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

THANK YOU!

Contacts:

www.psy2.org

miklos.fodor@gmail.com

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