Strengthening Inter-Municipal Cooperation in Montenegro - UNDP, 2013
Inter system cooperation
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Transcript of Inter system cooperation
Cooperation from system theory point of view
Miklós Fodor
Fodor HR
Psychology 2.0
What is a conflict?
Person A sees a blue circle
Person B sees a yellow square
Two people (A & B)
looking at the same object
Who is right?
Can be both right ?
The INDICATOR
Indicator shows how adaptive a system is.Who has the control: the environment or the system?
HUMAN:the indicator = mood, self-confidence
High indicator = happinesse.g. feelings after solving a problem; good performance
Low indicator = fear, anxiety, anger, e.g. being bound (unability to move); being attacked by a dog
What if person A and B is the same?Only the time points differ
The conflict is WITHIN her/his mind.Result: confusion her/his indicator is decreasing
The „power” of the environment (the situation) increases
The indicator starts to decrease
time
Indicator
The person has low control on the environment = badly adapting
What can she/he do?Investigating the details
No decision: the conflict increases
The indicator decreases more and more rapidly
time
Indicator
What happens meanwhile?Combining the details
Checking also the details of the details...
Close to give up
Nadir or deadlock (SWE: dödläge, atervändsgränd;HUN: holtpont) = close to give up
time
Indicator
SOLUTIONFinding a good combination of the details
Out-of-the-box thinking: out of 2D into 3D
The CYLINDER is the solution
In reality the object is a cylinder
The indicator increases suddenly
time
Indicator
The communication constraint
time
IndicatorUrge for sharing
the new knowledge
Characteristics of the process (1)
• Investigating the details of each perspective is needed to reach a solution. This process can be also unconscious
Characteristics of the process (2)
• In the majority of the cases the solution is preceded by failures. These result discomfort
time
Indicator
Characteristics of the process (3)
• The two perspectives have to be in contact in order to mix the building elements
The contact means communication
Characteristics of the process (4)• If a solution exists, usually it appears at the
indicator’s minimum point, when all details are revealed
timeIndicator
Characteristics of the process (5)
• Solution = better representation of the environment by a new model. It requires stepping out of the usual thinking boundaries. E.g. 3D instead 2D
Characteristics of the process (6)
• The solution is integrative: does not cease, but includes both previous perspectives
Characteristics of the process (7)
• The increase of the indicator at the end of the process is proportional with the previous decrease
time
Indicator
Characteristics of the process (8)
• After a solution is born, it is hard to keep it for ourselves. Remaining silent would be a bad strategy from evolution’s point of view
Urge for sharing the new knowledge
Systems (1)
• investigated living system: PERSON• the sub-systems: COGNITIVE SCHEMATA• the indicator: THE SIZE OF THE SELF• indicator increase: SELF-EXPANSION, HAPPINESS• indicator decrease: SELF-NARROWING, ANXIETY• communication: INTRA-MIND• solution is spread to: PEOPLE ON GROUP LEVEL
Example: saturday night dilemma: cinema or friends
Systems (2)• investigated living system: COUPLE• the sub-systems: TWO PERSONS & THEIR SCHEMATA• the indicator: WELL BEING OF THE COUPLE; ATTRACTION,
HARMONY• indicator increase: MARRIAGE• indicator decrease: DIVORCE, BREAKING UP
• communication: INTER-MIND• solution is spread to: PEOPLE ON GROUP LEVEL
Example: helping each other; altruism; common problem solving
Systems (3)• investigated living system: GROUP• the sub-systems: GROUP MEMBERS• the indicator: GROUP COHESION• indicator increase: GOOD PERFORMANCE, COMMON AIMS
• indicator decrease: DIVERGENCE, DISAGREEMENT• communication: INTERPERSONAL• solution is spread to: GROUPS ON SOCIETY OR COMPANY
LEVEL
Example: gossips; clique (competing sub-groups. SWE:
klick, kotteri); group dynamics; group spirit; morale
Systems (4)• investigated living system: COMPANIES• the sub-systems: DEPARTMENTS, DIVISIONS, EMPLOYEES• the indicator: COMPANY VALUE, SHARE PRICE• indicator increase: (MID TERM) SHARE PRICE INCREASE
• indicator decrease: (MID TERM) SHARE PRICE DECREASE• communication: INTERPERSONAL• solution is spread to: CUSTOMERS, INVESTORS
Example: restructuring the organisation; company culture change; M&A (former competitors)
Systems (5)• investigated living system: SOCIETY, NATION, CULTURE• the sub-systems: ETHNIC GROUPS, SUB-CULTURES,
RELIGIONS• the indicator: HUMAN DEVELOPMENT INDEX (HDI), GDP
(SWE: BNP), QUALITY OF LIFE• indicator increase: HDI INCREASE
• indicator decrease: CIVIL WAR, RIOTS• communication: MEDIA• solution is spread to: LEAST DEVELOPED COUNTRIES,
WITHIN ALLIANCES
Example: tolerance with minorities; exporting positive political values (democracy)
Systems (6)• investigated living system: WORLD, CONTINENT• the sub-systems: COUNTRIES, WORLD RELIGIONS• the indicator: WORLD TRADE• indicator increase: POPULATION INCREASE• indicator decrease: (WORLD) WARS, GLOBAL WARMING
• communication: DIPLOMACY• solution is spread to: N/A, (MAYBE MARTIANS OR UFOs)
Example: EU; Future super-system (UN or world government). The film: Independece day (common enemy)
Conclusions• conflict = two antagonistic perspectives about the same object• solving conflict = common aim that integrates• technique = going in the details + communicating (sharing the
details: needs an openness)• conflict, bad feelings = necessary part of the solution process
• spreading the solution = exporting the new perspective to other systems on a higher complexity level
• the parent system’s indicator affects its children system’s indicator = your team wins, you are happy; your company’s share value increases, you earn more; your country is successful, you live better