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Collaborative Inquiry as Social - page 14 / 16

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NORMATIVE: This is defined by ‘Outside-In’ and Bottom-Up’.  This is the centre of cultural norms and the domain, I suggest,  of HR matching requirements derived from ‘strategy’ in response to market forces with capacity from within (Bottom-Up).  It closely follows a second feature of how Stacey describes '‘legitimate’  ‘established by well understood, implicit principles that are widely accepted by members of the organisation - that is a shared culture or accepted ideology’   I see this half within the legitimate and half in the shadow side

FORMATIVE:  This is defined by an ‘inside-out’ view of the world which follows a ‘social constructionist’ view whereby we create and enact our environment rather than be shaped by it (which is the ‘Outside-In’ end of the dimension)  This is the zone where what Stacey calls potentially transforming conversations are started. This is where ideas are shaped but, because it is wholly within the shadow side, these ideas  may never ever get to the ‘legitimate ‘ side. This is why the last quadrant is critical

Top

Down

Inside Out

Down

Bottom Up

Down

Outside In

TRANSFORMATIVE:  The arrows on the model  reflect a cycle which I suggest any intervention to bring about change in an organisation has to follow if the consequences of the intervention are to be sustained and embedded within the organisation.  I argue that most debate about change begins and ends in the strategic zone with the assumption that eventually the organisation will ‘normalise’ the process

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