development of theory and to iv) ultimately contribute to further construct the body of knowledge at the Union College. The methodology adopted was to gather solicited data in the form of documents and voice recordings, compare it with published works and start with thematic qualitative analysis. Initial findings are shared in this article. The article will close with a call for participation in further efforts to organize and provide informed access to the Graves Archives, in the spirit of Remembrance, Rediscovery, and Rebirth.
In the final chapter in the book Employee Engagement in a South Africa context edited by Hester N... more In the final chapter in the book Employee Engagement in a South Africa context edited by Hester Nienaber and Nico Martins, Rica Viljoen illustrates the successful turnaround of Interstate Bus Lines by applying the BeQ philosophy and the concept of co-determination - an alternative employee relation strategy that can only succeed if the culture of the organisation is conducive to trust
This book explores the impact on business leadership by the changes in the new world of work and ... more This book explores the impact on business leadership by the changes in the new world of work and the implications of the new sciences on the way in which social systems adapt and the rising levels of awareness. Adaptive intelligence in individuals, groups, societies and organisations becomes increasingly important.
Through the optimalisation of individual functioning, leadership capacity can be built, and ultimately business decision-making can be optimised. Focused organisational development interventions can contribute significantly to the enhancement of individual dynamics, the increase of functionality in teams and the rewiring of organisational strategies, structures and practices to ensure congruence between what is happening inside the organisation and outside the system. An in-depth understanding of the social containing system in which the organisation operates, will ensure relevant and appropriate reactions to external impact.
The doing (strategy) and the being (values) should be translated in such a way that human energy in the system to perform is wired around these aspects. The knowing (consciousness) of the impact of self on others enhances sustainability. It is the task of organisational development practitioners in the new world of work to enable systems to unleash this human energy for organisational benefits.
Africa is a country of many peoples. The diversity dynamics introduced by various diversity factors such as tribes, nationalities, gender, age and other aspects of diversity of thoughts such as personality type, intelligence and world view result in a complex, self-adapting environment. The promise that underpins the valuing of diversity may perhaps manifest in new social, economical and political models for the future.
Inside organisations organisational development practitioners play an important role as a strategic partner, enabler, inspirational leader, thought leader and group process facilitator. The way in which the organisational development practitioner co-constructs organisational strategy, architecture and culture is reliant on the systemic interplay with other strategic functions such as learning and development, communication and human resources.
Efficient organisational development practices can revitalise relationships within the workplace, communities and ecologies. This book aims at providing a solid theoretical and empirical grounding from an organisational developmental stance and perspectives to the field of workplace spirituality. Organisational development methodologies that can result in Inclusivity from across various disciplinary worlds evoke a view of the potential for a more humanistic and ecological view of life in organisations.
The book is designed to capture leading-edge thinking about organisational development in organisations as it merges with traditional African wisdom. Currently, organisational development practices differ from company to company and from practitioner to practitioner. It manifests in ways that range from organisational effectiveness efforts to a highly individualised craft of catalyst practitioner. In an attempt to provide a solid conceptualisation of the field of study and a framework of inclusivity that can be followed by means of case studies and organisational development methodologies this book strives to combine some of the practices into an inclusive ontology.
Globalization, consumerism, legislation and human rights issues impact on workplace demographics,... more Globalization, consumerism, legislation and human rights issues impact on workplace demographics, changing the very nature thereof. It is of strategic importance to ensure that the benefits of diverse viewpoints and stakeholders are leveraged. However the underlying worldviews of economists, business leaders and consultants are often informed from a Western paradigm and solutions proposed and interventions facilitated are not integrated, integral, systemic or congruent with the containing environment or ecology.
In Inclusive Organizational Transformation, Dr Rica Viljoen acknowledges that diversity of thought presents both gifts and challenges to leadership in multi-national organizations. The existential question with which an individual is confronted impacts on his or her worldview. By continuously applying a specific worldview, certain gifts manifest. These are called Human Niches.
Here, Inclusivity is positioned as a radical transformational methodology with the purpose of unleashing the benefits of engagement and diversity of thought. The process of Inclusivity enables organizations to optimize the gifts of and contributions from a diverse workforce and unleash tacit knowledge.
Case studies from Ghana, South Africa, and one where the same strategy had to be implemented in Australia, Peru and Tanzania are included and insights gained from the dynamics observed are shared. A synthesis of Inclusivity is presented in a model, meta-insights are derived and the prerequisites for Inclusivity on individual, group and organizational domain are illustrated.
Abstract Although it is generally accepted that theory and facts are inextriably intertwined it i... more Abstract Although it is generally accepted that theory and facts are inextriably intertwined it is of utmost importance that scientists should consider the methodological questions posed in connection with the logical deduction of relationships between variables in the process of explaining social action and the building of theoretical frameworks about social action. Three aspects with important methodological implication can, inter alia, be identified: 1. 1. The effects of conceptualization on the description of variables and eventually on the logical deduction of relationships between dependant variables. 2. 2. The implication of attaching a weak connectedness or interpretation to the “if ..... then”-expressions when dealing with social data rather than the strict logical implication attached to these expressions when dealing with data of the natural sciences. 3. 3. The necessity for the simultaneous accountance of all variables as well as variations in these variables in the explanation of social action.
Change has become inevitable and a dominant aspect within organisations. As organisations are inc... more Change has become inevitable and a dominant aspect within organisations. As organisations are increasingly involved in change, many approaches to organisational change exist. However, the impact of change on the individual and the reality of elevated stress levels during periods of organisational change is often disregarded. Within this context, creating meaningful and sustainable change remains challenging. This study followed a qualitative research approach and a grounded theory methodology was adopted. Negative emotions dominated the research data and our research indicated that individuals find it difficult to engage with change in a meaningful manner as stress, fear and anxiety dominate. Human reactions and experiences relating to change and the reality that poorly planned or executed organisational change initiatives increases stress levels, informed us that organisations have to regard individual’s physical, emotional, mental and spiritual elements. When any one of these elem...
Globalization, consumerism, legislation and human rights issues impact on workplace demographics,... more Globalization, consumerism, legislation and human rights issues impact on workplace demographics, changing the very nature thereof. It is of strategic importance to ensure that the benefits of diverse viewpoints and stakeholders are leveraged. However the underlying worldviews of economists, business leaders and consultants are often informed from a Western paradigm and solutions proposed and interventions facilitated are not integrated, integral, systemic or congruent with the containing environment or ecology. In Inclusive Organizational Transformation, Dr Rica Viljoen acknowledges that diversity of thought presents both gifts and challenges to leadership in multi-national organizations. The existential question with which an individual is confronted impacts on his or her worldview. By continuously applying a specific worldview, certain gifts manifest. These are called Human Niches. Here, Inclusivity is positioned as a radical transformational methodology with the purpose of unlea...
The objective of this multi-perspective qualitative research study was to explore the phenomenon ... more The objective of this multi-perspective qualitative research study was to explore the phenomenon of Inclusivity and to develop a theoretical Inclusivity Framework. Inclusivity is defined by the researcher as a radical transformational methodology with the intent to achieve sustainable results. A case study, in which an Inclusivity Transformational Strategy was implemented, was introduced to provide context. Six years after initial implementation of this strategy, with the purpose to investigate the sustainability thereof, in-depth interviews with a phenomenological nature were conducted with national leaders (n=4) responsible for the strategy and provincial leaders (n=13) that participated in the interventions. Furthermore, a round table discussion was conducted with the executive team (n=12), and three focus groups were held on regional leader level (n=32) and three on employee level (n=28). The essence of the phenomenon namely Inclusivity was synthesised through Phenomenology. Eme...
The Clare Graves Archives was visited at the Union College for the second time by a research team... more The Clare Graves Archives was visited at the Union College for the second time by a research team. The purpose of visiting the archives was to clearly delimit the academic and pragmatic contribution of Don Beck. Not only was the intent to preserve academic integrity, it also lead to the delimitation in the contribution of Graves and Beck - and insights into the human adaptation to changing life conditions. The presentation was done at the Integral Conference of North America.
Spiral Dynamics "I am not saying in this conception of adult behaviour that one style of being, o... more Spiral Dynamics "I am not saying in this conception of adult behaviour that one style of being, one form of human existence, is inevitably and in all circumstances superior to or better than another form of human existence, another style of being. What I am saying is that when one form of being is more congruent with the realities of existence, then it is the better form of living for those realities." Clare Graves
The key note address: Spiral Dynamics Integral – the never-ending and ever-changing dance of bein... more The key note address: Spiral Dynamics Integral – the never-ending and ever-changing dance of being human – will focus on the ontological and epistemological underpinnings of Gravesian theory. Graves postulated that “the psychology of the mature human being is an unfolding, emergent, oscillating, spiralling process marked by progressive subordination of older, lower-order behavior systems to newer, higher-order systems as man’s existential problems change.” In the presentation, dr Rica Viljoen, will speak to the rejection of the concept of Spiral Wizards, remind us of the original postulates that informed the theory, hypothesise about the practically of the approach and present the most recent academic findings in the application of the theory. The ancestry of Spiral Dynamics will be acknowledged, in the presentation that will rely strongly on storytelling, real life cases and archetypal thought. The participants will be left with the question on how to do human better. A multi-disciplinary approach with real case studies will be presented.
Many approaches to organisational change exists as change became dominant within organisations. O... more Many approaches to organisational change exists as change became dominant within organisations. Organisations are increasingly involved in some form of change, however, the impact of change on the individual is often disregarded. As a result, creating meaningful and sustainable change remains challenging as individuals struggle to find meaning within this context. Our study followed a qualitative research approach and a grounded theory methodology was adopted. This research indicated that individuals find it difficult to engage with change in a meaningful manner as stress, fear and anxiety prevail. The importance of leadership surfaces as leaders must help individuals to gain a sense of identity in a change initiative. Granting individuals new powers, new freedoms, choices and proper guidance through the quagmire of uncertainty, unpredictability and chaos will promote empowerment. Offering individuals relievers to curb anxiety, stress and fear, would provide them with new tools for mood control, emotional stability, consolation and creativity.
Organisations are faced with many intricacies. Rapid environmental changes, the need for sustaine... more Organisations are faced with many intricacies. Rapid environmental changes, the need for sustained profitability and general complexities such as globalisation, diversity, technological changes and leadership challenges all necessitate organisations having to rethink old methods and embark upon new ones. This implies change. Given workforces with a greater degree of demographic diversity, technological change and increased international competition, coupled with the breath-taking changes foreseen in the business environment, leadership models are likely to become increasingly significant. Although modernity is characterised by change, humans struggle with change as the future becomes increasingly unpredictable. Individuals react differently to changes in the status quo, have a different understanding of dilemmas and different perceptions. Diversity is a driving force for change, thereby increasing unpredictability. Therefore, leadership are increasingly faced with diversity challenges, dilemmas and opportunities. This paper extends the concept of diversity to diversity of thought. A much broader concept which includes aspects such as personality type, diverse intelligences, complexity handling and world views. Such diversity of thought will be positioned within human niche theory. An understanding of the thinking system and coping mechanisms of different human niches allows for effective leadership adaptation. This study followed a qualitative research approach and a grounded theory methodology was adopted. Data was collected through a case study, eight in-depth interviews, four focus group sessions, solicited data, field notes and observations.
Change has become inevitable within organisations. A project approach is increasingly followed as... more Change has become inevitable within organisations. A project approach is increasingly followed as a methodology to move the organisation from one state to another. Increasingly, a change management component is incorporated into the project schedule. However, despite the investment in time and resources organisational change initiatives are still plagued with low success rates. Although modernity is characterised by change, humans struggle with change as the future becomes increasingly unpredictable. The extended disorder that has become the norm within society and organisations can cause a sense of loss and/or anxiety for individuals, organisations and society. Unrelieved stress becomes perpetual, and will undeniably influence organisational change efforts negatively. Thus, the impact of fear, anxiety and stress at and individual and organisational level and the importance of a truly human element within change management is accentuated. Further, human niches are considered in the application of a project approach. Understanding the thinking system and coping mechanisms of different human niches allows for effective adaptation of change management and project based approaches. This study followed a qualitative research approach and a grounded theory methodology was adopted. Data was collected through a case study, eight in-depth interviews, four focus group sessions, solicited data, field notes and observations. The case study comprised three case elements which all followed a project approach.
Within the context of organisational change, stress, fear and anxiety dominate the individual lan... more Within the context of organisational change, stress, fear and anxiety dominate the individual landscape. Given the elevated levels of stress, fear and anxiety many individuals find it difficult, if not impossible, to engage meaningfully in any organisational change effort. The reality of stress, fear and anxiety within organisations does not seem to be integrated into traditional organisational change literature. Moreover, there appears to be a paucity within the organisational change literature in terms of the reality of stress, fear and anxiety, as well as the manner in which organisations might approach such elevated levels of stress, fear and anxiety. This compelled us to find acceptable methods to reduce stress and anxiety, alter perceptions and increase individual awareness and consciousness. This paper follows the first paper " Human Reactions to Change " and offers alternative intervention technologies which can be applied within organisations undergoing change. Within organisations, these alternative intervention technologies can all play a role to assist individuals towards eventual vicissitude.
Change has become dominant within organisations and many change approaches exist. However, the im... more Change has become dominant within organisations and many change approaches exist. However, the impact of change on the individual and the reality of elevated stress levels during periods of organisational change is often disregarded. Creating meaningful and sustainable change then becomes challenging. This study followed a qualitative research approach and adopted grounded theory methodology. Stress, fear and anxiety dominated the research data which indicated that individuals find it difficult to engage with change in a meaningful manner. Human reactions to change informed us that organisations have to regard individual’s physical, emotional, mental and spiritual elements. Only when all these elements receive equal attention can there be coherence and meaningful individual contribution. Our research data indicated that heightened stress levels are often ignored as few organisational resources are available to support individuals through an organisational change process. Indeed, few organisations are able to effectively address elevated stress levels. The importance of leadership surfaced as leaders must help individuals to gain a sense of identity during change. Granting individuals proper guidance through the “nightmare” of uncertainty, unpredictability and chaos empowers employees to better engage with change. Offering individuals anxiety, stress and fear relievers, could provide them with new tools for emotional stability and creativity.
Within the context of organisational change and/or transformation fear, anxiety and stress domina... more Within the context of organisational change and/or transformation fear, anxiety and stress dominate the individual landscape. Given the elevated levels of fear, anxiety and stress many individuals find it difficult, if not impossible, to engage meaningfully in any organisational change effort. The reality of fear, anxiety and stress within organisations do not seem to be integrated into traditional organisational change literature. Moreover, there appears to be a paucity within the organisational change literature in terms of the reality of fear, anxiety and stress, as well as the manner in which organisations might approach such elevated levels of fear, anxiety and stress. This compelled us to find acceptable methods to reduce fear, anxiety and stress, alter perceptions and increase individual awareness and consciousness. This paper follows the first paper " A View on Individual Wholeness: Human Reaction to Change " and offers alternative intervention technologies which can be applied within organisations undergoing change and/or transformation. Vicissitude is also discussed in relation to organisational change and meaning as this concept embodies the fact plus the requirement of change. These alternative intervention technologies can all play a role to assist individuals towards eventual vicissitude. Examples of alternative intervention technologies discussed in this paper includes the development of consciousness, the creation of meaning, yin and yang, TRE™, meditation, music and chanting, the drawing and/or colouring of mandalas as well as art and symbolism.
Human Reaction to Change: The Reality
and Impact of Stress
Presented at the International Academy... more Human Reaction to Change: The Reality and Impact of Stress Presented at the International Academy of Management and Business Proceedings of the 21st International Academy of Management and Business 2016 Conference – University of Quebec at Montreal (UQAM) Awarded: Best Manuscript by Young Scholar *T. Blom R.Viljoen.
A View on Individual Wholeness: Alternative Intervention Technologies
Presented at the Integral E... more A View on Individual Wholeness: Alternative Intervention Technologies Presented at the Integral European Conference Proceedings of the 2016 Integral European Conference in Siófok Hungary *T. Blom, R.Viljoen.
Enhancing healthcare delivery through a framework that integrates inclusivity and quality improv... more Enhancing healthcare delivery through a framework that integrates inclusivity and quality improvement science
This article conceptualises the first code of spiral dynamics in more depth, Internationally the ... more This article conceptualises the first code of spiral dynamics in more depth, Internationally the trend between leaders that knows spiral is to aspire to have a YELLOW centre of gravity. This means that a fictional, flow and flex worldview is adapted. But Viljoen warns, without embracing our BEIGE we cannot claim to be YELLOW as YELLOW is the integral of BEIGE. In this auto-ethnographical inquiry into the phenomenon of this worldview, Viljoen shares auto-ethnographical clips to render a rich understanding of what it means to be BEIGE..
Systems psychodynamics thought (applied) in organisations-how companies can become more soulful O... more Systems psychodynamics thought (applied) in organisations-how companies can become more soulful Organisations as complex, interconnected and multi-level systems Unconscious psychodynamics are inevitable in any human system. As a leader, coach or mentor, you have been confronted with unconscious dynamics many times before no doubt but may not have had the lens to make sense of them let alone support your employee, client or mentee to transform through the dynamic. The systems psychodynamics approach amalgamates the theory and practice of psychoanalysis, group relations theory, and open systems theory. It seeks to apply psychoanalytic concepts and methods to the study of organisations and, in doing so, extend the range of psychoanalysis from the individual body to the body of the group and the organisation (Clarke & Hoggett, 2009). In this sense organisations are viewed as complex, interconnected and multi-levelled. The approach considers the individual (micro),
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Books by Rica C Viljoen
Through the optimalisation of individual functioning, leadership capacity can be built, and ultimately business decision-making can be optimised. Focused organisational development interventions can contribute significantly to the enhancement of individual dynamics, the increase of functionality in teams and the rewiring of organisational strategies, structures and practices to ensure congruence between what is happening inside the organisation and outside the system. An in-depth understanding of the social containing system in which the organisation operates, will ensure relevant and appropriate reactions to external impact.
The doing (strategy) and the being (values) should be translated in such a way that human energy in the system to perform is wired around these aspects. The knowing (consciousness) of the impact of self on others enhances sustainability. It is the task of organisational development practitioners in the new world of work to enable systems to unleash this human energy for organisational benefits.
Africa is a country of many peoples. The diversity dynamics introduced by various diversity factors such as tribes, nationalities, gender, age and other aspects of diversity of thoughts such as personality type, intelligence and world view result in a complex, self-adapting environment. The promise that underpins the valuing of diversity may perhaps manifest in new social, economical and political models for the future.
Inside organisations organisational development practitioners play an important role as a strategic partner, enabler, inspirational leader, thought leader and group process facilitator. The way in which the organisational development practitioner co-constructs organisational strategy, architecture and culture is reliant on the systemic interplay with other strategic functions such as learning and development, communication and human resources.
Efficient organisational development practices can revitalise relationships within the workplace, communities and ecologies. This book aims at providing a solid theoretical and empirical grounding from an organisational developmental stance and perspectives to the field of workplace spirituality. Organisational development methodologies that can result in Inclusivity from across various disciplinary worlds evoke a view of the potential for a more humanistic and ecological view of life in organisations.
The book is designed to capture leading-edge thinking about organisational development in organisations as it merges with traditional African wisdom. Currently, organisational development practices differ from company to company and from practitioner to practitioner. It manifests in ways that range from organisational effectiveness efforts to a highly individualised craft of catalyst practitioner. In an attempt to provide a solid conceptualisation of the field of study and a framework of inclusivity that can be followed by means of case studies and organisational development methodologies this book strives to combine some of the practices into an inclusive ontology.
In Inclusive Organizational Transformation, Dr Rica Viljoen acknowledges that diversity of thought presents both gifts and challenges to leadership in multi-national organizations. The existential question with which an individual is confronted impacts on his or her worldview. By continuously applying a specific worldview, certain gifts manifest. These are called Human Niches.
Here, Inclusivity is positioned as a radical transformational methodology with the purpose of unleashing the benefits of engagement and diversity of thought. The process of Inclusivity enables organizations to optimize the gifts of and contributions from a diverse workforce and unleash tacit knowledge.
Case studies from Ghana, South Africa, and one where the same strategy had to be implemented in Australia, Peru and Tanzania are included and insights gained from the dynamics observed are shared. A synthesis of Inclusivity is presented in a model, meta-insights are derived and the prerequisites for Inclusivity on individual, group and organizational domain are illustrated.
Papers by Rica C Viljoen
Through the optimalisation of individual functioning, leadership capacity can be built, and ultimately business decision-making can be optimised. Focused organisational development interventions can contribute significantly to the enhancement of individual dynamics, the increase of functionality in teams and the rewiring of organisational strategies, structures and practices to ensure congruence between what is happening inside the organisation and outside the system. An in-depth understanding of the social containing system in which the organisation operates, will ensure relevant and appropriate reactions to external impact.
The doing (strategy) and the being (values) should be translated in such a way that human energy in the system to perform is wired around these aspects. The knowing (consciousness) of the impact of self on others enhances sustainability. It is the task of organisational development practitioners in the new world of work to enable systems to unleash this human energy for organisational benefits.
Africa is a country of many peoples. The diversity dynamics introduced by various diversity factors such as tribes, nationalities, gender, age and other aspects of diversity of thoughts such as personality type, intelligence and world view result in a complex, self-adapting environment. The promise that underpins the valuing of diversity may perhaps manifest in new social, economical and political models for the future.
Inside organisations organisational development practitioners play an important role as a strategic partner, enabler, inspirational leader, thought leader and group process facilitator. The way in which the organisational development practitioner co-constructs organisational strategy, architecture and culture is reliant on the systemic interplay with other strategic functions such as learning and development, communication and human resources.
Efficient organisational development practices can revitalise relationships within the workplace, communities and ecologies. This book aims at providing a solid theoretical and empirical grounding from an organisational developmental stance and perspectives to the field of workplace spirituality. Organisational development methodologies that can result in Inclusivity from across various disciplinary worlds evoke a view of the potential for a more humanistic and ecological view of life in organisations.
The book is designed to capture leading-edge thinking about organisational development in organisations as it merges with traditional African wisdom. Currently, organisational development practices differ from company to company and from practitioner to practitioner. It manifests in ways that range from organisational effectiveness efforts to a highly individualised craft of catalyst practitioner. In an attempt to provide a solid conceptualisation of the field of study and a framework of inclusivity that can be followed by means of case studies and organisational development methodologies this book strives to combine some of the practices into an inclusive ontology.
In Inclusive Organizational Transformation, Dr Rica Viljoen acknowledges that diversity of thought presents both gifts and challenges to leadership in multi-national organizations. The existential question with which an individual is confronted impacts on his or her worldview. By continuously applying a specific worldview, certain gifts manifest. These are called Human Niches.
Here, Inclusivity is positioned as a radical transformational methodology with the purpose of unleashing the benefits of engagement and diversity of thought. The process of Inclusivity enables organizations to optimize the gifts of and contributions from a diverse workforce and unleash tacit knowledge.
Case studies from Ghana, South Africa, and one where the same strategy had to be implemented in Australia, Peru and Tanzania are included and insights gained from the dynamics observed are shared. A synthesis of Inclusivity is presented in a model, meta-insights are derived and the prerequisites for Inclusivity on individual, group and organizational domain are illustrated.
and Impact of Stress
Presented at the International Academy of Management and Business
Proceedings of the 21st International Academy of Management and Business
2016 Conference – University of Quebec at Montreal (UQAM)
Awarded: Best Manuscript by Young Scholar
*T. Blom
R.Viljoen.
Presented at the Integral European Conference
Proceedings of the 2016 Integral European Conference in Siófok Hungary
*T. Blom, R.Viljoen.