|We are just making sure that you have some idea of the types of project that have contributed to enabling us to continually develop and test the breadth, generality and effectiveness of S-O-L. On this site we are attempting to describe the ideas and techniques that have enabled us to offer a reasonably coherent version of S-O-L as it stands at this period of its development. These are just some of the Business projects which have gradually confirmed our belief, that T-Cs of all professions can develop much more effective schemes for staff development, than many of those that are currently on offer.
For example, Norman Chell who had been a rear gunner in bombers during the war, came visiting C.S.H.L. after hearing or reading our stuff somewhere. He was then the Training Manager of the Dunlop Ltd. We did a number of different projects with him and when he retired he signed on to do a Ph.D. with us.
Marks and Spencer
The project we did with Marks and Spencer, was interesting since it followed up our earlier work on Subjective Judgement and Quality Control. We were able to converse and cooperate with the quality inspectors on a clothing production line to see exactly how they did their job. We recorded their pattern of eye movement as they inspected each garment, and we also elicited a repertory grid. There was a complete correlation between the two. So the personal meaning of quality and faults revealed by the repertory grid correlated 100% with the eye movements used in perceiving the garment: and there were three different groups.
Finally, the first study we did with Kellogg’s was a detailed investigation of how the various management staff serving on their taste panel agreed and/or disagreed with each other. The interesting finding was that the our SOCIO-GRIDS technique and the related POOL, REFINE and CONSENSUS frame techniques were so successful that we were able to produce a whole new set of computer techniques to develop this type of conversational process for all sorts of related group issues.