Frederic Laloux的《重塑组织》

Frederic Laloux„Reinventing organizations“ -Excerpt and summaries-March 2014 Modern organizations have brought aboutsensational progress for humanityin lessthan two centuries―the blink of an eye in the overall timeline of our species. None ofthe recent advances in human history would have been possible without organizationsas vehicles for human collaboration. And yet, many people sense that the currentway we run organizations has beenstretched to its limits. We are increasingly disillusioned by organizational life. For peoplewho toil away at the bottom of the pyramids, surveys consistently report that work ismore often than not dread and drudgery, not passion or purpose. That theDilbertcartoons could become cultural icons says much about the extent to whichorganizations can make work miserable and pointless. Life at the top of the pyramids isn’t much more fulfilling. Behind the façade and thebravado, the lives of powerful corporate leaders are ones of quiet suffering too. Theirfrantic activity is often a poor cover up for a deep inner sense of emptiness. The powergames, the politics, and the infighting end up taking their toll on everybody. At both thetop and bottom, organizations are more often than not playfields for unfulfilling pursuitsof our egos, inhospitable to the deeper yearnings of our souls Could it be thatour current worldview limits the way we think about organizations? Could weinvent a more powerful, more soulful, more meaningful way to work together,if only we change our belief system? What do organizations molded around thenext stageof consciousness look and feellike?Is it already possible to describe theirstructures, practices, processes, and cultures(inother words, to conceptualize the organizational model) in useful detail, to help otherpeople set up similar organizations?Can we create organizationsfree of the pathologiesthat show up all too often in theworkplace? Free of politics, bureaucracy, and infighting; free of stress and burnout; freeof resignation, resentment, and apathy; free of the posturing at the top and the drudgeryat the bottom?Is it possible toreinvent organizations, to devise a new model that makes workproductive, fulfilling, and meaningful?Can we createsoulful workplaces―schools, hospitals, businesses, andnonprofits―where our talents can blossom and our callings can be honored? The greatest danger in times ofturbulence is not the turbulence― It is to act with yesterday’s logic. PeterDrucker Human development happens in stages, along various lines Howhas humanity evolved from theearliest formsof human consciousness to the complexconsciousness of modern times? Howdo we human beingsevolve todayfrom the comparatively simple form of consciousness wehave at birthto thefull extent of adult maturity? Example dimensions: moral development (Kohlberg, Gilligan),self-identity (Loevinger),spirituality (Fowler),leadership (Cook-Greuter,Kegan,Torbert), needs (Maslow)worldviews(Gebser)cognitivecapacities (Piaget),values(Graves), Humanity evolves instages. We are not like trees that growcontinuously.Weevolveby suddentransformations, like a caterpillar that becomes a butterfly, ora tadpole a frog. The evolution of consciousness is accelerating ever faster When we plot the successive stages of human andorganizational consciousnesson a timeline, theresult is striking. Evolution seems tobeaccelerating, andaccelerating ever faster. Never beforein human history have we had peopleoperating from somany differentparadigms allliving alongside each other. Thesame is truefor organizations: in the same city, if we care to look, we can find Red,Amber, Orange, and Green Organizations working side by side. With each level of development, everything changes, includingorganizational models Every transition to a new stage of consciousness has ushered in awhole new erain human history. At every juncture,everything changed: society (going from family bands to tribes toempires to nation states);the economy (from foraging to horticulture, agriculture, and industrialization);the power structures;the role of religion. One aspect hasn’t yet received much attention: with every new stage in humanconsciousness also came abreak-through in our ability to collaborate, bringing about anew organizational model. Organizations as we know them today are simply the expression of our current world-view, our current stage of development. Human developmentOverview of the main (organizational) paradigms There is nothing inherently “better” aboutbeing at a higher level of development, just asan adolescent is not “better” than a toddler.However, the fact remains that an adolescentis able to do more, because he or she canthink in more sophisticated ways than atoddler. Any level of development is okay; the questionis whether that level of development is a goodfit for the task at hand.” Nick Petrie (Center for Creative Leadership) CHARACTERISTICS Constant exercise of power