What practical difference does it make to take every day organizational experience seriously?
What ways of working may help better illuminate how we co-operate and compete to get things done?
How helpful is it to understand the patterning of human interaction as complex responsive processes of relating?
If you are interested in hearing about some concrete examples where taking a complexity perspective on improving practice and developing strategy has made a difference in organizations in the UK and Denmark, then there are still some remaining places at this year’s conference. This is an opportunity to listen to others, to participate in conversations, as well as to talk about and reflect on your own work situation.
We can also promise a diverse and interesting group of delegates and good food. The conference fee includes all board and lodging, and the conference begins Friday at 7pm and ends on Sunday lunchtime.
Exploring our experience of everyday politics in organisations.
How do we experience power and politics in contemporary organisations? How do we negotiate conflict and compromise? There are always possibilities in the hurly burly of everyday life for us to act differently despite the fact that we are caught up in longer term social trends which constrain our ability to think and act. So what are our degrees of freedom?
This year’s Complexity and Management Conference will explore these themes and more. The conference will be highly participative, and will be based on some presentations followed by discussion in groups, drawing on participants’ experience.
Our key note speakers are Prof Svend Brinkmann of Aalborg University and Prof Patricia Shaw formerly of the Complexity and Management Group at UH and now at Schumacher College.
The registration site for the conference is now open and an early-bird discount applies to all participants who book before April 30th. The booking page can be found here:http://tinyurl.com/k7t2rd4 The fee for the conference includes accommodation and food from Friday evening through to Sunday lunchtime.
Anyone wishing to put forward suggestions for discussion groups please contact me: email@example.com
In this post I will discuss some of the similarities and differences between scientific method in the natural and social sciences and question what it might mean to be scientific about the social. I will focus particularly on the nexus of theory and practice. This is important in the field of management where theories proliferate but where much less work is done to understand how these theories play out and evolve in organisational life, no matter what the strength of the prior claim that they have been empirically tested.
I doubt that anyone would want to make the case that what we are lacking in management is enough theories. Just to take the domain of leadership as an example, we are assailed with contradictory and competing theories, such as trait theories, behavioural theories, theories of transformational leadership, servant leadership, distributed leadership, and more latterly agile and sustainable leadership. An enormous amount of work goes into elaborating theories which are supposed to be ‘applied’ to organisations, accepting implicitly the dualism between theory, assumed to be the most important work, and practice, a lesser activity which has to be brought into line with theory. This distinction reaches back to the dispute between Plato and Aristotle, who disagreed as to the relative importance of each, with Aristotle arguing that in the field of human action, theories are necessary but insufficient:
[phronesis]is not concerned with universals only; it must also take cognizance of particulars, because it is concerned with conduct, and conduct has its sphere in particular circumstances. That is why some people who do not possess theoretical knowledge are more effective in action (especially if they are experienced) than others who do possess it.
For Aristotle phronesis, or practical judgement, will always involve the interplay of the particular and the general, a broad idea about what one is engaged in tempered by the particular circumstances of the forum in which one is acting.
In the Academy, however, the majority side with Plato about the importance of universals, and much greater esteem is accorded to theorising about management. Doctoral researchers in organisational studies who embark on traditional PhDs are expected to make a contribution to knowledge, which can be narrowly understood as the development and testing of a new theory. This is considered to be a close parallel to the methods used in the natural sciences – anything else would be ‘unscientific’. However, scientific method and insights are not monolithic and there are specific differences between the natural and social worlds. In the next section I will rehearse how the analogies from the complexity sciences, which have informed the perspective of complex responsive processes, come to problematize the idea of theory-generation about the social. Continue reading →
The following post is by guest contributor John Tobin. John has served for many years as the CEO of a community hospital in the US. He earned a Doctor of Management at the Business School of the University of Hertforshire in 2003 and remains interested in the ongoing work of the Complexity Research Group at the University of Hertfordshire and the challenges of bringing that perspective into everyday management practice in a community hospital setting.
Doug, in your first post, you touched on an issue that I find both fascinating and disconcerting, –the increasingly close ties between public officials and special interests, and the mostly unacknowledged role of public policy in creating the current financial mess, a dysfunctional health care system, and other problems. This interconnectedness is by no means limited to business CEOs and high ranking government officials. Anyone familiar with the political process in Washington knows that the place is actually run by platoons of bright, ambitious twentysomething congressional staffers. The staffers become the focus of lobbyists’ attention because they know specific issues better than the Members themselves. Many of these staffers will go on to careers as lobbyists or elsewhere in government, reinforcing those linkages. In my home state, legislators are closely tied to the public employees’ unions (the Speaker of our House of Representatives was an organizer for the Service Employees’ International Union before being elected Speaker). Organized labor is supposed to balance the power between workers and business owners and the professional managers who represent the owners’ interests. In a government setting, this worthy purpose is corrupted when the workers become the managers, and no one truly represents the owners’ (taxpayers’) interests. Getting government spending under control becomes next to impossible. Continue reading →