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Inter system cooperation
- 1. Cooperation from system theory point of view Miklós Fodor Fodor HR Psychology 2.0
- 2. What is a conflict? Person A sees a blue circle Person B sees a yellow square Two people (A & B) looking at the same object Who is right? Can be both right ?
- 3. The INDICATOR Indicator shows how adaptive a system is. Who has the control: the environment or the system? HUMAN: the indicator = mood, self-confidence High indicator = happiness e.g. feelings after solving a problem; good performance Low indicator = fear, anxiety, anger, e.g. being bound (unability to move); being attacked by a dog
- 4. What if person A and B is the same? Only the time points differ The conflict is WITHIN her/his mind. Result: confusion her/his indicator is decreasing The „power” of the environment (the situation) increases
- 5. The indicator starts to decrease time Indicator The person has low control on the environment = badly adapting
- 6. What can she/he do? Investigating the details No decision: the conflict increases
- 7. The indicator decreases more and more rapidly time Indicator
- 8. What happens meanwhile? Combining the details Checking also the details of the details...
- 9. Close to give up Nadir or deadlock (SWE: dödläge, atervändsgränd; HUN: holtpont) = close to give up time Indicator
- 10. SOLUTION Finding a good combination of the details Out-of-the-box thinking: out of 2D into 3D
- 11. The CYLINDER is the solution In reality the object is a cylinder
- 12. The indicator increases suddenly time Indicator
- 13. The communication constraint time Indicator Urge for sharing the new knowledge
- 14. Characteristics of the process (1) Investigating the details of each perspective is needed to reach a solution. This process can be also unconscious
- 15. Characteristics of the process (2) In the majority of the cases the solution is preceded by failures. These result discomfort time Indicator
- 16. Characteristics of the process (3) The two perspectives have to be in contact in order to mix the building elements The contact means communication
- 17. Characteristics of the process (4) If a solution exists, usually it appears at the indicator’s minimum point, when all details are revealed time Indicator
- 18. Characteristics of the process (5) Solution = better representation of the environment by a new model. It requires stepping out of the usual thinking boundaries. E.g. 3D instead 2D
- 19. Characteristics of the process (6) The solution is integrative: does not cease, but includes both previous perspectives
- 20. Characteristics of the process (7) The increase of the indicator at the end of the process is proportional with the previous decrease time Indicator
- 21. Characteristics of the process (8) After a solution is born, it is hard to keep it for ourselves. Remaining silent would be a bad strategy from evolution’s point of view Urge for sharing the new knowledge
- 22. Systems (1) investigated living system: PERSON the sub-systems: COGNITIVE SCHEMATA the indicator: THE SIZE OF THE SELF indicator increase: SELF-EXPANSION, HAPPINESS indicator decrease: SELF-NARROWING, ANXIETY communication: INTRA-MIND solution is spread to: PEOPLE ON GROUP LEVEL Example: saturday night dilemma: cinema or friends
- 23. Systems (2) investigated living system: COUPLE the sub-systems: TWO PERSONS & THEIR SCHEMATA the indicator: WELL BEING OF THE COUPLE; ATTRACTION, HARMONY indicator increase: MARRIAGE indicator decrease: DIVORCE, BREAKING UP communication: INTER-MIND solution is spread to: PEOPLE ON GROUP LEVEL Example: helping each other; altruism; common problem solving
- 24. Systems (3) investigated living system: GROUP the sub-systems: GROUP MEMBERS the indicator: GROUP COHESION indicator increase: GOOD PERFORMANCE, COMMON AIMS indicator decrease: DIVERGENCE, DISAGREEMENT communication: INTERPERSONAL solution is spread to: GROUPS ON SOCIETY OR COMPANY LEVEL Example: gossips; clique (competing sub-groups. SWE: klick, kotteri); group dynamics; group spirit; morale
- 25. Systems (4) investigated living system: COMPANIES the sub-systems: DEPARTMENTS, DIVISIONS, EMPLOYEES the indicator: COMPANY VALUE, SHARE PRICE indicator increase: (MID TERM) SHARE PRICE INCREASE indicator decrease: (MID TERM) SHARE PRICE DECREASE communication: INTERPERSONAL solution is spread to: CUSTOMERS, INVESTORS Example: restructuring the organisation; company culture change; M&A (former competitors)
- 26. Systems (5) investigated living system: SOCIETY, NATION, CULTURE the sub-systems: ETHNIC GROUPS, SUB-CULTURES, RELIGIONS the indicator: HUMAN DEVELOPMENT INDEX (HDI), GDP (SWE: BNP), QUALITY OF LIFE indicator increase: HDI INCREASE indicator decrease: CIVIL WAR, RIOTS communication: MEDIA solution is spread to: LEAST DEVELOPED COUNTRIES, WITHIN ALLIANCES Example: tolerance with minorities; exporting positive political values (democracy)
- 27. Systems (6) investigated living system: WORLD, CONTINENT the sub-systems: COUNTRIES, WORLD RELIGIONS the indicator: WORLD TRADE indicator increase: POPULATION INCREASE indicator decrease: (WORLD) WARS, GLOBAL WARMING communication: DIPLOMACY solution is spread to: N/A, (MAYBE MARTIANS OR UFOs) Example: EU; Future super-system (UN or world government). The film: Independece day (common enemy)
- 28. Conclusions conflict = two antagonistic perspectives about the same object solving conflict = common aim that integrates technique = going in the details + communicating (sharing the details: needs an openness) conflict, bad feelings = necessary part of the solution process spreading the solution = exporting the new perspective to other systems on a higher complexity level the parent system’s indicator affects its children system’s indicator = your team wins, you are happy; your company’s share value increases, you earn more; your country is successful, you live better
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