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ORG DIALECTICS. THE DNA OF ORG DIALECTICS OPHU : O rg P ower H older/ U ser PT : P ower T riangle IT : I nfluence T riangle IO : I ntegrated O rg DO : D isintegrated O rg. THE WORLD OF ORG POWER. THE BEST BOOK TO READ ABOUT INVISIBLE POWER CENTERS.

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  2. THE DNA OF ORG DIALECTICS OPHU: Org Power Holder/User PT: Power Triangle IT: Influence Triangle IO: Integrated Org DO: Disintegrated Org
  5. Don’t confuse the role of leaders and managers with organization power (domination) holders/users. OPHUs make up the mostly invisible formal control center of orgs = board members & top executives. Most leaders and managers are part of the informal (invisible) , unofficial, grass roots org.
  6. The OPHUs in orgs:
  7. OPHUs use power (authority backed by the org) to force (no-choice, mandatory compliance) org members to comply with OPHU demands. Leadgers & manaleads work informally to influence (voluntary compliance) various org members to cooperate in attaining unofficial goals that may or may not be compatible with OPHU mandated (formal) goals.
  8. THE 2 ORG triangles
  9. Power Triangle (OPHUs) Board of directors Upper level executives Official work process “supervisors”
  10. I(nfluence) Triangle (IT) Leadgers & Manaleads Virtual teams Org psychological contract (informal understandings about behavior do’s & don’ts in the org)
  11. Orgs are integrated when the dual org momentum triangles (power triangle + influence triangle) cooperate (run parallel) most of the time. = Orgs are disintegrated when the org momentum triangles vie for dominance., creating conflict between the org’s PC & IC. ↔
  12. SIGNS OF ORG DISINTEGRATION PR denial stalls & blame-games Political fights in upper echelons Executive flight Stock price hits Legal suits Covert cover-ups Scape-goat (sacrificed) employees Plea-bargaining PR make-over
  13. ORG CIVIL WAR (thesis-antithesis conflict)
  14. IOs (thesis) vs. DOs (antithesis) Official vs. operational goals Formal vs. informal orgs Non-authentic vs. authentic communication Precedent-making vs. breaking Authoritarian vs. participative decision-making Money vs. meaning
  15. Org Civil War Examples Conflict between the triangles of power
  16. General Motors’ safety recall cover-up NCAA rejection by “amateur” sports universities U.S. military sexual conduct policies & VA scandal IRS scandal (discriminating against right wing causes) & criminal cover-up
  17. Covert involvement of global corps in multinational foreign policy Revival of states-rights vs. federalism politics in the U.S. Illegal use of immigrant labor by U.S. companies
  18. Roman Catholic pedophilia scandals NFL player safety West fertilizer plant blame-shifting & do-nothing state politics Penn State sexual abuse scandal
  19. Org dialectics
  20. THE ORG “DIALECTICS” PROCESS 1. Org change evolves into tension/conflict between the PT (thesis) & IT (antithesis) 2. Fermentation of antithesis in the IT → Non-parallel org (power disputes, confusion, political behavior, compromised productivity)
  21. 3. Internal & external pressure for compromise (agenda suboptimization) to realign the PC & IC. 4. SYNTHESIS via bargaining revisions of the PT thesis & IT antithesis → org development
  22. DIALECTIC SYNTHESIS examples (thesis antithesis)
  23. Creeping legalization of marijuana Professionalization of college sports & formation of super-revenue conferences Gradual de-funding of federal govt. programs
  24. Offshoring Western manufacturing & service jobs Gradual shift of college curricula from classroom to online Reliance on part-time workers in retailing & service industries States-rights (“civil war”) rebellions against the fed govt, especially regarding “moral” issues, taxes, immigration, big business
  25. DIALECTIC collateral damage
  26. Do you want to be an OPHU or an influencer? Should the PT/IT revert to org amorality (value neutrality) to make it easier to keep the 2 power triangles aligned?
  27. Support your department/boss or the overall org? Will you take sides in an org civil war or try to remain neutral? Ideals or job? What’s your compromise (“sell-out”) profile between org vs. personal values?
  28. Alienate your friends when you’re promoted to their supervisor? Generate protective PR for the PT? Rely on & contribute to gossip to gauge what’s happening in your org?
  29. Discipline employees for going against the OPHU? Class action suits against PT non-disclosures & cover-ups Being perceived as the “lackey” (slave) of the OPHU Being used as the “fall guy” by the OPHU
  30. Getting caught in the elite-pay trap of OPHU, forcing your loyalty to the PT. Professional “post-traumatic stress” syndrome via triangles wars Participation in org covert operations (“off-the-books” secret activities)
  32. Org cover ups (serial lying) Ruined careers Fall guys Suits & rich law firms Now regulative laws Public cynicism INNOCENT VICTIMS
  34. DIALECTICAL disasters
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