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The workshop Complexity72h is an interdisciplinary event whose aim is to bring together young researchers from different fields of complex systems.
Inspired by the 72h Hours of Science, participants will form working groups aimed at carrying out a project in a three-day time, i.e. 72 hours. Each group’s goal is to upload on the arXiv a report of their work by the end of the event. A team of tutors will propose the projects, and assist and guide each group in developing their project.
Alongside teamwork, participants will attend lectures from scientists coming from different fields of complex systems, and applied workshops.
The workshop is organized and will be hosted by the IMT School for Advanced Studies Lucca.
Wanna know more? Send us an email at complexity72h [at] gmail [dot] com
Source: complexity72h.weebly.com
Cooperation is still an important issue for both evolutionary and social scientists. There are some remarkable methods for sustaining cooperation. On the other hand, various studies discuss whether human deliberative behaviour promotes or inhibits cooperation. As those studies of human behaviour develop, in the study of evolutionary game theory, models considering deliberative behaviour of game players are increasing. Based on that trend, the author considers that decision of a person requires certain time and imposes a psychological burden on him/her and defines such burden as the cost of decision. This study utilizes the model of evolutionary game theory that each player plays the spatial prisoner’s dilemma game with opponent players connected to him/her and introduces the cost of decision. The main result of this study is that the introduction of the cost of decision contributes to the evolution of cooperation, although there are some differences in the extent of its…
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This is a biggie, in at least two senses! Mike Jackson says this is twice the size and completely reworked, though following the same schema as the original edition (actually – different title – systems thinking: creative holism for managers)
Availability/launch date in the UK 22 March.

ISBN: 978-1-119-11837-4 March 2019 728 Pages
The world has become increasingly networked and unpredictable. Decision makers at all levels are required to manage the consequences of complexity every day. They must deal with problems that arise unexpectedly, generate uncertainty, are characterised by interconnectivity, and spread across traditional boundaries. Simple solutions to complex problems are usually inadequate and risk exacerbating the original issues.
Leaders of international bodies such as the UN, OECD, UNESCO and WHO — and of major business, public sector, charitable, and professional organizations — have all declared that systems thinking is an essential leadership skill for managing the complexity of the economic, social and environmental issues that confront decision makers. Systems thinking must be implemented more generally, and on a wider scale, to address these issues.
An evaluation of different systems methodologies suggests that they concentrate on different aspects of
complexity. To be in the best position to deal with complexity, decision makers must understand the strengths and weaknesses of the various approaches and learn how to employ them in combination. This is called critical systems thinking. Making use of over 25 case studies, the book offers an account of the development of systems thinking and of major efforts to apply the approach in real-world interventions. Further, it encourages the widespread use of critical systems practice as a means of ensuring responsible leadership in a complex world.
Comments on a previous version of the book:
Russ Ackoff: ‘the book is the best overview of the field I have seen’
JP van Gigch: ‘Jackson does a masterful job. The book is lucid …well written and eminently readable’
Professional Manager (Journal of the Chartered Management Institute): ‘Provides an excellent guide and introduction to systems thinking for students of management’
Preface xvii
Introduction xxv
Part I Systems Thinking in the Disciplines 1
1 Philosophy 3
1.1 Introduction 3
1.2 Kant 4
1.3 Hegel 8
1.4 Pragmatism 9
1.5 Husserl and Phenomenology 10
1.6 Radical Constructivism 11
1.7 Conclusion 12
2 The Physical Sciences and the Scientific Method 15
2.1 Introduction 15
2.2 The Scientific Method and the Scientific Revolution 16
2.3 The Physical Sciences in the Modern Era 19
2.4 The Scientific Method in the Modern Era 21
2.5 Extending the Scientific Method to Other Disciplines 24
2.6 Conclusion 25
3 The Life Sciences 27
3.1 Introduction 27
3.2 Biology 27
3.3 Ecology 35
3.4 Conclusion 40
4 The Social Sciences 43
4.1 Introduction 43
4.2 Functionalism 44
4.3 Interpretive Social Theory 49
4.4 The Sociology of Radical Change 52
4.5 Postmodernism and Poststructuralism 56
4.6 Integrationist Social Theory 59
4.7 Luhmann’s Social Systems Theory 62
4.8 Action Research 67
4.9 Conclusion 68
Part II The Systems Sciences 71
5 General Systems Theory 75
5.1 Introduction 75
5.2 von Bertalanffy and General System Theory 75
5.3 von Bertalanffy’s Collaborators and the Society for General Systems Research 79
5.4 Miller and the Search for Isomorphisms at Different System Levels 80
5.5 Boulding, Emergence and the Centrality of “The Image” 82
5.6 The Influence of General Systems Theory 85
5.7 Conclusion 86
6 Cybernetics 89
6.1 Introduction 89
6.2 First‐Order Cybernetics 91
6.3 British Cybernetics 95
6.4 Second‐Order Cybernetics 102
6.5 Conclusion 108
7 Complexity Theory 111
7.1 Introduction 111
7.2 Chaos Theory 112
7.3 Dissipative Structures 117
7.4 Complex Adaptive Systems 119
7.5 Complexity Theory and Management 125
7.6 Complexity Theory and Systems Thinking 136
7.7 Conclusion 144
Part III Systems Practice 147
8 A System of Systems Methodologies 151
8.1 Introduction 151
8.2 Critical or “Second‐Order” Systems Thinking 152
8.3 Toward a System of Systems Methodologies 155
8.3.1 Preliminary Considerations 155
8.3.2 Beer’s Classification of Systems 155
8.3.3 The Original “System of Systems Methodologies” 157
8.3.4 Snowden’s Cynefin Framework 160
8.3.5 A Revised “System of Systems Methodologies” 162
8.4 The Development of Applied Systems Thinking 166
8.5 Systems Thinking and the Management of Complexity 169
8.6 Conclusion 169
Type A Systems Approaches for Technical Complexity 171
9 Operational Research, Systems Analysis, Systems Engineering (Hard Systems Thinking) 173
9.1 Prologue 173
9.2 Description of Hard Systems Thinking 175
9.2.1 Historical Development 175
9.2.2 Philosophy and Theory 177
9.2.3 Methodology 179
9.2.4 Methods 182
9.2.5 Developments in Hard Systems Thinking 184
9.3 Hard Systems Thinking in Action 188
9.4 Critique of Hard Systems Thinking 191
9.5 Comments 196
9.6 The Value of Hard Systems Thinking to Managers 197
9.7 Conclusion 197
Type B Systems Approaches for Process Complexity 199
10 The Vanguard Method 201
10.1 Prologue 201
10.2 Description of the Vanguard Method 203
10.2.1 Historical Development 203
10.2.2 Philosophy and Theory 206
10.2.3 Methodology 209
10.2.4 Methods 211
10.3 The Vanguard Method in Action 212
10.3.1 Check 213
10.3.2 Plan 215
10.3.3 Do 216
10.4 Critique of the Vanguard Method 220
10.5 Comments 224
10.6 The Value of the Vanguard Method to Managers 225
10.7 Conclusion 226
Type C Systems Approaches for Structural Complexity 227
11 System Dynamics 229
11.1 Prologue 229
11.2 Description of System Dynamics 231
11.2.1 Historical Development 231
11.2.2 Philosophy and Theory 233
11.2.3 Methodology 241
11.2.4 Methods 244
11.3 System Dynamics in Action 247
11.4 Critique of System Dynamics 249
11.5 Comments 258
11.6 The Value of System Dynamics to Managers 258
11.7 Conclusion 259
Type D Systems Approaches for Organizational Complexity 261
12 Socio‐Technical Systems Thinking 263
12.1 Prologue 263
12.2 Description of Socio‐Technical Systems Thinking 264
12.2.1 Historical Development 264
12.2.2 Philosophy and Theory 268
12.2.3 Methodology 276
12.2.4 Methods 279
12.3 Socio‐Technical Systems Thinking in Action 280
12.4 Critique of Socio‐Technical Systems Thinking 281
12.5 Comments 288
12.6 The Value of Socio‐Technical Systems Thinking to Managers 289
12.7 Conclusion 289
13 Organizational Cybernetics and the Viable System Model 291
13.1 Prologue 291
13.2 Description of Organizational Cybernetics 296
13.2.1 Historical Development 296
13.2.2 Philosophy and Theory 299
13.2.3 Methodology 311
13.2.4 Methods 317
13.3 Organizational Cybernetics in Action 320
13.4 Critique of Organizational Cybernetics and the Viable System Model 325
13.5 Comments 337
13.6 The Value of Organizational Cybernetics to Managers 339
13.7 Conclusion 340
Type E Systems Approaches for People Complexity 341
14 Strategic Assumption Surfacing and Testing 343
14.1 Prologue 343
14.2 Description of Strategic Assumption Surfacing and Testing 346
14.2.1 Historical Development 346
14.2.2 Philosophy and Theory 348
14.2.3 Methodology 353
14.2.4 Methods 355
14.3 Strategic Assumption Surfacing and Testing in Action 357
14.4 Critique of Strategic Assumption Surfacing and Testing 360
14.5 Comments 365
14.6 The Value of Strategic Assumption Surfacing and Testing to Managers 366
14.7 Conclusion 367
15 Interactive Planning 369
15.1 Prologue 369
15.2 Description of Interactive Planning 371
15.2.1 Historical Development 371
15.2.2 Philosophy and Theory 375
15.2.3 Methodology 379
15.2.4 Methods 382
15.3 Interactive Planning in Action 384
15.4 Critique of Interactive Planning 388
15.5 Comments 394
15.6 The Value of Interactive Planning to Managers 395
15.7 Conclusion 395
16 Soft Systems Methodology 397
16.1 Prologue 397
16.2 Description of Soft Systems Methodology 401
16.2.1 Historical Development 401
16.2.2 Philosophy and Theory 404
16.2.3 Methodology 411
16.2.4 Methods 420
16.3 Soft Systems Methodology in Action 427
16.4 Critique of Soft Systems Methodology 431
16.5 Comments 441
16.6 The Value of Soft Systems Methodology to Managers 442
16.7 Conclusion 443
Type F Systems Approaches for Coercive Complexity 445
17 Team Syntegrity 447
17.1 Prologue 447
17.2 Description of Team Syntegrity 449
17.2.1 Historical Development 449
17.2.2 Philosophy and Theory 450
17.2.3 Methodology 455
17.2.4 Methods 458
17.3 Team Syntegrity in Action 459
17.4 Critique of Team Syntegrity 462
17.5 Comments 468
17.6 The Value of Team Syntegrity to Managers 470
17.7 Conclusion 470
18 Critical Systems Heuristics 471
18.1 Prologue 471
18.2 Description of Critical Systems Heuristics 473
18.2.1 Historical Development 473
18.2.2 Philosophy and Theory 476
18.2.3 Methodology 479
18.2.4 Methods 484
18.3 Critical Systems Heuristics in Action 485
18.4 Critique of Critical Systems Heuristics 490
18.5 Comments 502
18.6 The Value of Critical Systems Heuristics to Managers 508
18.7 Conclusion 509
Part IV Critical Systems Thinking 511
19 Critical Systems Theory 515
19.1 Introduction 515
19.2 The Origins of Critical Systems Theory 516
19.2.1 Critical Awareness 517
19.2.2 Pluralism 519
19.2.3 Emancipation or Improvement 522
19.3 Critical Systems Theory and the Management Sciences 524
19.4 Conclusion 528
20 Critical Systems Thinking and Multimethodology 531
20.1 Introduction 531
20.2 Total Systems Intervention 540
20.2.1 Background 540
20.2.2 Multimethodology 541
20.2.3 Case Study 545
20.2.4 Critique 553
20.3 Systemic Intervention 558
20.3.1 Background 558
20.3.2 Multimethodology 559
20.3.3 Case Study 562
20.3.4 Critique 565
20.4 Critical Realism and Multimethodology 568
20.4.1 Background 568
20.4.2 Multimethodology 570
20.4.3 Case Study 572
20.4.4 Critique 572
20.5 Conclusion 576
21 Critical Systems Practice 577
21.1 Prologue 577
21.2 Description of Critical Systems Practice 579
21.2.1 Historical Development 579
21.2.2 Philosophy and Theory 581
21.2.3 Multimethodology 593
21.2.4 Methodologies 601
21.2.5 Methods 604
21.3 Critical Systems Practice in Action 607
21.3.1 North Yorkshire Police 607
21.3.2 Kingston Gas Turbines 617
21.3.3 Hull University Business School 621
21.4 Critique of Critical Systems Practice 632
21.5 Comments 637
21.6 The Value of Critical Systems Practice to Managers 638
21.7 Conclusion 638
Conclusion 641
References 645
Index 679
Call for Participation
RSD8 – Eighth Symposium for Relating Systems Thinking and Design
October 17-19, 2019
IIT – Institute of Design
Chicago, Illinois, USA
SDA Site: https://systemic-design.net/
EasyChair: https://easychair.org/conferences/?conf=rsd8.
RSD8 Conference website up soon
Systems Change for Governance: Design + Networks + Activation
There is an emerging concern to address the pragmatics of large-scale social system change across all contexts. Organizations can no longer go it alone if they want to achieve scaled and sustainable impact. Building, activating, and amplifying capacity to co-design and co-produce with real stakeholders has always been a challenging commitment. Successful system change models are still emerging across different sectors, and their results are simultaneously challenged by massive global trends. Achieving systems-level transformation requires activating, cultivating and galvanizing networks-technological, infrastructural, and social-that support new collaborative activities, processes, and mindsets.
The role of systemic design in informing equitable and sustainable choices increasingly demands that designers re-orient toward “design and…”. Together, we’ll explore real-world contexts where organizational behavior, entrepreneurship, policymaking, and design are already colliding, as well as new tools and methodologies to evolve our individual and collective points of view about leadership and the transformative practices-and challenges-of large-scale collaboration.
Our thematic questions include the following:
* How can organizations engage and activate networks for reimagining livelihoods and the platforms for supporting them?
* What is the role of leaders-including designers-in designing sustainable solutions that reimagine the interconnectivity of social, technical and ecological infrastructures?
* How can socially-focused entrepreneurs prototype large-scale transformations that weave together new technological developments and more equitable and inclusive solutions?
* Where might we learn from alternative or emerging models of developing and scaling access, inclusion, and equity in large-scale transformation initiatives involving multiple stakeholders?
* What ethical and ecological principles – such as social justice, regenerativity, transparency, and “fit”- should inform how we enable systemic change in action?
AREAS OF FOCUS
The conference theme encompasses many areas of Systemic Design, exploring the opportunities for systems and design thinking in different interdisciplinary and complementary domains. We welcome works addressing this wide theme from different perspectives, fostering special reflections on the relevant topics proposed below.
1. Systemic Design and Organizations, Business Practices, and New Economies
2. Systemic Design and Emerging Technological Infrastructures
3. Systemic Design and Access, Inclusion, and Equity
4. Systemic Design Models and Processes for Sustainment
5. Systemic Design and Governance: Policymaking and Decision Making
6. Open track
CONFERENCE STRUCTURE
Discussion Groups
Participants submit abstracts that will be clustered around thematic areas, and they give brief presentations about their work. These presentations will be followed by loosely structured conversations between 15-20 people led by a facilitator, who afterwards will be responsible for providing a short summary of the discussion and its insights. Both the discussion summary and the submitted abstracts will be published in the conference proceedings.
Activity Groups
Facilitators submit proposals for leading a session that addresses a specific system change challenge for large-scale transformation. Activity groups are knowledge sharing and benchmarking discussions focusing on emerging Systemic Design practices and applications in public, private, and social sectors. Facilitators will be responsible for documenting and summarizing the results of the activity. Accepted activity groups submission and results will be published in the conference proceedings.
Workshops
Workshops are half/full day sessions that provide an opportunity for participants to engage with the latest tools and methods of systemic design. Facilitators submit proposals for leading hands-on activities sharing their tools, methods, and strategies for large-scale transformation and re-inventing systems of governance. Workshops allow facilitators to test and prototype ideas and co-create new knowledge collaboratively with participants. Workshop proposals should include no fewer than 3 registered facilitators. Proposals should be in the region of but no more than 1000 words and provide an overall description of the theme, details of the proposed activities and format of the session, workshop goals and expected outcomes as well as detailing any technical or space requirements.
Charles Owen Tribute
Charles Owen is a pioneer in connecting design and systems thinking. He is Distinguished Professor Emeritus at the Institute of Design where he conducted research and taught until 2010 in the Master and PhD Design graduate programs. For participating in this session, participants submit proposals for presenting a review and re-evaluation of Charles Owen’s theories and/or projects through the lenses of contemporary systems theory and challenges. Prof. Owen’s biography, publications, and projects can be found at the Institute of Design website (link: https://id.iit.edu/people/charles-l-owen/). Accepted participants submission will be published in the conference proceedings.
SUBMISSION PROCESS
Call for abstracts/proposals for Discussion Groups, Activity Groups, Workshops, and Charles Owen Tribute
“Reinventing Systems of Governance: Design + Networks + Activation” is an interdisciplinary conference aiming to represent the state of the art of systems thinking application in design towards sustainability and stimulate an international debate among academics and professionals on the topic.
We ask everyone who wishes to present their work at RSD8 to submit a long abstract of maximum 1000 words (title, keywords and references excluded). The abstract should be submitted by May 3, 2019 through EasyChair at this link: https://easychair.org/conferences/?conf=rsd8. You should upload the abstract in text form as well as in a PDF file including any images and the conference topics to which your work relates. The abstract submission form will guide you through the process but we recommend you download and read the call for abstracts for more detailed information.
Your abstract will undergo a peer review process by independent referees. We will notify the authors of abstracts selected to be presented at RSD8 within the deadline given on the home page. If you have received an email telling you that your abstract has been selected, you should register for the conference and present your work during the RSD8 symposium (October 17-19, 2019).
After the conference, you will be asked to prepare a working paper that will be included in the RSD8 proceedings: you may consider the feedback gathered during your presentation discussion. All the working papers will be included in the official RSD8 proceedings, published in Open Access by Systemic Design Association. Then, authors desiring to fully develop a research article from the paper will be given the opportunity to submit them for peer-reviewed publication in leading design/scientific journals.
Key Dates
03 May 2019 – Deadline for abstract submission
31 May 2019 – Announcement of abstract decisions
17-19 October 2019 – RSD8 Symposium at IIT-Institute of Design, Chicago
PETER JONES, PH.D.
ASSOCIATE PROFESSOR
OCAD UNIVERSITY
http://designdialogues.com
http://slab.ocadu.ca
E pjones@ocadu.ca
T 416.799.8799
“The Human Network” is now available: https://web.stanford.edu/~jacksonm/books.html#book2It discusses how a handful of simple and quantifiable features of human networks yield enormous insight into why we behave the way we do. Two threads are interwoven: why human networks have special features, and how those features determine our power, opinions, opportunities, behaviors, and accomplishments. Some of the topics included are: the different ways in which a person’s position in a network determines their influence; which systematic errors we make when forming opinions based on what we learn from our friends; how financial contagions work and why are they different from the spread of a flu; how splits in our social networks feed inequality, immobility, and polarization; and how network patterns of trade and globalization are changing international conflict and wars.The book is non-technical, with no equations but many pictures, and is full of rich examples and…
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Source: infed.org | Chris Argyris: theories of action, double-loop learning and organizational learning
contents: introduction · life · theories of action: theory in use and espoused theory · single-loop and double-loop learning · model I and model II · organizational learning · conclusion · further reading and references · links · cite
Chris Argyris has made a significant contribution to the development of our appreciation of organizational learning, and, almost in passing, deepened our understanding of experiential learning. On this page we examine the significance of the models he developed with Donald Schön of single-loop and double-loop learning, and how these translate into contrasting models of organizational learning systems.
Chris Argyris was born in Newark, New Jersey on July 16, 1923 and grew up in Irvington, New Jersey. During the Second World War he joined the Signal Corps in the U.S. Army eventually becoming a Second Lieutenant (Elkjaer 2000). He went to university at Clark, where he came into contact with Kurt Lewin (Lewin had begun the Research Center for Group Dynamics at M.I.T.). He graduated with a degree in Psychology (1947). He went on to gain an MA in Psychology and Economics from Kansas University (1949), and a Ph.D. in Organizational Behavior from Cornell University (he was supervised by William F. Whyte) in 1951. In a distinguished career Chris Argyris has been a faculty member at Yale University (1951-1971) where he served as the Beach Professor of Administrative Science and Chairperson of the department; and the James Bryant Conant Professor of Education and Organizational Behavior at Harvard University (1971- ). As well as making a significant contribution to the literature Chris Argyris was known as a dedicated and committed teacher. Argyris was also a director of the Monitor Company in Cambridge, Massachusetts.
Chris Argyris’ early research explored the impact of formal organizational structures, control systems, and management on individuals (and how they responded and adapted to them). This research resulted in the books Personality and Organization (1957) and Integrating the Individual and the Organization (1964). He then shifted his focus to organizational change, in particular exploring the behaviour of senior executives in organizations (Interpersonal Competence and Organizational Effectiveness, 1962; Organization and Innovation, 1965). From there he moved onto a particularly fruitful inquiry into the role of the social scientist as both researcher and actor (Intervention Theory and Method, 1970; Inner Contradictions of Rigorous Research, 1980 and Action Science, 1985 – with Robert Putnam and Diana McLain Smith). Much of the focus on this page lies with his fourth major area of research and theorizing – in significant part undertaken with Donald Schön – around individual and organizational learning. Here the interest lies in the extent to which human reasoning, not just behaviour, can become the basis for diagnosis and action (Theory in Practice, 1974 ; Organizational Learning, 1978; Organizational Learning II, 1996 – all with Donald Schön). He has also developed this thinking in Overcoming Organizational Defenses (1990), Knowledge for Action (1993).
As well as writing and researching, Chris Argyris has been an influential teacher. This is how Peter Senge (1990: 182-3) talks about his own experience of Argyris as a teacher.
Despite having read much of his writing, I was unprepared for what I learned when I first saw Chris Argyris practice his approach in an informal workshop… Ostensibly an academic presentation of Argyris’s methods, it quickly evolved into a powerful demonstration of what action science practitioners call ‘reflection in action’…. Within a matter of minutes, I watched the level of alertness and ‘presentness’ of the entire group rise ten notches – thanks not so much to Argyris’s personal charisma, but to his skilful practice of drawing out… generalizations. As the afternoon moved on, all of us were led to see (sometimes for he first time in our lives) subtle patterns of reasoning which underlay our behaviour; and how those patterns continually got us into trouble. I had never had such a dramatic demonstration of own mental models in action… But even more interesting, it became clear that, with proper training, I could become much more aware of my mental models and how they operated. This was exciting.
The ability, demonstrated here, to engage with others, to make links with the general and the particular, and to explore basic orientations and values is just what Argyris talks about when exploring the sorts of behaviours and beliefs that are necessary if organizations are to learn and develop.
Our starting point is Argyris and Schön’s (1974) argument that people have mental maps with regard to how to act in situations. This involves the way they plan, implement and review their actions. Furthermore, they assert that it is these maps that guide people’s actions rather than the theories they explicitly espouse. What is more, fewer people are aware of the maps or theories they do use (Argyris, 1980). One way of making sense of this is to say that there is split between theory and action. However, Argyris and Schön suggest that two theories of action are involved.
The notion of a theory of action can be seen as growing out of earlier research by Chris Argyris into the relationships between individuals and organizations (Argyris 1957, 1962, 1964). A theory of action is first a theory: ‘its most general properties are properties that all theories share, and the most general criteria that apply to it – such as generality, centrality and simplicity – are criteria applied to all theories’ (Argyris and Schön 1974: 4). The distinction made between the two contrasting theories of action is between those theories that are implicit in what we do as practitioners and managers, and those on which we call to speak of our actions to others. The former can be described as theories-in-use. They govern actual behaviour and tend to be tacit structures. Their relation to action ‘is like the relation of grammar-in-use to speech; they contain assumptions about self, others and environment – these assumptions constitute a microcosm of science in everyday life’ (Argyris & Schön 1974: 30). The words we use to convey what we, do or what we would like others to think we do, can then be called espoused theory.
When someone is asked how he would behave under certain circumstances, the answer he usually gives is his espoused theory of action for that situation. This is the theory of action to which he gives allegiance, and which, upon request, he communicates to others. However, the theory that actually governs his actions is this theory-in-use. (Argyris and Schön 1974: 6-7)
Making this distinction allows us to ask questions about the extent to which behaviour fits espoused theory; and whether inner feelings become expressed in actions. In other words, is there congruence between the two? Argyris (1980) makes the case that effectiveness results from developing congruence between theory-in-use and espoused theory. For example, in explaining our actions to a colleague we may call upon some convenient piece of theory. We might explain our sudden rush out of the office to others, or even to ourselves at some level, by saying that a ‘crisis’ had arisen with one of ‘our’ clients. The theory-in-use might be quite different. We may have become bored and tired by the paper work or meeting and felt that a quick trip out to an apparently difficult situation would bring welcome relief. A key role of reflection, we could argue, is to reveal the theory-in-use and to explore the nature of the ‘fit’. Much of the business of supervision, where it is focused on the practitioner’s thoughts, feelings and actions, is concerned with the gulf between espoused theory and theory-in-use or in bringing the later to the surface. This gulf is no bad thing. If it gets too wide then there is clearly a difficulty. But provided the two remain connected then the gap creates a dynamic for reflection and for dialogue.
To fully appreciate theory-in-use we require a model of the processes involved. To this end Argyris and Schön (1974) initially looked to three elements:
Governing variables: those dimensions that people are trying to keep within acceptable limits. Any action is likely to impact upon a number of such variables – thus any situation can trigger a trade-off among governing variables.
Action strategies: the moves and plans used by people to keep their governing values within the acceptable range.
Consequences: what happens as a result of an action. These can be both intended – those actor believe will result – and unintended. In addition those consequences can be for the self, and/or for others. (Anderson 1997)
Where the consequences of the strategy used are what the person wanted, then the theory-in-use is confirmed. This is because there is a match between intention and outcome. There may be a mismatch between intention and outcome. In other words, the consequences may be unintended. They may also not match, or work against, the person’s governing values. Argyris and Schön suggest two responses to this mismatch, and these are can be seen in the notion of single and double-loop learning.
For Argyris and Schön (1978: 2) learning involves the detection and correction of error. Where something goes wrong, it is suggested, an initial port of call for many people is to look for another strategy that will address and work within the governing variables. In other words, given or chosen goals, values, plans and rules are operationalized rather than questioned. According to Argyris and Schön (1974), this is single-loop learning. An alternative response is to question to governing variables themselves, to subject them to critical scrutiny. This they describe as double-loop learning. Such learning may then lead to an alteration in the governing variables and, thus, a shift in the way in which strategies and consequences are framed. Thus, when they came to explore the nature of organizational learning. This is how Argyris and Schön (1978: 2-3) described the process in the context of organizational learning:
When the error detected and corrected permits the organization to carry on its present policies or achieve its presents objectives, then that error-and-correction process is single-loop learning. Single-loop learning is like a thermostat that learns when it is too hot or too cold and turns the heat on or off. The thermostat can perform this task because it can receive information (the temperature of the room) and take corrective action. Double-loop learning occurs when error is detected and corrected in ways that involve the modification of an organization’s underlying norms, policies and objectives.
Single-loop learning seems to be present when goals, values, frameworks and, to a significant extent, strategies are taken for granted. The emphasis is on ‘techniques and making techniques more efficient’ (Usher and Bryant: 1989: 87) Any reflection is directed toward making the strategy more effective. Double-loop learning, in contrast, ‘involves questioning the role of the framing and learning systems which underlie actual goals and strategies (op. cit.). In many respects the distinction at work here is the one used by Aristotle, when exploringtechnical andpractical thought. The former involves following routines and some sort of preset plan – and is both less risky for the individual and the organization, and affords greater control. The latter is more creative and reflexive, and involves consideration notions of the good. Reflection here is more fundamental: the basic assumptions behind ideas or policies are confronted… hypotheses are publicly tested… processes are disconfirmable not self-seeking (Argyris 1982: 103-4).
The focus of much of Chris Argyris’ intervention research has been to explore how organizations may increase their capacity for double-loop learning. He argues that double-loop learning is necessary if practitioners and organizations are to make informed decisions in rapidly changing and often uncertain contexts (Argyris 1974; 1982; 1990). As Edmondson and Moingeon (1999:160) put it:
The underlying theory, supported by years of empirical research, is that the reasoning processes employed by individuals in organizations inhibit the exchange of relevant information in ways that make double-loop learning difficult – and all but impossible in situations in which much is at stake. This creates a dilemma as these are the very organizational situations in which double-loop learning is most needed.
The next step that Argyris and Schön take is to set up two models that describe features of theories-in-use that either inhibit or enhance double-loop learning. The belief is that all people utilize a common theory-in-use in problematic situations. This they describe as Model I – and it can be said to inhibit double-loop learning. Model II is where the governing values associated with theories-in-use enhance double-loop learning.
Argyris has claimed that just about all the participants in his studies operated from theories-in-use or values consistent with Model I (Argyris et al. 1985: 89). It involves ‘making inferences about another person’s behaviour without checking whether they are valid and advocating one’s own views abstractly without explaining or illustrating one’s reasoning’ (Edmondson and Moingeon 1999:161). The theories-in-use are shaped by an implicit disposition to winning (and to avoid embarrassment). The primary action strategy looks to the unilateral control of the environment and task plus the unilateral protection of self and others. As such Model I leads to often deeply entrenched defensive routines (Argyris 1990; 1993) – and these can operate at individual, group and organizational levels. Exposing actions, thoughts and feelings can make people vulnerable to the reaction of others. However, the assertion that Model I is predominantly defensive has a further consequence:
Acting defensively can be viewed as moving away from something, usually some truth about ourselves. If our actions are driven by moving away from something then our actions are controlled and defined by whatever it is we are moving away from, not by us and what we would like to be moving towards. Therefore our potential for growth and learning is seriously impaired. If my behaviour is driven by my not wanting to be seen as incompetent, this may lead me to hide things from myself and others, in order to avoid feelings of incompetence. For example, if my behaviour is driven by wanting to be competent, honest evaluation of my behaviour by myself and others would be welcome and useful. (Anderson 1997)
It is only by interrogating and changing the governing values, the argument goes, is it possible to produce new action strategies that can address changing circumstances.
Chris Argyris looks to move people from a Model I to a Model II orientation and practice – one that fosters double-loop learning. He suggests that most people, when asked, will espouse Model II. As Anderson (1997) has commented, Argyris offers no reason why most people espouse Model II. In addition, we need to note that the vast bulk of research around the models has been undertaken by Argyris or his associates.
Exhibit 1: Model I theory-in-use characteristics
The governing Values of Model I are:
Achieve the purpose as the actor defines it
Win, do not lose
Suppress negative feelings
Emphasize rationality
Primary Strategies are:
Control environment and task unilaterally
Protect self and others unilaterally
Usually operationalized by:
Unillustrated attributions and evaluations e.g.. “You seem unmotivated”
Advocating courses of action which discourage inquiry e.g.. “Lets not talk about the past, that’s over.”
Treating ones’ own views as obviously correct
Making covert attributions and evaluations
Face-saving moves such as leaving potentially embarrassing facts unstated
Consequences include:
Defensive relationships
Low freedom of choice
Reduced production of valid information
Little public testing of ideas
Taken from Argyris, Putnam & McLain Smith (1985, p. 89)
The significant features of Model II include the ability to call upon good quality data and to make inferences. It looks to include the views and experiences of participants rather than seeking to impose a view upon the situation. Theories should be made explicit and tested, positions should be reasoned and open to exploration by others. In other words, Model II can be seen as dialogical – and more likely to be found in settings and organizations that look toshared leadership. It looks to:
Emphasize common goals and mutual influence.
Encourage open communication, and to publicly test assumptions and beliefs.
Combine advocacy with inquiry (Argyris and Schön 1996; Bolman and Deal 1997: 147-8).
We can see these in the table below.
Exhibit 2: Model II characteristics
The governing values of Model II include:
Valid information
Free and informed choice
Internal commitment
Strategies include:
Sharing control
Participation in design and implementation of action
Operationalized by:
Attribution and evaluation illustrated with relatively directly observable data
Surfacing conflicting view
Encouraging public testing of evaluations
Consequences should include:
Minimally defensive relationships
High freedom of choice
Increased likelihood of double-loop learning
Taken from Anderson 1997
As Edmondson and Moingeon (1999:162) comment, employing Model II in difficult interpersonal interactions ‘requires profound attentiveness and skill for human beings socialized in a Model I world’. While they are not being asked to relinquish control altogether, they do need to share that control.
Chris Argyris and Donald Schön suggest that each member of an organization constructs his or her own representation or image of the theory-in-use of the whole (1978: 16). The picture is always incomplete – and people, thus, are continually working to add pieces and to get a view of the whole. They need to know their place in the organization, it is argued.
An organization is like an organism each of whose cells contains a particular, partial, changing image if itself in relation to the whole. And like such an organism, the organization’s practice stems from those very images. Organization is an artifact of individual ways of representing organization.
Hence, our inquiry into organizational learning must concern itself not with static entities called organizations, but with an active process of organizing which is, at root, a cognitive enterprise. Individual members are continually engaged in attempting to know the organization, and to know themselves in the context of the organization. At the same time, their continuing efforts to know and to test their knowledge represent the object of their inquiry. Organizing is reflexive inquiry….
[Members] require external references. There must be public representations of organizational theory-in-use to which individuals can refer. This is the function of organizational maps. These are the shared descriptions of the organization which individuals jointly construct and use to guide their own inquiry….
Organizational theory-in-use, continually constructed through individual inquiry, is encoded in private images and in public maps. These are the media of organizational learning. (Argyris and Schön 1978: 16-17)
With this set of moves we can see how Chris Argyris and Donald Schön connect up the individual world of the worker and practitioner with the world of organization. Their focus is much more strongly on individual and group interactions and defenses than upon systems and structures (we could contrast their position with that of Peter Senge 1990, for example). By looking at the way that people jointly construct maps it is then possible to talk about organizational learning (involving the detection and correction of error) and organizational theory-in-use. For organizational learning to occur, ‘learning agents’, discoveries, inventions, and evaluations must be embedded in organizational memory’ (Argyris and Schön 1978: 19). If it is not encoded in the images that individuals have, and the maps they construct with others, then ‘the individual will have learned but the organization will not have done so’ (op. cit.).
In this organizational schema single-loop learning is characterized as when, ‘members of the organization respond to changes in the internal and external environment of the organization by detecting errors which they then correct so as to maintain the central features of theory-in-use’ (ibid.: 18). Double-loop learning then becomes:
… those sorts of organizational inquiry which resolve incompatible organizational norms by setting new priorities and weightings of norms, or by restructuring the norms themselves together with associated strategies and assumptions. (Argyris and Schön 1978: 18)
The next step is to argue that individuals using Model I create Organizational I (O-I) learning systems. These are characterized by ‘defensiveness, self-fulfilling prophecies, self-fuelling processes, and escalating error’ (Argyris 1982: 8). O-I systems involve a web of feedback loops that ‘make organizational assumptions and behavioural routines self-reinforcing – inhibiting “detection and correction of error” and giving rise to mistrust, defensiveness and self-fulfilling prophecy’ (Edmondson and Moingeon 1999:161). In other words, if individuals in an organization make use of Model I learning the organization itself can begin to function in ways that act against its long-term interests. Indeed, in a very real sense systems can begin to malfunction. As Argyris and Schön (1996: 28) put it, ‘The actions we take to promote productive organizational learning actually inhibit deeper learning’. The challenge is, then, to create a rare phenomenon – an Organizational II (O-II) learning system.
Here we come to the focus of organizational effort – the formulation and implementation of an intervention strategy. This, according to Argyris and Schön (1978: 220-1) involves the ‘interventionist’ in moving through six phases of work:
| Phase 1 | Mapping the problem as clients see it. This includes the factors and relationships that define the problem, and the relationship with the living systems of the organization. |
| Phase 2 | The internalization of the map by clients. Through inquiry and confrontation the interventionists work with clients to develop a map for which clients can accept responsibility. However, it also needs to be comprehensive. |
| Phase 3 | Test the model. This involves looking at what ‘testable predictions’ can be derived from the map – and looking to practice and history to see if the predictions stand up. If they do not, the map has to be modified. |
| Phase 4 | Invent solutions to the problem and simulate them to explore their possible impact. |
| Phase 5 | Produce the intervention. |
| Phase 6 | Study the impact. This allows for the correction of errors as well as generating knowledge for future designs. If things work well under the conditions specified by the model, then the map is not disconfirmed. |
By running through this sequence and attending to key criteria suggested by Model II, it is argued, organizational development is possible. The process entails looking for the maximum participation of clients, minimizing the risks of candid participation, starting where people want to begin (often with instrumental problems), and designing methods so that they value rationality and honesty.
How are we to evaluate these models and line of argument? First, we can say that while there has been a growing research base concerning the models and interventionist strategy, it is still limited – and people sympathetic to the approach have largely undertaken it. However, asPeter Senge’s experience (recounted at the top of the page) demonstrates, the process and the focus on reflection-in-action does appear to bear fruit in terms of people’s connection with the exercise and their readiness to explore personal and organizational questions.
Second, it is assumed that ‘good’ learning ‘takes place in a climate of openness where political behaviour is minimized’ (Easterby-Smith and Araujo 1999: 13). This is an assumption that can be questioned. It could be argued that organizations are inherently political – and that it is important to recognize this. Organizations can be seen as coalitions of various individuals and interest groups. ‘Organizational goals, structure and policies emerge from an ongoing process of bargaining and negotiation among major interest groups’ Bolman and Deal 1997: 175). Thus, perhaps we need to develop theory that looks to the political nature of structures, knowledge and information. Here we might profitably look to games theory, the contribution of partisan and political institutions (Beem 1999) and an exploration of how managers can make explicit, and work with, political processes (Coopey 1998). Perhaps the aim should be ‘to incorporate politics into organizational learning, rather than to eradicate it’ (Easterby-Smith and Araujo 1999: 13).
Third, and this might be my prejudice, I think we need to be distrustful of bipolar models like Model I and Model II. They tend to set up an ‘either-or’ orientation. They are useful as teaching or sensitizing devices, alerting us to different and important aspects of organizational life, but the area between the models (and beyond them) might well yield interesting alternatives.
Fourth, the interventionist strategy is staged or phased – and this does bring with it some problems. Why should things operate in this order. Significantly, this does highlight a tension between Argyris’s orientation and that of Schön (1983). Schön in his later work on reflection-in-action draws on his pragmatist heritage (and especially the work of Dewey) and presents the making of theory-in-action and the expression of professional artistry in a far less linear fashion. Rather than there being phases, we could argue that intervention of this kind involves a number of elements or dimensions working at once.
This said, the theorizing of theory-in-action, the educative power of the models, and the conceptualization of organizational learning have been, and continue to be, significant contributions to our appreciation of processes in organizations. The notion of ‘double-loop learning’ does help us to approach some of the more taken-for-granted aspects of organizations and experiences. It provides us with a way of naming a phenomenon (and problem), and a possible way of ‘learning our way out’ (Finger and Asún 2000). Argyris and Schön have made a significant contribution to pragmatic learning theory (following in the line of Dewey 1933; Lewin 1948, 1951; and Kolb 1984). First, by introducing the term ‘theory’ or ‘theory in action’, ‘they provide the function of abstract conceptualization (see experiential learning) ‘more structure and more coherence’ (Finger and Asún 2000: 45). Abstract conceptualization ‘becomes something one can analyze and work from’ (op. cit.). Second, through the notion of ‘learning-in-action’ Argyris and Schön rework the experiential learning cycle.
Unlike Dewey’s, Lewin’s or Kolb’s learning cycle, where one had, so to speak, to make a mistake and reflect upon it – that is, learn by trial and error – it is now possible thanks to Argyris and Schön’s conceptualization, to learn by simply reflecting critically upon the theory-in-action. In other words, it is no longer necessary to go through the entire learning circle in order to develop the theory further. It is sufficient to readjust the theory through double-loop learning. (Finger and Asún 2000: 45-6)
This is a very significant development and has important implications for educators. In theexperiential learning model of Kolb (1984) the educator is in essence a facilitator of a person’s learning cycle. To this role can be added that of teacher, coach or mentor, the person who ‘helps individuals (managers, professionals, workers) to reflect upon their theories-in-action’ (Finger and Asún 2000: 46). It is a significant development – but it has gone largely unnoticed in the adult education and lifelong learning fields. This is a result, in part, of rather blinkered reading by professionals and academics within that area, and because Argyris and Schön did not address, to any significant degree, the arena directly (Argyris’s continued to focus on organization and management, and Schön’s on professional thinking).
Argyris, M. and Schön, D. (1974) Theory in Practice. Increasing professional effectiveness, San Francisco: Jossey-Bass. Landmark statement of ‘double-loop’ learning’ and distinction between espoused theory and theory-in-action.
Argyris, C., & Schön, D. (1978) Organizational learning: A theory of action perspective, Reading, Mass: Addison Wesley.
Argyris, C., Putnam, R., & McLain Smith, D (1985) Action Science, Concepts, methods, and skills for research and intervention, San Francisco: Jossey-Bass. [The entire book is available for download from: Action Design: http://www.actiondesign.com/action_science/index.htm].
Argyris, C. (1993) Knowledge for Action. A guide to overcoming barriers to organizational change, San Francisco: Jossey Bass.
Anderson, L. (1997) Argyris and Schön’s theory on congruence and learning [On line]. Available at http://www.scu.edu.au/schools/gcm/ar/arp/argyris.html.
Argyris, C. (1957) Personality and Organization, New York: Harper Collins.
Argyris, C. (1962) Interpersonal Competence and Organizational Effectiveness, Homewood, Ill.: Dorsey Press.
Argyris, C. (1964) Integrating the Individual and the Organization, New York: Wiley.
Argyris, C. (1965) Organization and Innovation, Homewood, Ill. : R. D. Irwin.
Argyris, C. (1970) Intervention Theory and Method: A behavioral science view, Reading, Mass.: Addison Wesley.
Argyris, C. (1974) Behind the front page, San Francisco: Jossey Bass.
Argyris, C. (1976) Increasing leadership effectiveness, New York: Wiley-Interscience.
Argyris, C. (1980) Inner contradictions of rigorous research, New York: Academic Press.
Argyris, C. (1982) Reasoning, learning, and action: Individual and organizational, San Francisco: Jossey-Bass
Argyris, C. (1985) Strategy, change & defensive routines, Boston: Pitman.
Argyris, C. (1985) Action Science, Concepts, methods, and skills for research and intervention, San Francisco: Jossey-Bass
Argyris, C. (1987) Reasoning, action strategies, and defensive routines: The case of OD practitioners, in Woodman, R. A. & Pasmore, A.A. (eds.), Research in organizational change and development. Volume 1, Greenwich: JAI Press.
Argyris, C. (1990) Overcoming Organizational Defenses. Facilitating organizational learning, Boston: Allyn and Bacon.
Argyris, C. (1991) Teaching smart people how to learn. Harvard Business Review, May-June.
Argyris, C. (1993) Knowledge for Action. A guide to overcoming barriers to organizational change, San Francisco: Jossey Bass.
Argyris, C. and Schön, D. (1974) Theory in practice: Increasing professional effectiveness, San Francisco: Jossey-Bass.
Argyris, C., & Schön, D. (1978) Organizational learning: A theory of action perspective, Reading, Mass: Addison Wesley.
Argyris, C. and Schön, D. (1996) Organizational learning II: Theory, method and practice, Reading, Mass: Addison Wesley.
Argyris, C., Putnam, R., & McLain Smith, D. (1985) Action science: concepts, methods, and skills for research and intervention, San Francisco: Jossey-Bass.
Beem, C. (1999) The Necessity of Politics. Reclaiming American public life, Chicago: University of Chicago Press.
Boston Globe (2013). Chris Argyris – Obituary. Boston Globe. November 18 [http://www.legacy.com/obituaries/bostonglobe/obituary.aspx?n=chris-argyris&pid=168078121&fhid=15200]
Bulman, L. G. and Deal, T. E. (1997) Reframing Organizations. Artistry, choice and leadership, San Francisco: Jossey-Bass.
.Coopey, J. (1998) ‘Learning to trust and trusting to learn: a role for radical theatre’ Management Learning 29(3): 365-82.
Dewey, J. (1933) How We Think. A restatement of the relation of reflective thinking to the educative process (Revised edn.), Boston: D. C. Heath.
Easterby-Smith, M. and Araujo, L. ‘Current debates and opportunities’ in M. Easterby-Smith, L. Araujo and J. Burgoyne (eds.) Organizational Learning and the Learning Organization, London: Sage.
Edmondson, A. and Moingeon, B. (1999) ‘Learning, trust and organizational change’ in M. Easterby-Smith, L. Araujo and J. Burgoyne (eds.) Organizational Learning and the Learning Organization, London: Sage.
Finger, M. and Asún, M. (2000) Adult Education at the Crossroads. Learning our way out, London: Zed Books.
Kolb, D. A. (1984) Experiential Learning. Experience as the source of learning and development, Englewood Cliffs, New Jersey: Prentice Hall.
Lewin, K. (1948) Resolving Social Conflicts. Selected papers on group dynamics, New York: Harper and Row.
Lewin, K. (1951) Field Theory in Social Science, New York: Harper and Row.
Senge, P. (1990) The Fifth Discipline. The art and practice of the learning organization, London: Random House.
Schön, D. A. (1983) The Reflective Practitioner. How professionals think in action, London: Temple Smith.
Usher, R. and Bryant, I. (1989) Adult Education as Theory, Practice and Research, London: Routledge.
An interview with Chris Argyris – includes discussion of model I and model II organizations. (from Thought Leaders)
Action Science Network – includes an outline of action science (and model I and model II) and a detailed bibliography of Argyris¢¢ work.
Chris Argyris – useful, short biography by Bente Elkjaer
Chris Argyris – brief biography from Harvard Business Review.
Good communication that blocks learning – article by Argyris for Harvard Business Review, 1994
Motivation Theory article reviewing Argyris’ concern with increasing interpersonal competence.
Chris Argyris – Page from the Monitor Group (where Argyris is a director) with links to some of his publications.
Acknowledgements: Picture: Double loop learning by Boris Drenec. Sourced from Flickr and reproduced under a Attribution-NonCommercial-ShareAlike 2.0 Generic (CC BY-NC-SA 2.0) licence. http://www.flickr.com/photos/_boris/2818214746/.
How to cite this article: Smith, M. K. (2001, 2013). ‘Chris Argyris: theories of action, double-loop learning and organizational learning’, the encyclopedia of informal education. [http://infed.org/mobi/chris-argyris-theories-of-action-double-loop-learning-and-organizational-learning/. Retrieved: insert date]
© Mark K. Smith 2001, 2013
Source: Kevin Kelly: The Nine Laws of God – The Corner
In the Shoulda Been Dead episode of This American Life, they open with a story of a man who
That man – Kevin Kelly – returned to his hostel to rest, and there had a strong sense that he would die within six months and that he should live accordingly. Kelly did not die – he went on to be the editor/publisher of the Whole Earth Catalog, as well as the founding executive editor of Wired magazine.
Kelly is a unique figure in American culture – able to navigate the technology & faith world with equal comfort & insight. In the Spring 1994 issue of the Whole Earth Catalog, Kelly wrote what he calls the 9 laws of God – they are profound 15 years later as they were when Kelly first wrote them:
Control from the bottom up. When everything is connected to everything in a distributed network, everything happens at once. When everything happens at once, wide and fast-moving problems simply route around any central authority. Therefore, overall governance must arise from the most humble interdependent acts done locally in parallel, and not from a central command. A mob can steer itself, and in the territory of rapid, massive, and heterogeneous change, only a mob can steer. To get something from nothing, control must rest at the bottom within simplicity.
Sow increasing returns. Each time you use an idea, a language, or a skill, you strengthen it, reinforce it, and make it more likely to be used again.
Grow by chunking. The only way to make a complex system that works is to begin with a simple system that works. Attempts to instantly install highly complex organization – such as intelligence, or a market economy – without growing it, inevitably lead to failure.
Maximize the fringes. In heterogeneity is creation of the world. A uniform entity must adapt to the world by occasional monumental revolutions, one of which is sure to kill it. A diverse heterogeneous entity, on the other hand, can adapt to the world in a thousand daily mini-revolutions, staying in a state of permanent, but never fatal, churning.
Honor your errors. A trick will only work for a while, until everyone else is doing it. To advance from the ordinary requires a new game, or a new territory. But the process of going outside the conventional method, game, or territory is indistinguishable from error. Even the most brilliant act of human genius, in the final analysis, is an act of trial and error.
Pursue no optima, but multiple goals. Simple machines can be efficient, but complex adaptive machinery cannot be. A complicated structure has many masters and none of them can be served exclusively. Rather than striving for optimization of any function, a large system can only survive by “satisficing” (making “good enough”) a multitude of functions.
Seek persistent disequilibrium. Neither constancy nor relentless change will support a creation. A good creation, like good jazz, must balance the stable formula with frequent offbeat, out-of-kilter notes. Equilibrium is death. Yet unless a system stabilizes to an equilibrium point, it is no better than an explosion, and just as soon dead. A Nothing, then, is both equilibrium and disequilibrium.
Change changes itself. Change can be structured. This is what large complex systems do: they coordinate change. When extremely large systems are built up out of complicated systems, then each system begins to influence and ultimately change the organizations of other systems. That is, if the rules of the game are composed from the bottom up, then it is likely that interacting forces at the bottom level will alter the rules of the game as it progresses. Over time, the rules for change get changed themselves.
Source: Competence in Complexity

Competence in Complexity |
| Next running of the programme: 25-26 April 2019 Click for detailsThis programme offers a process to develop the 21st century competencies in participants and to demonstrate them in practice. The curriculum is designed around three modules, typically of two days each. There is scope to vary this pattern for something more or less intensive (for example, we also offer a condensed three day programme) and to extend it after the third module to provide greater support for the implementation of culture-shifting, transformative initiatives. The programme is based on the book Dancing at the Edge: Competence, Culture and Organisation in the 21st Century. Dancing at the Edge takes a distinctive stand in relation to competence.
The 21st century competencies are innate – but they require the right setting to show themselves and a supportive environment in which to develop. We know that these competencies exist because we have seen them demonstrated in practice by the ‘persons of tomorrow’ all around us. In tune with the underlying ethos of Dancing at the Edge, the programme offers all participants an opportunity to explore and develop their 21st century competencies in practice. It offers a framework for mutual exploration, or – as the book has it – a ‘rehearsal space’. It is an ‘experiment’ in the sense that life itself is an experiment – an opportunity for learning in the presence of others as abstract plans meet complex reality. The flow of the programme starts with a first module (‘Awareness’) bringing to conscious awareness three ‘threshold competencies’ – which facilitate access to all the others. We also call these ‘literacies’ since they are ways of reading the complex landscape – both within ourselves, our interactions with others and with the wider world. These 21st century literacies are: psychological literacy, cultural literacy and knowledge literacy (which includes knowledge in relation to the future). The promise of this first module is to develop conscious capacity in all three of these domains – leaving participants less prone to overwhelm and to sub-optimal responses to a complex operating environment (at work, at home, in society at large). Like Federer playing tennis, participants will leave feeling that they have more time on the ball. They also leave with a sense of their own emerging 21stcentury competencies (their ‘edge’) and a plan to develop them. The second module (‘Tuning Up’) deepens experience of these new literacies in practice and explores the qualities of being in the world that are associated with the 21st century competencies and demonstrated by persons of tomorrow, especially in groups and organisations. The module includes a series of experiential sessions and practices designed to bring these qualities to awareness and foster their development. It concludes by raising our awareness of the future potential of the present moment – as a bridge towards action that will help to bring about the future we desire. The promise of the second module is to develop qualities of being in the contemporary world that will maintain health, balance, effectiveness and hope, tuning up these qualities of persons of tomorrow in readiness to take on ‘an important challenge in life’ to express the 21st century competences in practice. The third module (‘Doing’) involves exploring an important professional challenge in the context of the participant’s work and organisation. The module includes a structure to support and coach effective learning over time in the delivery of a culture-shifting initiative (‘a small act of creative transgression’). The promise of the third module is that people will leave with the design of an initiative and a first step to take on the journey to demonstrate and expand their 21stcentury competencies in practice and deliver transformative results. It is the accumulation of many such initiatives over time that will transform organisational culture, ambition and performance. Some participants may opt to enrol in our Capability Accelerator following the third module – a process of peer-supported action learning to consolidate and deepen their learning through delivering a transformative initiative and exceptional results in their professional context. Enquire about participation in a Competence in Complexity programme
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Multidisciplinary = the fruit bowl (single disciplines brought together) Interdisciplinary = a fruit salad (combine disciplines together for one output) Transdisciplinary = the smoothie (disciplines transformed-new). EU EnRRICH project
A young fruit enthusiast wanted to make a fruit salad. Seeing that so many different fruit suppliers bring all sorts of fruit to her fruit bar, and many customers in return buy individual fruits, she thought she’d make something that each fruit supplier doesn’t produce by combining their supplies – a fruit salad. Besides, there seems to be a great deal of excitement over this new mixing of various fruits and everybody seems to want and encourage it.
Having sampled many different fruits over the years, the fruit salad maker decided it is a good use of her time and expertise to get into the fruit salad making business. She decided on mango, kiwi and pineapple as her…
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Elinor Ostrom and John McKnight!
Source: Kettering Review Winter 2019 | Kettering Foundation

Public goods are often seen as the domain of institutions and experts. This issue of the Review considers matters a little differently. How might formal public institutions work with informal publics? How can organizations and institutions align themselves with the work of a democratic citizenry to foster a better functioning democracy? These simple questions form the backbone of this issue of the Kettering Review.
The Kettering Review is a journal of ideas and activities dedicated to improving the quality of public life in American democracy. The Review is edited by Noëlle McAfee and Nicholas A. Felts.
CLICK HERE to have Kettering Review delivered to your doorstep annually.
John Watters, the man behind these opportunities, is the person who has done more than anyone, I think, to bring Barry Oshry’s power+systems work and insights to the UK.
There are three opportunities to understand this deeply experiential theory – two of them innovative, short online sessions, timed for people in most of the world to be able to join – and one in the UK for a full day in person:
Webinars on Wed 3 April:
07:30-09:30 British Summer Time: https://www.eventbrite.co.uk/e/empowering-the-whole-system-distributed-leadership-in-action-tickets-57676664456
15:00-17:00 BST Empowering the Whole System – Distributed Leadership in Action Tickets, Wed 3 Apr 2019 at 15:00 | Eventbrite
In person Friday 14 June 2019
Blurb below is from the ‘webinar’ version – click the links above for prices, more info, and to book.
The evolution of complex life is an inherently multidisciplinary problem encompassing a wide range of topics, including:
How do new levels of the biological hierarchy evolve?
How do interactions between individual organisms contribute to complex phenotypes and behaviors?
How do social behaviors evolve?
How do evolutionary novelties emerge and evolve?
How do organisms drive geochemical cycles and how do geochemical changes influence evolution?
At this conference we will bring together scientists from different backgrounds to discuss these and other important topics about one of the most salient aspects of life: the evolution of complexity.
Source: eclife.biosci.gatech.edu
Source: Kenneth Boulding, General Systems Theory (1956)
General Systems Theory
The Skeleton of Science
(1956)
Note
This paper was written especially for Management Science, 2, 3 (Apr. 1956) pp.197-208 and was reprinted in General Systems, Yearbook of the Society for General Systems Research, vol. 1, 1956.
It presents an interesting classification of levels of systems and it elaborates on the vastness of the work that waits us if we want to push forward the scientific endeavour. For that we need not only the General Systems Theory but also a series of new concepts better capable of presenting reality in its full complexity.
The need for general systems theory is accentuated by the present sociological situation in science. Knowledge is not something which exists and grows in the abstract. It is a function of human organisms and of social organization. Knowledge, that is to say, is always what somebody knows: the most perfect transcript of knowledge in writing is not knowledge if nobody knows it. Knowledge however grows by the receipt of meaningful information – that is, by the intake of messages by a knower which are capable of reorganising his knowledge. We will quietly duck the question as to what reorganizations constitute “growth” of knowledge by defining “semantic growth” of knowledge as those reorganizations which can profitably be talked about, in writing or speech, by the Right People. Science, that is to say, is what can be talked about profitably by scientists in their role as scientists. The crisis of science today arises because of the increasing difficulty of such profitable talk among scientists as a whole. Specialization has outrun Trade, communication between the disciples becomes increasingly difficult, and the Republic of Learning is breaking up into isolated subcultures with only tenuous lines of communication between them – a situation which threatens intellectual civil war. The reason for this breakup in the body of knowledge is that in the course of specialization the receptors of information themselves become specialized. Hence physicists only talk to physicists, economists to economists – worse still, nuclear physicists only talk to nuclear physicists and econometricians to econometricians. One wonders sometimes if science will not grind to a stop in an assemblage of walled-in hermits, each mumbling to himself words in a private language that only he can understand. In these days the arts may have beaten the sciences to this desert of mutual unintelligibility, but that may be merely because the swift intuitions of art reach the future faster than the plodding leg work of the scientist. The more science breaks into sub-groups, and the less communication is possible among the disciplines, however, the greater chance there is that the total growth of knowledge is being slowed down by the loss of relevant communications. The spread of specialized deafness means that someone who ought to know something that someone else knows isn’t able to find it out for lack of generalized ears.
It is one of the main objectives of General Systems Theory to develop these generalized ears, and by developing a framework of general theory to enable one specialist to catch relevant communications from others. Thus the economist who realizes the strong formal similarity between utility theory in economics and field theory in physics is probably in a better position to learn from the physicists than one who does not. Similarly a specialist who works with the growth concept – whether the crystallographer, the virologist, the cytologist, the physiologist, the psychologist, the sociologist or the economist – will be more sensitive to the contributions of other fields if he is aware of the many similarities of the growth process in widely different empirical fields.
There is not much doubt about the demand for general systems theory under one brand name or another. It is a little more embarrassing to inquire into the supply. Does any of it exist, and if so where? What is the chance of getting more of it, and if so, how? The situation might be described as promising and in ferment, though it is not wholly clear what is being promised or brewed. Something which might be called an “interdisciplinary movement” has been abroad for some time. The first signs of this are usually the development of hybrid disciplines. Thus physical chemistry emerged in the third quarter of the nineteenth century, social psychology in the second quarter of the twentieth. In the physical and biological sciences the list of hybrid disciplines is now quite long – biophysics, biochemistry, astrophysics are all well established. In the social sciences social anthropology is fairly well established, economic psychology and economic sociology are just beginning. There are signs, even, that Political Economy, which died in infancy some hundred years ago, may have a re-birth.
In recent years there has been an additional development of great interest in the form of “multisexual” interdisciplines. The hybrid disciplines, as their hyphenated names indicate, come from two respectable and honest academic parents. The newer interdisciplines have a much more varied and occasionally even obscure ancestry, and result from the reorganization of material from many different fields of study. Cybernetics, for instance, comes out of electrical engineering, neurophysiology, physics, biology, with even a dash of economics. Information theory, which originated in communications engineering, has important applications in many fields stretching from biology to the social sciences. Organization theory comes out of economics, sociology, engineering, physiology, and Management Science itself is an equally multidisciplinary product.
On the more empirical and practical side the interdisciplinary movement is reflected in the development of interdepartmental institutes of many kinds. Some of these find their basis of unity in the empirical field which they study, such as institutes of industrial relations, of public administration, of international affairs, and so on. Others are organized around the application of a common methodology to many different fields and problems, such as the Survey Research Center and the Group Dynamics Center at the University of Michigan. Even more important than these visible developments, perhaps, though harder to perceive and identify, is a growing dissatisfaction in many departments, especially at the level of graduate study, with the existing traditional theoretical backgrounds for the empirical studies which form the major part of the output of Ph.D. theses. To take but a single example from the field with which I am most familiar. It is traditional for studies of labor relations, money and banking, and foreign investment to come out of departments of economics. Many of the needed theoretical models and frameworks in these fields, however, do not come out of “economic theory” as this is usually taught, but from sociology, social psychology, and cultural anthropology. Students in the department of economics however rarely get a chance to become acquainted with these theoretical models, which may be relevant to their studies, and they become impatient with economic theory, much of which may not be relevant.
It is clear that there is a good deal of interdisciplinary excitement abroad. If this excitement is to be productive, however, it must operate within a certain framework of coherence. It is all too easy for the interdisciplinary to degenerate into the undisciplined. If the interdisciplinary movement, therefore, is not to lose that sense of form and structure which is the “discipline” involved in the various separate disciplines, it should develop a structure of its own. This I conceive to be the great task of general systems theory. For the rest of this paper, therefore, I propose to look at some possible ways in which general systems theory might be structured.
Two possible approaches to the organization of general systems theory suggest themselves, which are to be thought of as complementary rather than competitive, or at least as two roads each of which is worth exploring. The first approach is to look over the empirical universe and to pick out certain general phenomena which are found in many different disciplines, and to seek to build up general theoretical models relevant to these phenomena. The second approach is to arrange the empirical fields in a hierarchy of complexity of organization of their basic “individual” or unit of behavior, and to try to develop a level of abstraction appropriate to each.
Some examples of the first approach will serve to clarify it, without pretending to be exhaustive. In almost all disciplines, for instance, we find examples of populations – aggregates of individuals conforming to a common definition, to which individuals are added (born) and subtracted (die) and in which the age of the individual is a relevant and identifiable variable. These populations exhibit dynamic movements of their own, which can frequently be described by fairly simple systems of difference equations. The populations of different species also exhibit dynamic interactions among themselves, as in the theory of Volterra. Models of population change and interaction cut across a great many different fields – ecological systems in biology, capital theory in economics which deals with populations of “goods,” social ecology, and even certain problems of statistical mechanics. In all these fields population change, both in absolute numbers and in structure, can be discussed in terms of birth and survival functions relating numbers of births and of deaths in specific age ” groups to various aspects of the system. In all these fields the interaction of population can be discussed in terms of competitive, complementary, or parasitic relationships among populations of different species, “whether the species consist of animals, commodities, social classes or molecules.
Another phenomenon of almost universal significance for all disciplines is that of the interaction of an “individual” of some kind with its environment. Every discipline studies some kind of “individual” electron, atom, molecule, crystal, virus, cell, plant, animal, man, family, tribe, state, church, firm, corporation, university, and so on. . Each of these individuals exhibits “behavior,” action, or change, and this behavior is considered to be related in some way to the environment of the individual – that is, with other individuals with which it comes into contact or into some relationship. Each individual is thought of as consisting of a structure or complex of individuals of the order immediately below it – atoms are an arrangement of protons and electrons, molecules of atoms, cells of molecules, plants, animals and men of cells, social organizations of men. The “behavior” of each individual is “explained” by the structure and arrangement of the lower individuals of which it is composed, or by certain principles of equilibrium or homeostasis according to which certain “states” of the individual are “preferred.” Behavior is described in terms of the restoration of these preferred states when they are disturbed by changes in the environment.
Another phenomenon of universal significance is growth. Growth theory is in a sense a subdivision of the theory of individual “behavior,” growth being one important aspect of behavior. Nevertheless there are important differences between equilibrium theory and growth theory, which perhaps warrant giving growth theory a special category. There is hardly a science in which the growth phenomenon does not have some importance, and though there is a great difference in complexity between the growth of crystals, embryos, and societies, many of the principles and concepts which are important at the lower levels are also illuminating at higher levels. Some growth phenomena can be dealt with in terms of relatively simple population models, the solution of which yields growth curves of single variables. At the more complex levels structural problems become dominant and the complex interrelationships between growth and form are the focus of interest. All growth phenomena are sufficiently alike however to suggest that a general theory of growth is by no means an impossibility.
Another aspect of the theory of the individual and also of interrelationships among individuals which might be singled out for special treatment is the theory of information and communication. The information concept as developed by Shannon has had interesting applications outside its original field of electrical engineering. It is not adequate, of course, to deal with problems involving the semantic level of communication. At the biological level however the information concept may serve to develop general notions of structuredness and abstract measures of organization which give us, as it were, a third basic dimension beyond mass and energy. Communication and information processes are found in a wide variety of empirical situations, and are unquestionably essential in the development of organization, both in the biological and the social world.
These various approaches to general systems through various aspects of the empirical world may lead ultimately to something like a general field theory of the dynamics of action and interaction. This, however is a 1ong way ahead.
A second possible approach to general systems theory is through the arrangement of theoretical systems and constructs in a hierarchy of complexity, roughly corresponding to the complexity of the “individuals” of the various empirical fields. This approach is more systematic than the first, leading towards a “system of systems.” It may not replace the first entirely, however, as there may always be important theoretical concepts and constructs lying outside the systematic framework. I suggest below a possible arrangement of “levels” of theoretical discourse.
(i) The first level is that of the static structure. It might be called the level of frameworks. This is the geography and anatomy of the universe – the patterns of electrons around a nucleus, the pattern of atoms in a molecular formula, the arrangement of atoms in a crystal, the anatomy of the gene, the cell, the plant, the animal, the mapping of the earth, the solar system, the astronomical universe. The accurate description of these frameworks is the beginning of organized theoretical knowledge in almost any field, for without accuracy in this description of static relationships no accurate functional or dynamic theory is possible. Thus the Copernican revolution was really the discovery of a new static framework for the solar system which permitted a simpler description of its dynamics.
(ii) The next level of systematic analysis is that of the simple dynamic system with predetermined, necessary motions. This might be called the level of clockworks. The solar system itself is of course the great clock of the universe from man’s point of view, and the deliciously exact predictions of the astronomers are a testimony to the excellence of the clock which they study. Simple machines such as the lever and the pulley, even quite complicated machines like steam engines and dynamos fall mostly under this category. The greater part of the theoretical structure of physics, chemistry, and even of: economics falls into this category. Two special cases might be noted. Simple equilibrium systems really fall into the dynamic category, as every equilibrium system must be considered as a limiting case of a dynamic system, and its stability cannot be determined except from the properties of its parent dynamic system. Stochastic dynamic systems leading to equilibria, for all their complexity, also fall into this group of systems; such is the modem view of the atom and even of the molecule, each position or part of the system being given with a certain degree of probability, the whole nevertheless exhibiting a determinate structure. Two types of analytical method are important here, which we may call, with the usage of the economists, comparative statics and true dynamics. In comparative statics we compare two equilibrium positions of the system under different values for the basic parameters. These equilibrium positions are usually expressed as the solution of a set of simultaneous equations. The method of comparative statics is to compare the solutions when the parameters of the equations are changed. Most simple mechanical problems are solved in this way. In true dynamics on the other hand we exhibit the system as a set of difference or differential equations, which are then solved in the form of an explicit function of each variable with time. Such a system may reach a position of stationary equilibrium, or it may not – there are plenty of examples of explosive , dynamic systems, a very simple one being the growth of a sum at compound interest. Most physical and chemical reactions and most social systems do in fact exhibit a tendency to equilibrium – otherwise the world would have exploded or imploded long ago.
(iii) The next level is that of the control mechanism or cybernetic system, which might be nicknamed the level of the thermostat. This differs from the simple stable equilibrium system mainly in the fact that the transmission and interpretation of information is an essential part of the system. As a result of this, the equilibrium position is not merely determined by the equations of the system, but the system will move to the maintenance of any given equilibrium, within limits. Thus the thermostat will maintain any temperature at which it can be set; the equilibrium temperature of the system is not determined solely by its equations. The trick here of course is that the essential variable of the dynamic system is the difference between an “observed” or “recorded” value of the maintained variable and its “ideal” value. If this difference is not zero the system moves so as to diminish it; thus the furnace sends up heat when the temperature as recorded is “too cold” and is turned off when the recorded temperature is “too hot.” The homeostasis model, which is, of such importance in physiology, is an example of a cybernetic mechanism, and such mechanisms exist through the whole empirical world of the biologist and the social scientist.
(iv) The fourth level is that of the “open system,” or self-maintaining structure. This is the level at which life begins to differentiate itself from not life: it might be called the level of the cell. Something like an open system exists, of course, even in physico-chemical equilibrium systems; atomic structures maintain themselves in the midst of a throughput of electrons, molecular structures maintain themselves in the midst of a throughput of atoms. Flames and rivers likewise are essentially open systems of a very simple kind. As we pass up the scale of complexity of organization towards living systems, however, the property of self-maintenance of structure in the midst of a throughput of material becomes of dominant importance. An atom or a molecule can presumably exist without throughput: the existence of even the simplest living organism is inconceivable without ingestion, excretion and metabolic exchange. Closely connected with the property of self-maintenance is the property of self-reproduction. It may be, indeed, that self-reproduction is a more primitive or “lower level” system than the open system, and that the gene and the virus, for instance, may be able to reproduce themselves without being open systems. It is not perhaps an important question at what point in the scale of increasing complexity “life” begins. What is clear, however, is that by the time we have got to systems which both reproduce themselves and maintain themselves in the midst of a throughput of material and energy, we have something to which it would be hard to deny the title of “life.”
(v) The fifth level might be called the genetic~societal level; it is typified by the plant, and it dominates the empirical world of the botanist. The outstanding characteristics of these systems are first, a division of labor among cells to form a cell-society with differentiated and mutually dependent parts (roots, leaves, seeds, etc.), and second, a sharp differentiation between the genotype and the phenotype, associated with the phenomenon of equifinal or “blueprinted” growth. At this level there are no highly specialized sense organs and information receptors are diffuse and incapable of much throughput of information – it is doubtful whether a tree can distinguish much more than light from dark, long days from short days, cold from hot.
(vi) As we move upward from the plant world towards the animal kingdom we gradually pass over into a new level, the “animal” level, characterized by increased mobility, teleological behavior and self-awareness. Here we have the development of specialized ‘information receptors (eyes, ears, etc.) leading to an enormous increase in the intake of information; we have also a great development of nervous systems, leading ultimately to the brain, as an organizer of the information intake into a knowledge structure or “image.” Increasingly as we ascend the scale of animal life, behavior is response not to a specific stimulus but to an “image” or knowledge structure or view of the environment as a whole. This image is of course determined ultimately by information received into the organism; the relation between the receipt of information and the building up of an image however is exceedingly complex. It is not a simple piling up or accumulation of information received, although this frequently happens, but a structuring of information into something essentially different from the information itself. After the image structure is well established most information received produces very little change in the image – it goes through the loose structure, as it were, without hitting it, much as a subatomic particle might go through an atom without hitting anything. Sometimes however the information is “captured” by the image and added to it, and sometimes the information hits some kind of a “nucleus” of the image and a reorganization takes place, with far reaching and radical changes in behavior in apparent response to what seems like a very small stimulus. The difficulties in the prediction of the behavior of these systems arises largely because of this intervention of the image between the stimulus and the response.
(vii) The next level is the “human” level, that is of the individual human being considered as a system. In, addition to all, or nearly all, of the characteristics of animal systems man possesses self consciousness, which is something different from mere awareness. His image, besides being much more complex than that even of the higher animals, has a self-reflexive quality – he not only knows, but knows that he knows. This property is probably bound up with the phenomenon of language and symbolism. It is the capacity for speech – the ability to produce, absorb, and interpret symbols, as opposed to mere signs like the warning cry of an animal – which most clearly marks man off from his humbler brethren. Man is distinguished from the animals also by a much more elaborate image of time and relationship; man is probably the only organization that knows that it dies, that contemplates in its behavior a whole life span, and more than a life span. Man exists not only in time and space but in history, and his behavior is profoundly affected by his view of the time process in which he stands.
(viii) Because of the vital importance for the individual man of symbolic images and behavior based on them it is not easy to separate clearly the level of the individual human organism from the next level, that of social organizations. In spite of the occasional stones of feral children raised by animals, man isolated from his fellows is practically unknown. So essential is the symbolic image in human behavior that one suspects that a truly isolated man would not be “human” in the usually accepted sense, though he would be potentially human. Nevertheless it is convenient for some purposes to distinguish the individual human as a system from the social systems which surround him, and in this sense social organizations may be said to constitute another level of organization. The unit of such systems is not perhaps the person – the individual human as such – but the “role” – that part of the person which is concerned with the organization or situation in question, and it is tempting to define social organizations, or almost any social system, as a set of roles tied together with channels of communication. The interrelations of the role and the person however can never be completely neglected – a square person in a round role may become a little rounder, but he also makes the role squarer, and the perception of a role is affected by the personalities of those who have occupied it in the past. At this level we must concern ourselves with the content and meaning of messages, the nature and dimensions of value systems, the transcription of images into a historical record, the subtle symbolizations of art, music, and poetry, and the complex gamut of human emotion. The empirical universe here is human life and society in all its complexity and richness.
(ix) To complete the structure of systems we should add a final turret for transcendental systems; even if we may be accused at this point of having built Babel to the clouds. There are however the ultimates and absolutes and the inescapable unknowables, and they also exhibit systematic structure and relationship. It will be a sad day for man when nobody is allowed to ask questions that do not have any answers.
One advantage of exhibiting a hierarchy of systems in this way is that it gives us some idea of the present gaps in both theoretical and empirical knowledge. Adequate theoretical models extend up to about the fourth level, and not much beyond. Empirical knowledge is deficient at practically all levels. Thus at the level of the static structure, fairly adequate descriptive models are available for geography, chemistry, geology, anatomy, and descriptive social science. Even at this simplest level, however, the problem of the adequate description of complex structures is still far from solved. The theory of indexing and cataloguing, for instance, is only in its infancy. Librarians are fairly good at cataloguing books, chemists have begun to catalogue structural formulae, and anthropologists have begun to catalogue culture trails. The cataloguing of events, ideas, theories, statistics, and empirical data has hardly begun. The very multiplication of records however as time goes on will force us into much more adequate cataloguing and reference systems than we now have. This is perhaps the major unsolved theoretical problem at the level of the static structure. In the empirical field there are still great areas where static structures are very imperfectly known, although knowledge is advancing rapidly, thanks to new probing devices such as the electron microscope. The anatomy of that part of the empirical world which lies between the large molecule and the cell however, is still obscure at many points. It is precisely this area however – which includes, for instance, the gene and the virus – that holds the secret of life, and until its anatomy is made clear the nature of the functional systems which are involved will inevitably be obscure.
The level of the “clockwork” is the level of “classical” natural science, especially physics and astronomy, and is probably the most completely developed level in the present state of knowledge, especially if we extend the concept to include the field theory and stochastic models of modem physics. Even here however there are important gaps, especially at the higher empirical levels. There is much yet to be known about the sheer mechanics of cells and nervous systems, of brains and of societies.
Beyond the second level adequate theoretical models get scarcer. The last few years have seen great developments at the third and fourth levels. The theory of control mechanisms (“thermostats”) has established itself as the new discipline of cybernetics, and the theory of self-maintaining systems or “open systems” likewise has made rapid strides. We could hardly maintain, however, that much more than a beginning has been made in these fields. We know very little about the cybernetics of genes and genetic systems, for instance, and still less about the control mechanisms involved in the mental and social world. Similarly the processes of self-maintenance remain essentially mysterious at many points, and although the theoretical possibility of constructing a self-maintaining machine which would be a true open system has been suggested, we seem to be a long way from the actual construction of such a mechanical similitude of life.
Beyond the fourth level it may be doubted whether we have as yet even the rudiments of theoretical systems. The intricate machinery of growth by which the genetic complex organizes the matter around it is almost a complete mystery. Up to now, whatever the future may hold, only God can make a tree. In the face of living systems we are almost helpless; we can occasionally cooperate with systems which we do not understand: we cannot even begin to reproduce them. The ambiguous status of medicine, hovering as it does uneasily between magic and science, is a testimony to the state of systematic knowledge in this area. As we move up the scale the absence of the appropriate theoretical systems becomes ever more noticeable. We can hardly conceive ourselves constructing a system which would be in any recognizable sense “aware,” much less self conscious. Nevertheless as we move towards the human and societal level a curious thing happens: the fact that we have, as it were, an inside track, and that we ourselves are the systems which we are studying, enables us to utilize systems which we do not really understand. It is almost inconceivable that we should make a machine that would make a poem: nevertheless, poems are made by fools like us by processes which are largely hidden from us. The kind of knowledge and skill that we have at the symbolic level is very different from that which we have at lower levels – it is like, shall we say, the “knowhow” of the gene as compared with the knowhow of the biologist. Nevertheless it is a real kind of knowledge and it is the source of the creative achievements of man as artist, writer, architect, and composer.
Perhaps one of the most valuable uses of the above scheme is to prevent us from accepting as final a level of theoretical analysis which is below the level of the empirical world which we are investigating. Because, in a sense, each level incorporates all those below it, much valuable information and insights can be obtained by applying low-level systems to high-level subject matter. Thus most of the theoretical schemes of the social sciences are still at level (ii), just rising now to (iii), although the subject matter clearly involves level (viii).
Economics, for instance, is still largely a “mechanics of utility and self interest,” in Jevons’ masterly phrase. Its theoretical and mathematical base is drawn largely from the level of simple equilibrium theory and dynamic mechanisms. It has hardly begun to use concepts such as information which are appropriate at level (iii), and makes no use of higher level systems. Furthermore, with this crude apparatus it has achieved a modicum of success, in the sense that anybody trying to manipulate an economic system is almost certain to be better off if he knows some economics than if he doesn’t. Nevertheless at some point progress in economics is going to depend on its ability to break out of these low-level systems, useful as they are as first approximations, and utilize systems which are more directly appropriate to its universe – when, of course, these systems are discovered. Many other examples could be given – the wholly inappropriate use in psychoanalytic theory, for instance, of the concept of energy, and the long inability of psychology to break loose from a sterile stimulus-response model.
Finally, the above scheme might serve as a mild word of warning even to Management Science. This new discipline represents an important breakaway from overly simple mechanical models in the theory of organization and control. Its emphasis on communication systems and organizational structure, on principles of homeostasis and growth, on decision processes under uncertainty, is carrying us far beyond the simple models of maximizing behavior of even ten years ago. This advance in the level of theoretical analysis is bound to lead to more powerful and fruitful systems. Nevertheless we must never quite forget that even these advances do not carry us much beyond the third and fourth levels, and that in dealing with human personalities and organizations we are dealing with systems in the empirical world far beyond our ability to formulate. We should not be wholly surprised, therefore, if our simpler systems, for all their importance and validity, occasionally let us down.
I chose the subtitle of my paper with some eye to its possible overtones of meaning, General Systems Theory is the skeleton of science in the sense that it aims to provide a framework or structure of systems on which to hang the flesh and blood of particular disciplines and particular subject matters in an orderly and coherent corpus of knowledge. It is also, however, something of a skeleton in a cupboard – the cupboard in this case being the unwillingness of science to admit the very low level of its successes in systematization, and its tendency to shut the door on problems and subject matters which do not fit easily into simple mechanical schemes. Science, for all its successes, still has a very long way to go. General Systems Theory may at times be an embarrassment in pointing out how very far we still have to go, and in debating excessive philosophical claims for overly simple systems. It also may be helpful however in pointing out to some extent where we have to go. The skeleton must come out of the cupboard before its dry bones can live.
Boulding’s Classification of Systems
1. Frameworks. The geography and anatomy of the universe : the patterns of electrons around a nucleus, the pattern of atoms in a molecular formula, the arrangement of atoms in a crystal, the anatomy of the gene, the mapping of the earth, etc.
2. Clockworks. The solar system or simple machines such as the lever and the pulley, even quite complicated machines like steam engines and dynamos fall mostly under this category.
3. Thermostats. Control Mechanisms or Cybernetic Systems : the system will move to the maintenance of any given equilibrium, within limits.
4. Cells. Open systems or self-maintaining structures. This is the level at which life begins to differentiate itself from not life.
5. Plants. The outstanding characteristics of these systems (studied by the botanists) are first, a division of labor with differentiated and mutually dependent parts (roots, leaves, seeds, etc.), and second, a sharp differentiation between the genotype and the phenotype, associated with the phenomenon of equifinal or “blueprinted” growth.
6. Animals. Level characterized by increased mobility, teleological behavior and self-awareness, with the development of specialized ‘information receptors (eyes, ears, etc.) leading to an enormous increase in the intake of information.
7. Human Beings. In, addition to all, or nearly all, of the characteristics of animal systems man possesses self consciousness, which is something different from mere awareness.
8. Social Organizations. The unit of such systems is not perhaps the person but the “role” – that part of the person which is concerned with the organization or situation in question. Social organizations might be defined as a set of roles tied together with channels of communication.
9. Trascendental Systems. The ultimates and absolutes and the inescapable unknowables, that also exhibit systematic structure and relationship.
Throughout nature, throngs of relatively simple elements can self-organize into behaviors that seem unexpectedly complex. Scientists are beginning to understand why and how these phenomena emerge without a central organizing entity.
Source: www.quantamagazine.org
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