In the opinion of the author, behavioral science literature does not give proper emphasis to the principle of confrontation as it relates to the improvement and development of organizations. Furthermore, sensitivity training is not effectively put into a larger context as a means to an end. This paper describes an extensive organizational development effort within TRW Systems which places a heavy emphasis on confrontation and the use of sensitivity training as part of an effort to improve the culture of an organization. The improvement focuses on the quality of working relationships between interdependent individuals and groups. The elements of this organic approach to organizational change are discussed and a generalized time-phased model is presented.