Kaleel Jamison: Being Big in the World

Frederick A. Miller () and Judith H. Katz ()
Additional contact information
Frederick A. Miller: The Kaleel Jamison Consulting Group Inc.
Judith H. Katz: The Kaleel Jamison Consulting Group Inc.

Chapter 39 in The Palgrave Handbook of Organizational Change Thinkers, 2017, pp 631-646 from Springer

Abstract: Abstract As a key contributor to the field of organization development and diversity, the legacy of Kaleel Jamison continues on in her writing, through her impact on her colleagues, clients, and friends and the work of the Kaleel Jamison Consulting Group. Kaleel spent much of her working life as “one of the first” and “one of the few” in many areas. During the early 1970s, she became one of the first to address differences of color and race in the workplace, consulting with such organizations as Procter and Gamble, Connecticut General Life Insurance Company, Penn Mutual Life Insurance Company, and Digital Equipment Company. Kaleel was a pioneer in applying organization development technology to affirmative action and issues of differences; she outlined her thinking in the article “Affirmative Action Program: Springboard for a Total Organizational Change Effort” for OD Practitioner. In 1983, her “Managing Sexual Attraction in the Workplace” appeared in the August issue of Personnel Administrator, making her among the first management consultants to address attraction as a workplace issue. Kaleel expanded the scope of this work beyond the classroom to position it as a system-wide issue, rooted not just in individual skills and attitudes but in organizational policies, practices, and managerial methods. In addition to being a pioneer on issues of gender, race, affirmative action, and differences, she was also one of the first and few women to work as a management consultant. Shortly before dying of cancer in 1985, Kaleel published a book, The Nibble Theory and the Kernel of Power, which summarized many of her views on human relations and personal development.

Keywords: Action research; Affirmative Action; Biases; Color; Cultural diversity; Diversity; Feminist movement; Gender; Human potential; Human relations; Management; Microinequities; Nibble Theory; Organization change; Organization development; Pragmatism; Prejudice; Race; Racism; Rank language; Self as instrument; Self-empowerment; Sexism; Sexual attraction; Stereotypes; Straight Talk; Style differences; System change; T-group; Transactional analysis; Unconscious bias; Whole systems theory; Workplace (search for similar items in EconPapers)
Date: 2017
References: Add references at CitEc
Citations:

There are no downloads for this item, see the EconPapers FAQ for hints about obtaining it.

Related works:
This item may be available elsewhere in EconPapers: Search for items with the same title.

Export reference: BibTeX RIS (EndNote, ProCite, RefMan) HTML/Text

Persistent link: https://EconPapers.repec.org/RePEc:spr:sprchp:978-3-319-52878-6_44

Ordering information: This item can be ordered from
http://www.springer.com/9783319528786

DOI: 10.1007/978-3-319-52878-6_44

Access Statistics for this chapter

More chapters in Springer Books from Springer
Bibliographic data for series maintained by Sonal Shukla () and Springer Nature Abstracting and Indexing ().