Einar Thorsrud

Einar Thorsrud (30 April 1923 – 29 May 1985) was a Norwegian psychologist, researcher and professor at the Norwegian Institute of Technology in Trondheim and University of Oslo, who is known for his work in the field of organizational development (OD), particularly in the development of theory around participative work design structures.[1] Much of his work was done in collaboration with Eric Trist and/or Fred Emery. Thorsrud has been Research Director of the Norwegian Work Research Institute in Oslo, Norway.

Work

Einar Thorsud has been closely connected with the use of social science in non-governmental areas and the associated impact over policy-making in these areas.[2]

Publications

Einar Thorsrud wrote several books:

  • 1964, Industrielt demokrati : Representasjon på styreplan i bedriftene? Noen norske og utenlandske erfaringer, with Fred Emery and Eric Trist. Oslo: Universitetsforlaget.
  • 1969, Form and content in industrial democracy., with Fred Emery. London: Tavistock. (English version of:)
  • 1969/1970, Mot en ny bedriftsorganisasjon, with Fred Emery. Oslo: Johan Grundt Tanum forlag.
  • 1974, Et skip i utvikling - Høegh Mistral-prosjektet, with Jaques Roggema. ISBN 82-518-0220-2 Oslo: Johan Grundt Tanum forlag.
  • 1976, Democracy at Work, with Fred Emery. Leiden: Martinus Nijoff.
  • 1983, Teori I Praksis: Festskrift til Einar Thorsrud. with Thoralf Ulrik Qvale and Jon Frode Blichfeldt. ISBN 82-518-1836-2 (in Norwegian) Oslo: Tanu-Norli
  • 2003, Form and Content in Industrial Democracy: Some Experiences from Norway, with F. E. Emery, Routledge,

ISBN 0-415-26438-3.

gollark: I suppose if you model LGBTQ+ etc. acceptance as some sort of 1D scale ranging from "persecuted heavily" to "worshiped as gods" with "general sensible acceptance" in the middle, and we're somewhere down between "persecuted" and "acceptance", then even if the target is "general sensible acceptance" it may be more effective to... market stuff? slightly more toward the "worshiped as gods" end in order to reach the middle.
gollark: Yes.
gollark: I mean, I prefer "let's learn about some historical issues regarding [GROUP]" over "[GROUP] great, let us all praise [GROUP]".
gollark: Sorry, have been.
gollark: They have based on skin color, which is also very arbitrary.

References
  1. Heidi von Weltzien Høivik, Ph.D.(200), Developing, managing and sustaining moral values in organizations: a case study. Paper submitted to ISBEE Congress. Sao Paulo, Brazil, July 2000.
  2. Albert Cherns, Ruth Sinclair, William Ieuan (2001). Social Science and Government: Policies and Problems. Routledge. ISBN 0-415-26496-0. p.39
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