Business Theorists From England

"Decision tree - The most picturesque of all the allegedly scientific aids to making decisions. The analyst charts all the possible outcomes of different options, and charts all the latters' outcomes, too. This produces a series of stems and branches (hence the tree). Each of the chains of events is given a probability and a monetary value."

"Decisions should be pushed down as far as possible, to the level of competence. This allows senior managers more time for making decisions of a more complex nature"

"Effective management always means asking the right question."

"Never ignore a gut feeling: but never believe that it's enough on its own"

"What goes wrong [in long-range planning] is that sensible anticipation gets converted into foolish numbers: and their validity always hinges on large loose assumptions."

"Management is a far more homely business than its would be scientists suggest, more closely allied to cookery than any other human activity. Like cooking, it rests on a degree of organisation and on adequate resources. But just as no two chefs run their kitchens the same way, so no two managements are the same."

"Never ignore a gut feeling, but never believe that's enough."

"Although he reputedly hated the label of ‘guru’, Peter Drucker was, by any standards, the greatest management guru the world has yet seen. In 1996, the McKinsey Quarterly journal described him as the ‘the one guru to whom other gurus kowtow’ and Robert Heller described him as ‘the greatest man in the history of management’, praise indeed for a man who described himself as ‘just an old journalist’."

"CEO of General Electric for 30 years, Jack Welch was declared the greatest manager of the 20th century. Focusing firmly on results, he revolutionized management to achieve phenomenal growth for his company."

"My first book “The Naked Manager”, a big success in 1971, had been followed by many others, and I wanted to write still more. Writing books is very interesting as each new project takes you in a different direction. You learn a lot – especially about what you yourself really think."

"The first myth of management is that it exists. The second myth of management is that success equals skill."

"The difference between management and administration (which is what the bureaucrats used to do exclusively)... is the difference... between choice and rigidity."

"# Primary work systems. These are the systems which carry out the set of' activities involved in an identifiable and bounded subsystem of a whole organization - such as a line department or a service unit..."

"We are moving towards another type of society than that to which we have become accustomed. This is sometimes referred to as a new service society, the society of the second industrial revolution or the post-industrial society. There is no guarantee of our safe arrival. Not only are the interdependencies greater – they are differently structured... The changes in the policy field [housing, health care, urban rehabilitation, education, etc.] demand a new mobilization of the sciences."

"This paper introduces a concept of organizational ecology. This refers to the organizational field created by a number of organizations, whose interrelations compose a system at the level of the field as a whole. The overall field becomes the object of inquiry, not the single organization as related to its organization-set. The emergence of organizational ecology from earlier organization theory is traced and illustrated from empirical studies. Its relevance to the task of institution-building, in a world in which the environment has become exceedingly complex and more interdependent, is argued."

"We know from experience that technology can be changed. We have learned in the quality-of-working-life enterprise not to accept the technological imperative."

"Faced with low productivity despite improved equipment, and with drift from the pits despite both higher wages and better amenities... a point seems to have been reached where the [coal] industry is in a mood to question a method it has taken for granted."

"The longwall method [can be] regarded as a technological system expressive of the prevailing outlook of mass-production engineering and as a social structure consisting of the occupational roles that have been institutionalized in its use."

"[The workmethods had] evolved from the experience of successive generations... Each other, often being members of the same family; supervision was internal, having the quality of 'responsible autonomy."

"The advantage of placing responsibility for the complete coal-getting task squarely on the shoulders of a single, small, face-to-face group which experiences the entire cycle of operations within the compass of its membership. [And furthermore], for each participant the task has total significance and dynamic closure ."

"The outstanding feature of the social pattern with which the pre-mechanized equilibrium was associated is its emphasis on small group organisation at the coal face. [Indeed], under these conditions there is no possibility of continuous supervision, in the factory sense, from any individual external to the primary work group."

"Occupational roles express the relationship between a production process and the social organization of the group. In one direction, they are related to tasks, which are related to each other; in the other, to people, who are also related to each other."

"Every time the cycle is stopped, some 200 tons of coal are lost. So close is the task interdependence that the system becomes vulnerable from its need for 100 percent performance at each step."

"Considering enterprises as "open socio-technical systems" helps to provide a more realistic picture of how they are both influenced by and able to act back on their environment. It points in particular to the various ways in which enterprises are enabled by their structural and functional characteristics (“system constants”) to cope with the “lacks” and “gluts” in their available environment."

"Ludwig von Bertalanffy's formulation enables exchange processes between the organism, or organisation, and the elements in its environment to be dealt with in a new perspective, it does not deal at all with those processes in the environment itself which are among the determining conditions of the exchanges. To analyse these an additional concept is needed - the causal texture of the environment."

"A main problem in the study of is that the environmental contexts in which organizations exist are themselves changing, at an increasing rate and towards increasing complexity. This point, in itself, scarcely needs laboring. Nevertheless, characteristics of organizational environments demand consideration for their own sake if there is to be an advancement of understanding in the behavioral sciences of a great deal that is taking place under the impact of technological change, especially at the present time."

"Socio-technical analysis is made at three levels - the primary work system; the whole organization; and macrosocial phenomena."

"The socio-technical concept arose in conjunction with the first of several field projects undertaken by the Tavistock Institute in the coal-mining industry in Britain. The time (1949) was that of the postwar reconstruction of industry in relation to which the Institute had two action research projects.(2) One project was concerned with group relations in depth at all levels (including the management/labor interface) in a single organization - an engineering company in the private sector. The other project focused on the diffusion of innovative work practices and organizational arrangements that did not require major capital expenditure but which gave promise of raising productivity. The former project represented the first comprehensive application in an industrial setting of the socio-clinical ideas concerning groups being developed at the Tavistock."

"Coal being then the chief source of power, much industrial reconstruction depended on there being a plentiful and cheap supply. But the newly nationalized industry was not doing well. Productivity failed to increase in step with increases in mechanization. Men were leaving the mines in large numbers for more attractive opportunities in the factories. Among those who remained, absenteeism averaged 20 percent. Labor disputes were frequent despite improved conditions of employment. Some time earlier the National Coal Board had asked the Institute to make a comparative study of a high producing, high morale mine and a low producing, low morale, but otherwise equivalent mine."

"Fellows were encouraged to revisit their former industries and make a report on any new perceptions they might have. One of these Fellows, Ken Bamforth, returned with news of an innovation in work practice and organization which had occurred in a new seam in the colliery where he used to work in the South Yorkshire coalfield. The seam, the Haighmoor, had become possible to mine "shortwall" because of improved roof control."

"The work organization of the new seam was, to us, a novel phenomenon consisting of relatively autonomous groups interchanging roles and shifts and regulating their affairs with a minimum of supervision. Cooperation between task groups was everywhere in evidence, personal commitment obvious, absenteeism low, accidents infrequent, productivity high. The contrast was large between the atmosphere and arrangements on these faces and those in the conventional areas of the pit, where the negative features characteristic of the industry were glaringly apparent. The men told us that in order to adapt with best advantage to the technical conditions in the new seam, they had evolved a form of work organization based on practices common in the unmechanized days when small groups, who took responsibility for the entire cycle, had worked autonomously."

"What happened in the Haighmoor seam gave to Bamforth and myself a first glimpse of the "emergence of a new paradigm of work" (Emery, 1978) in which the best match would be sought between the requirements of the social and technical systems. Some of the principles involved were as follows:"

"# The work system, which comprised a set of activities that made up a functioning whole, now became the basic unit rather than the single jobs into which it was decomposable."

"# Correspondingly, the work group became central rather than the individual jobholder."

"# Internal regulation of the system by the group was thus rendered possible rather than the external regulation of individuals by supervisors."

"# A design principle based on the redundancy of functions rather than on the redundancy of parts (Emery, 1967) characterized the underlying organizational philosophy which tended to develop multiple skills in the individual and immensely increase the response repertoire of the group."

"#This principle valued the discretionary rather than the prescribed part of work roles (Jaques, 1956)."

"# It treated the individual as complementary to the machine rather than as an extension of it (Jordan, 1963)."

"# It was variety-increasing for both the individual and the organization rather than variety-decreasing in the bureaucratic mode."

"Socio-technical studies needed to be carried out at three broad levels - from micro to macro - all of which are interrelated:"

"# Whole organization systems. At one limit these would be plants or equivalent self-standing workplaces. At the other, they would be entire corporations or public agencies. They persist by maintaining a steady state with their environment."

"# Macrosocial systems. These include systems in communities and industrial sectors, and institutions operating at the overall level of a society. They constitute what I have called "domains". (Trist, 1976a; 1979a). One may regard media as socio-technical systems. McLuhan (1964) has shown that the technical character of different media has far-reaching effects on users. The same applies to architectural forms and the infrastructure of the built environment. Although these are not organizations, they are socio-technical phenomena. They are media in Heider's (1942) as well as McLuhan's sense."

"One major figure in the (Tavistock) institute and its chairman for many years was Eric Trist, who is the primary author of sociotechnical systems theory. Trist was joined in his theoretical efforts and in his research by others who were either employed by the institute or strongly influenced by it. Thus in many respects sociotechnical systems theory is a product of the same kind of group interaction on which the theory itself focuses. Trist remains the prime contributor to the theory, even though he left the institute after some twenty years."

"Trist both pioneered and embodied action research – an interplay between his deep interaction with real problems in organisations, and the forefront of academic thought in social science. through coal mines in Yorkshire to an entire manufacturing town in New York State – he was an active contributor to both theory and practice. He said that “I used to look with longing at what I called the ‘white-coated peace’, the tranquillity of the white-coated scientists working in the lab. But that was not for me. I didn’t have a white lab coat. I was in the messy, ambiguous, problematic stuff that you have to endure if you are going to be a psychologist”."

"It wasn’t so long ago that complexity thinking was synonymous with bottom-up computer simulation. However, in the past 5-10 years we have seen other threads emerge from this mathematically focused starting point that acknowledge the profound philosophical implications of complexity."

"I’m basically interested in intervention. The key question for me is: how can you intervene more systemically? Systems approaches make the assumption that things are interconnected. That’s the fundamental starting point. However, we don’t have the privilege of a God’s eye view of that interconnectedness, so there are inevitable limits to understanding, and it is those limits that we call boundaries. So systemic intervention, for me, at a fundamental level, is how to explore those boundaries, and how to take account of the inevitable lack of comprehensiveness and begin to deal with that."

"When I started out, I believed that there were very distinct systems paradigms, and there was a need to choose and defend yours against other people’s paradigms. Today I prefer to see a systems perspective as something that you develop over a lifetime. It’s like building a house that evolves: you can redecorate it, even build an extension."

"Critical systems thinkers like Midgley identify three waves of systems thinking over the last 50 years or so. Early systems theorists (e.g. Bertalanffy) described systems in physical terms, resorting to metaphors from electronic computation or biology. This 'hard systems' tradition still has its advocates and practitioners... Subsequently the limits of the physical metaphor... were reached, and the second wave of systems thinking developed. This 'soft systems thinking' employed social metaphors to develop appropriate systems approaches for human systems. The move to a more phenomenological, interpretative understanding of human systems, where meaning is central and is negotiated intersubjectively, parallels the new paradigm / crisis of social psychology of the 1970s. The Third wave, or critical systems school, in which Midgley locates himself, has drawn on the critical theory of Habermas, particularly in relation to theories of knowledge and of communicative rationality, and on the work of Foucault and followers on the nature of power."

"Making drawings to indicate the many elements in any human situation is something which has characterized SSM from the start. Its rationale lies in the fact that the complexity of human affairs is always a complexity of multiple interacting relationships; and pictures are a better medium than linear prose for expressing relationships. Pictures can be taken in as a whole and help to encourage holistic rather than reductionist thinking about a situation."

"The core of a root definition of a system will be a transformation process (T), the means by which defined inputs are transformed into defined outputs. The transformation will include the direct object of the main activity verbs subsequently required to describe the system."