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Frederick Sweet, MA

Part-time Faculty, Applied Human Sciences

Frederick Sweet, MA
change agent, and co-learner
Availability: appointment by email, as office time and place varies by semester


MA , Human Systems Intervention, Concordia 2000
BA, Concordia 1998

Teaching in AHSC
Frederick has been teaching in the department since 2001. He has taught a wide variety of courses including:

Interpersonal Communication & Relationships
Intervention in Human Systems
Power & Conflict Resolution
Principles & Practice /Human Systems Intervention
Organization Leadership: Human System Approach
Quantitative Research Methods
Organization Development I & II
Community Development I

Teaching Philosophy

People learn in many ways. In his courses Frederick highlights experiential learning in learning relationships. He like to use games, large and small group discussions, scenario and simulation with activities to try out alternative behaviours. Some lectures, and some student presentations round out the preferred learning activities in his classes. We are co-learners in learning relationships. We each have our responsibilities. His instructor's primary responsibilities are twofold: to structure learning opportunities; to suggest ways of approaching scholarly thought about the subject material.

Professional Work

Frederick works as a change agent seeking the most reasonable and attainable change goals with his clients. This is Organization Development consulting as he sees it. He also works as a research assistant and technical trainer doing the design and implementation of databases used in cross-disciplinary social science research.

- Life is full of opportunities; anything is possible. Learning is always an option. Select with care. -

Teaching activities

Organization Development l - the theory course

Organization Development is both a practical art and an academic discipline. AHSC423 is the introductory theory course for the basic foundation ideas of OD the academic field and 'od' (oh-dee), the practical art of conducting change in a human system. Change is conceived of as the process and the result of processes of altering reality with deliberate choices. The hope is that using applicable theories and testing reality with critical thinking that practitioners may collaboratively alter social reality in workplaces so that more democratic, humanistic and participative structures and processes result. This course is the theoretical foundation for that hope.

Organization Development ll - the application of theory to cases course

AHSC 425 is a course about using OD and systems thinking tools to understand the operation of a change initiative using documented real cases. The student leaner applies theory, and critically questions reality, developing new and better theory along the way, using OD cases. It is not possible in an undergraduate setting to undertake in 13 weeks to conduct an organization development initiative (nor would it normally be possible in any context to contact, enter, contract, interact with and collaboratively alter a live human system). However, using an ordered procedure, one can unpack a written example of an organization development undertaking that has been written up in chronological order from before the beginning to after the end. Using cases one can attempt to understand one's own deliberate and unaware responses to situations and to imagine possible outcomes of choices. The student co-learner applies knowledge of self-values and self-suppositions to written documents of OD cases, and uses theory to generate alternatives to what happened in the cases.

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