A critique of hierarchy theory

In our zeal to apply models successfully, failures of the model are often overlooked. A model may be used for quite some time before its success is questioned or before the model fails to be applied successfully. Since hierarchy theory has been deemed successful in the systems field, it is necessary and appropriate to critique the development and application of hierarchy theory using the framework presented inCreative Problem Solving (Flood and Jackson, 1992). That framework proposes a critique that uses the four areas of theory, utility, ideology, and methodology in reviewing a systems theory. It is important to examine hierarchy theory through the analytical filter of critical systems thinking if we are genuinely to understand what hierarchy theory has to offer systems thinking in the exploration of complex situations.     

Competency-Based Model Through It: An Action Research Project

Competency-based management is a strategic approach for Human Resources Management and organizational change. Additionally, in business environment, information technologies competencies are a significant factor to organizational success (Bharadwaj, MIS Q 24(1):169–196, 2006). However the implementation of a model of competency-based management in business environment is difficult and complex (Lawler, J Organ Behav 15(1):3–15, 1993). In this context, Information systems are a suitable tool to manage individual and organizational knowledge (Alavi and Leidner, MIS Q 25(1):107–136, 2001; Bowman, Inf Syst Manag 19(3):32–40, 2002). This paper introduces a dynamic approach to a competency-based model through IT. We validate such approach through an action research project in RTVE, the largest company and reference public corporation of radio and television in Spain. The action research process in this organization is presented, and the findings highlight the potential benefits of the proposed model, and may be used in facilitating organizational change.     

The Viable Systems Model Applied to a National System of Innovation to Inform Policy Development

This paper outlines how the viable systems model (VSM) can provide insights into a National System of Innovation by focussing on the necessary variety needed to match the system's changing external environment. Because an innovation system is more diffuse than a firm, the VSM needs to be described within an ‘ecological’ metaphor. This approach gives insights into the system's learning processes, showing that there can be a trade-off between variety and control for the system to maintain a fixed level of viability. Furthermore, for many innovation systemsthe coordination is ‘soft’; taking place through markets, through Government directions, and through relationships embodied in clusters, unions or industry groups, etc.Governments generally can only manage the system indirectly by facilitating the generation of the necessary variety, influencing strategic directions, filling gaps in the system and encouraging coordination. Societal or cultural innovations, such as new forms of citizen participation in decision-making, may well improve the viability of an innovation system. However, if these innovations are pursued for societal rather than economic purposes, they fall outside the usual definition of innovation within an NSI.     

Is it Safe to Talk About Systems Again Yet?

The following article makes a case for the social sciences to renew their interest in systems, drawing on ideas circulating in organisational and community psychology, industry, engineering, biology and ecology, the new physics, management, evaluation, religion and spirituality, policy-making, human services professions, and service-user and community movements. It charts a different kind of systemic thinking in striking contrast to traditional mechanistic social systems theory. Sociology’s current resiling from systems theory is explained as a legacy of its loyal service in the ‘battlefield’ of the post WW2 critique of authoritarian structural-functionalist positivist systems and the hard-won interpretive turn to issues of process, diversity, conflict, change and a critical and ‘qualitative’ epistemology. A new transdisciplinary mental architecture of self-organising processes for complex living systems is offered which integrates understandings of both ‘structural systems’ and the ‘processual systemic’ in individual psychology, organisational sociology, and in action research as its epistemology.

Systems Thinking and Systems Practice: Working in the Fifth Dimension

This paper describes how a messy organizational problem was tackled using a systems approach which led to a resolution of the problem and to an improvement in the working relationships of the people involved. The example also shows how people who are not familiar with systems thinking, as such, can quickly be helped to develop a shared systemic view of a complex situation using activity modeling. At a deeper level, the paper also shows how the underlying dynamics of the problem situation was altered as a result of using a cooperative, dialogical working method, leading to an improvement in the quality of service provided by that part of the organization. The paper uses Peter Senge's five disciplines of a learning organization, together with various systems concepts, as a framework for describing how the process of change was brought about through the simultaneous management of task and social processes, leading to both individual and organizational learning.     

Making learning critical: Identity, emotion, and power in processes of management development

In recent years, a substantial volume of broadly critical knowledge of management and organization has been established, but comparatively little attention has been given to the question of how the insights of such knowledge might be communicated or applied pedagogically. The temptation or danger, arguably, is for critical knowledge to be substituted for the content of “traditional management education,” with minimal regard for its contribution to processes of personal, social, and organizational development. The chief purpose of this paper is to put some flesh on the claim that critical theory can make an important contribution to the principles and practice of management education. After summarizing some key differences between “traditional management education” and action learning (concerning learning and personal experience), these differences are illustrated by reference to a case study, which in turn, provides a basis for highlighting the relevance of critical thinking for addressing problems and issues thrown up through action learning for managers.     

A Systemic Development of the Interrogative Pronouns and Adverbs

This paper is about the questions used to design two large-scale organizational systems. It is thought that for these questions to be asked in a systematic manner they need to be drawn from some explicit framework. The most common framework for creating questions in the English language is the interrogative pronouns and adverts, more commonly known as Kipling’s six honest serving men. This paper re-visits these pronouns and adverbs drawing on a range of literatures to establish them into a coherent framework for designing and implementing the two large-scale projects. The paper is structured using the nodes in Checkland’s LUMAS model. It concludes with a systematically developed Interrogative Pronouns and Adverbs Framework that is worthy of further research and application.     

Peirce and Beer

This paper considers the philosophical background of Stafford Beer's Viable Systems Diagnosis (VSD) as profoundly influenced by Charles Peirce. In a general sense, our work discusses the VSD theory base in the development of a model for actionable theory in organizations. This paper examines VSD theory in the Beer trilogy ‘Brain of the Firm,’ ‘The Heart of the Enterprise’ and ‘Diagnosing the System’ and we propose that a sound set of VSD action principles can be derived from this trilogy. We contend that the philosophical background underpinning these principles is important. Using Beer’s ‘Decision and Control,’ we consider that philosophical background and link Operational Research and the interdisciplinary learning within Cybernetics to modern general systems theory. We explore Beer’s viewpoint on the Peirce depiction of four main methods of fixing belief; tenacity, authority, a priori and finally the scientific to assist in that expansion. We consider how knowledge of Beer’s perspective on making sense of the world is important in the linkage of VSD theory to the managerial problem arena. We relate the Peirce methods to previously reported problem solving exercises involving the VSD ideology, which we will develop individually at a later date. This paper reflects our desire to express the interpretation of VSD theory in a language that the well-informed manager may readily translate into the third step of testing theory in practice.     

Leadership and Learning: A Critical Reexamination of Senge’s Learning Organization

From its inception the concept of the learning organization has been identified with a particular type of organization or new forms of organizational learning. But it is often forgotten that Senge’s ‘system thinking’ formulation of the learning organization was inseparable from an attempt to reformulate a new way of thinking about change agency and leadership in organizations. Here it is argued that Senge’s learning organization can be re-conceptualised as a partial fusion of ‘systems thinking’ and learning theories that leads to a concept of organizational learning as a form of ‘distributed leadership’. However, the concept is critically flawed because it cannot theorise the organizing practices by which learning to lead and leading to learn are shared or distributed in organizations. It is concluded that Senge’s under-theorized focus on distributed leadership consistently neglects issues of practice and issues of power. As such his work does not provide an exploration of the possibilities for increasing the dispersal of human agency, power, knowledge and autonomy within the workplace.     

The business team standard: A means of improving the effectiveness of individual businesses in a multibusiness corporation

The paper describes a project carried out within a major chemicals corporation to improve the performance of the individual businesses. This was to be done by clarifying some of the organisational uncertainties in its structure and improving the way that specialists form coalitions to address market challenges together. The approach used was based on “systems thinking”, which is an intellectual framework of knowledge that attempts to view organisations as wholes and which studies the processes of change in any part in the context of the whole organisation. Some of the important concepts of systems thinking are explored as they might be applied within a business organisation. Specifically the tool used was the Viable System Model of Stafford Beer, which the authors interpreted and developed into a set of statements (“a Standard”) which describe best practice in such organisations. Managers have used this to explore possible gaps in their organisations and, with this understanding, find ways to improve performance.     

Knowing as intervention: Reflections on the application of systems ideas

The relation between theory and practice is explored in this paper with respect to an examination of various systems approaches. It is argued that the moment of knowing already contains practical implications in that comprehensiongears practice in certain directions. Practice/application can fulfill the demands of theory through the operation of a self-fulfilling prophecy effect. The way in which theoretical conceptions of systems researchers may constrain practice is explored with reference to the work of Beer, Checkland and Scholes, and Ulrich. In the course of this exploration, alternative views of the way in which viable systems diagnosis, soft systems methodology, and critical systems heuristics may be utilised, are offered.     

Working Within Organizational Cycles—A More Suitable Way to Manage Action Research Projects in Large Organizations?

This article proposes that action research projects in a large business context may need to fit within organizational funding and political cycles. It outlines some of the problems that may occur in attempting to implement an action research project in a large organization. It gives a case study of such a project that aimed to introduce a systemic human resource strategy to bring about organizational cultural change. Part way through the completion of the project the cycle changed, funds were cut, and the project was abolished, although significant portions of it had been implemented and other parts were later reestablished. The article establishes a link to punctuated equilibrium theory in exploring the political and funding cycles that influenced the decision to cut funding. It considers whether this could have been foreseen, and gives some recommendations for future action research projects.     

Toward Fostering Systems Learning in Organizational Contexts

This article explores the ways in which the process of systems learning can be nurtured in organizational contexts. I posit that in order to mobilize systems learning at the individual, group, and organizational levels, an integrated, holistic approach must be pursued. It is suggested that the challenge of not only teaching the systems thinking concepts but also using their actual applications in practice is more than just an issue of pedagogical improvement. The cultural and material issues integral to the use of systems thinking must be taken into consideration as well. I argue that our efforts to improve our pedagogical practices to foster systems learning in organizational contexts can benefit from the social constructivist perspective, which represents a system of ideas about learning. The qualities of systems pedagogy resided in social constructivism are proposed as a framework to think with in designing the meaningful systems learning activities. This article also discusses how to create the cultural and material environments in which the process of systems learning can be nurtured.     

系统工程方法在管理中的应用

本文论述了系统工程理论与方法及其在某培训工程组织管理中的应用,论述了对培训工程进行系统分析、系统设计、系统管理、系统评价的科学管理的思路和方法。实践证明,系统工程理论与方法对实际工程系统具有重要的实用价值,是对工程系统进行组织管理的科学方法。     

“EII META—MODEL” ON INTEGRATION FRAMEWORK FOR VIABLE ENTERPRISE SYSTEMS——CITY PLANNING METAPHOR BASED ON STRUCTURAL SIMILARITY

Enterprise systems must have the structure to adapt the change of business environment.When rebuilding enterprise system to meet the extended operational boundaries,the concept of IT city planning is applicable and effective.The aim of this paper is to describe the architectural approach from the integrated imformation infrastructure(In3) standpoint and to propose for applying the “City Planning” concept for rebuilding “inter-application spaghetti” enterprise systems.This is mainly because the portion of infrastructure has increased with the change of information systems from centralized systems to distributed and open systems.As enterprise systems have involved heterogeneity or architectural black box in them,it may be required the integration framework (meta-architecture)as a discipline based on heterogeneity that can provide comprehensive view of the enterprise systems.This paper proposes “EII Meta-model” as the integration framework that can optimize the overall enterprise systems from the IT city planning point of view.EII Meta-model consists of “Integrated Information Infrastructure Map(In3-Map)”,“Service·Framework” and “IT Scenario”.It would be applicable and effective for the viable enterprise,because it has the mechanism to adapt the change.Finally,we illustrate a case of information system in an online securities company and demonstrate spplicability and effectiveness of EII Meta-model to meet their business goals.     

A New Paradigm of Organizational Transformation: Enacting Wholeness Praxis in the Oneness of Problem and Possibility

In view of the emerging complicated global problems intertwined with the degradation of the natural environment, we need to probe the nature of the problems caused by human thinking and action in order to find new possibilities and opportunities for our future. In this paper the authors analyze the ‘problem maze’ humans create to depict the nature of organizational problems across public, private, and the third sectors. In order to cultivate the capacity to envision the possibilities inherent to organizational problems, we approach organizational transformation from the perspectives of epistemology, ontology, methodology, and practicalogy. We also propose four approaches to organizational transformation, namely involutionary, evolutionary, revolutionary, and, holo-volutionary transformation. We expect that by highlighting the oneness of problem and possibility, and by characterizing “wholeness praxis” of organizational transformation, we would probably offer a new path of sustainable organizational development. We also use three social enterprises to demonstrate how social and organizational problems might be transformed into possibilities and opportunities.     

A Fresh Look at The Systems Approach and an Agenda for Action: Peeking Through the Lens of Churchman's Aphorisms

This paper critically examines some important topics of systemic thinking to understand how our perception of problems can be enhanced and how the chances of deception can be mitigated while dealing with real-world problems. To achieve this objective, an attempt is first made to scrutinize some of the key issues of systemic thinking by looking through the lens of Churchman's aphorisms at: (1) the illusion of completeness and closure, (2) the meaning of holism, and (3) the concept of ‘Interbeing’. A preliminary ‘agenda for action’ is then laid out suggesting ways for increasing our perception and for minimizing the chances of being deceived in dealing with systems problems in practice.     

Rationalization of Metaphorical Exploration: Improving the Creativity Phase of Total Systems Intervention (TSI) on the Basis of Theory and Practice

Metaphors play a significant role in the creativity phase of Total Systems Intervention (TSI). They help managers and other stakeholders to think creatively about their organizations and to highlight their organizational problems. However, in the current form of the creativity phase of TSI there are no explicit criteria in the selection of metaphors or in the disclosure and prioritization of organizational issues. This paper seeks to open a dialog with management consultants who might be interested in the consulting meta-methodology called TSI. It proposes the creativity phase of TSI to management consultants along with the theoretical improvements, as well as the context-dependent and conditional practical innovations. It emphasizes my reflections about the potential of this stage in the appreciation of organizational problems and invites new modifications. To reach this aim, the paper initially gives a brief account of the creativity phase of TSI, deals with its shortcomings, highlights its theoretical improvements and empirical findings in the PALMEK manufacturing company, Turkey, and then rationalizes this phase through proposing an appropriate method for its implementation. This method, on the whole, facilitates systematic and comprehensive analyses of problem situations, characterization of organizational issues, and disclosure and prioritization of concealed organizational problems in a structured and democratic conversational setting.     

网络化控制系统的故障诊断

网络化控制系统与传统结构的控制系统相比具有许多优点,但经网络传输的控制信号所带来的随机时延、丢包、异步等问题会影响闭环控制系统的性能,因此需要发展可在网络环境工作的系统的控制理论和技术。故障诊断与容错控制对于控制工程实践特别是对安全性有严格要求的控制系统是十分重要的。近年来,我们较为系统地开展了网络化控制系统故障诊断与容错控制的研究工作从而可对故障诊断的主要研究结果进行概述。     

Attributional Bias as a Source of Conflict Between Users and Analysts in an Information Systems Development Context—Hypotheses Development

One potential obstacle to effective information systems development involves the conflict between users and developers. It has been argued that information systems development personnel have different perceptions of what constitutes systems effectiveness than do users. System objectives are accomplished from the developer's viewpoint when a system has technical validity. System objectives are accomplished from the user's viewpoint when the system has organizational validity. Differences in the assessment of information systems project success are accentuated when users perceive the project as a failure. Attribution theory, a social psychology theory, is employed here to explain the source and outcome of such conflict. Also discussed are alternative ways of resolving those differences.