chris argyris final

8/6/2019 Chris Argyris Final

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CHRIS ARGYRIS

Humanistic Approach to Management


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INTRODUCTION

Born in Newark, New Jersey on July 16, 1923. Graduated with a B.A. in Psychology from the University

of Worcester in 1947.

M.A. in Psychology & Economics from Kansas Univ. in1949.

PhD. in Organizational Behaviourfrom Cornall Univ. in1951.

Appointed as James Bryant Conant ProfessorofEducation and Organizational Behaviour at HarvardUniversity in 1971.

Received an Honorary Doctor of Laws degree fromUniversity of Toronto in 2006.

Argyris is currently a Director of the Monitor Company

in Cambridge, Massachusetts.


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Argyriss Major Work


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Argyriss Approach to Management

He contends Contemporary Management Practices whichemphasize Highly Directive and Control OrientedBehaviourwhich is actually counterproductive.

Focuses on diagnosing Human Relations in anorganization.

He emphasizes on harnessing the Individuals potential

forS

elf-realization orS

elf-actualization for the benefitof the individual and the organization.


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Argyriss Critique on Formal

Organization

Creates in healthy individual, feelings of failure andfrustration, short-term prospective and conflict.

Reduce tasks to minimal specialized routines that are

directed and controlledby series of supervisors.

Individual is not a forward-lookingemployee.

Lack of employees participation in important decisions.

Individual ispassive and not creative.

His concerns are restrictedto his own work problems.


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Fusion Process Theory

Fundamental Concept: Bothindividuals and organization areentities trying for self-realization.

Socializing Process :Individuals are made into the

agents of the organization.

Personalizing Process :Organizational groups are madeinto agencies for the individualself actualization.

Fusion process is simultaneous

operation of both Socializingand Personalizing process.

FUSIONPROCESS

Socializing

Process

Personalizing

Process


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Increasing Organizational Health

(I) Individual Development towards Personal Maturity


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Increasing Organizational Health (contd.)(II)IncreasingInterpersonalCompetence

INTERPERSONAL

COMPETENCE

Accepting Responsibility for

ideas & feelings

Showing Openness to

ideas & feelings

Experimenting with

ideas & feelings

Help others to accept,

show & experiment

with ideas & feelings

(II) Increasing Interpersonal Competence


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Organizing Future Structures

A PyramidalStructure: Perform limited routinetasks.

An adapted formal organizational structure:Offers scope for subordinate participation.

A defined but participative structure: Providesequal opportunity to each employee.

A matrix organization: Each employee has a

defined power and responsibility. T-group or sensitive training: Emphasizes on

training of employees for the full development oftheir individual potentialities.


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Model I Theory In Use

It illustrates how Single Loop Learningaffect human actions.

The four governing variables are :

Design goals unilaterally and try to achieve them;

Maximize winning and minimize losing;

Minimize generating or expressing negative feelings;

Be rational and objective;

Managers who work on Model I : Have a unilateral view of their world,

Aim to defend themselves and to impose themselves on

others.


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Model II Theory In Use

Describes how Double Loop Learningaffects human actions.

The norms here are:

Take action on Valid Information;

Take action after free and informed choice;

Internal commitment to choice and constant monitoring of its

implementation.

Managers who operate in Model II:

Are not defensive and thus participate in double-loop learning.

Look for contributions from others who are competent.

They confront their own basic assumptions to testing in public

and thus are flexible in changing these assumptions.


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Conclusion

The central focus was to analyze how thepersonaldevelopmentof the individual is affected by the kind ofsituation in which he works.

Present organizational strategies lead to

authoritarianism, dehumanization and organizationaldecay.

Objective to increase OrganizationalHealth andimprove Interpersonal Competence.

Emphasis organizations to provide an appropriateenvironment forSelf-realization.

Made significant contribution to defining the theory ofOrganizationalHumanism.

chris argyris final

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