Improving Managerial and Leadership Practice

Improving Managerial and Leadership Practice MPA 8002 The Structure and Theory of Human Organization Richard M. Jacobs, OSA, Ph.D.

For Cuban (1992)... • managing and leading organizations successfully requires differentiating... problems and dilemmas

Problems... • those recurring and frustrating “glitches” and “snafus” impeding smooth organizational functioning • that hinder the process of achieving the organization’s goals

problems make managing and leading organizations a matter of... …identifying and selecting the technique(s) promising to solve problem(s) in the most efficient and effective manner …developing expertise in problem solving

managers and leaders solve problems in practice episodes by using...  structural theories of practice  human resource theories of practice  political theories of practice  symbolic/cultural theories of practice

managers and leaders also solve problems in practice episodes by using images of organization...  machines  politics  organisms  psychic prisons  brains  flux  cultures  domination

unfortunately... …the same or similar problems recur in future practice episodes …forcing managers and leaders to deal with these problems yet another time

while these managers and leaders are successful in ameliorating the symptoms of the problem(s)... …these managers and leaders are providing only temporary palliatives for organizational dysfunction

with the result being frustration... …as the organization does not change …and as managers and leaders point the finger of blame at other members of the organization …and followers accuse managers and leaders for this quandary

Dilemmas... • those conflicts of values embedded in and motivating recurring organizational problems

dilemmas make managing and leading organizations a matter of... …recognizing the disease(s) manifest in the symptom(s) of organizational dysfunction …challenging oneself and others to probe into and beyond the problems for the deeper issue they manifest

managers and leaders resolve these fundamental issues by...  focusing on organizational purpose and shared values engaging in self change  inculcating virtuous behavior  modeling ethical and principled decision making

to solve problems is not resolve an issue... …solutions are one-time, definitive actions intended to repair problems …resolutions require a personal commitment to deal over the long term with the value conflicts implicit in organizational problems

managers and leaders ameliorate the issues embedded in organizational problem(s)... …by building management and leadership density within and throughout the organization

with the result being normative compliance (Etzioni, 1975)... …as the organization gradually changes …as its members accept their managerial and leadership responsibilities …and solve problems ethically

Management/leadership analogies... : : solutions problems symptoms as : : dilemmas resolutions diseases

: : techniques solutions expertise as : : resolutions virtues character

Managing and leading ... • involves reframing, but not in the sense advocated by Bolman & Deal (1997)... problems dilemmas as solutions resolutions as

while possessing a primary concern for... virtues not techniques character not expertise

and endeavoring to foster... management and leadership density subservient and acquiescent functionaries not

where organizations become... vibrant and purposive communities characterized by shared values and genuine human relationships demoralizing workplaces characterized by impersonal rules and functional relationships not

whose members exude... not courage fear

because they are... authentic characters artificial clones not

and... stand for something rather than standing for everything

McWhinney (1992) maintains that... • dealing with the dilemmas embedded in practice episodes... …requires envisioning a pathway through a minefield of competing and conflicting values This pathway necessitates self change as managers and leaders confront the antecedents to their intentions and actions.

Envision a five-tier game of chess... • where... …any move on a superordinate board …impacts further moves on subordinate boards

managing and leading human organizations, then, is a matter of dealing with the dilemmas embedded in practice episodes... …by engaging in self change at superordinate levels rather than trying to change others at subordinate levels

the organization’s foundation... action where problems arise structural problems human resources problems political problems symbolic/cultural problems

overshadowing this foundation at a superordinate level... power how problems are dealt with coercive remunerative normative

The action-power interaction... power This dynamic depicts how hierarchical superordinates deal with most organizational problems and conflict. action

inherent in the exercise of power, thereby exerting superordinate normative authority are... norms guidelines for action personal dispositions learned behaviors theories of practice

Norms exert authority... This interaction expands the exercise of power beyond a person or office by referencing authoritative guidelines. It provides insight into the normative dimensions of politics in organizations. norms power action

implicit in normative authority is a... worldview a milieu defining perspectives educational background social background religious background economic background historical background

A worldview frames expectations... worldview This dynamic offers insight into the origins of the dilemmas manifesting themselves in organizations. Conflict is a contest of values implicit in each worldview. norms power action

at the foundation of authority are perceptions about... truth  ideas about the good philosophical/ethical ideas religious/moral ideas

truth ideas about good worldview a milieu defining perspectives norms guidelines for action power how problems are dealt with action where problems arise

What’s in an individuals “point of view”... This dynamic exemplifies the intransigent position people in organizations oftentimes adopt. It also highlights the nature of substantive organizational change, namely, the courage to engage in self change through reflective practice. truth worldview norms power action

truth Organizational change involves... worldview • self change... …confronting one’s antecedents norms …considering alternative views power …probing beyond one’s comfortable status quo action

truth worldview • in order that... norms power action

The challenge for managers and leaders… …to probe one’s experience to discern what’s transpiring within oneself as well as within the organization

…the process of self change at the heart of organizational change can be likened to an onion... peeling away the outer skins and layers (actions, power, norms, worldview, truth) to reveal the inner core (character) to change as necessary (maturity)

requires... character

Especially a character who... • confronts the diseases afflicting the organization... …not simply ameliorating the symptoms The “moral art” (Barnard, 1938), evident in one’s abiding commitment to organizational purpose...

anticipates conflict... …and bears responsibility for the forces unleashed by one’s plan for organizational change ...while remaining flexible in terms of the strategy for organizational change.

allows chance, surprise, and serendipity... …to challenge one’s thinking In much the same way that people with divergent truths can be looked upon as “interesting” rather than as “foes” to be conquered through organizational warfare and the clever use of power.

Reflective practice (Sergiovanni, 1989)... • is constructed on the reality that professional knowledge is different from scientific knowledge • and accounts for the fact that there are no unitary theories or skills to manage and lead human organizations successfully In contrast, improving management and leadership practice requires personal knowledge and a willingness to develop the maturity necessary for one to make virtuous decisions and to do right things.

References • Barnard, C. I. (1938/1968). The functions of the executive. Cambridge, MA: Harvard University Press. • Bolman, L. G., & Deal, T. E. (1997). Reframing organizations: Artistry, choice and leadership (2nd edition). San Francisco: Jossey-Bass. • Cuban, L. (1992). Managing dilemmas while building professional communities. Educational Researcher, 21(1), 4-11. • Etzioni, A. (1975). A comparative analysis of complex organizations. New York: Free Press. • McWhinney, W. (1992). Paths of change: Strategic choices for organizations and society. Newbury Park, CA: Sage Publications. • Sergiovanni, T. J. (1989). Informing professional practice in educational administration. Journal of Educational Administration, 27(2), p. 186.

Improving Managerial and Leadership Practice