Copyright 1978
Methodology for Ergodotic Studies
"Ergodotics" means the Gifts of Work. The stem, dotic, refers to that which is given. Ergo refers to work. Ergodotics is involved in the development of personal energy and organizational environments. Through the processes of interactive development and self-renewal, Ergodotics provides a way of joint inquiry into the vocational resources of individuals and the productive potentials of institutions.
Ergodotic Methodology
The primary question for an Ergodotic investigation is "How do we study work?" To be useful, any answer to this question must address the specific ingredients of work behavior. Accordingly, the following considerations form and provide the parameters of Ergodotic investigation.
A. The Four Characteristics for a Productive Relationship in work and/or personal relations
Respect for the subject matter
This is the foundation of the participant-observer procedure
which is a key tenet of Ergodotic method.
Responsibility to the givens - Ergodotics posits two givens,
first, the worker as producer, and second, the product as a work.
Ergodotic short hand can be used to refer to these givens:
a) the donnee of the worker, b) the data of the work.
Care for potentia - Any creative interaction has a quality of
intercourse and unsuspected potential.
Research must be open to the rewards of serendipity:
looking for a needle in the haystack and finding the farmer’s daughter/son.
Knowledge appropriate to the objective - For Ergodotics to work,
the whole person must participate;
indeed, they must participate as part of a larger whole.
Reason based theoretical models and empirical sensed phenomena,
intuitive proposals and felt references are all parts of the human perspective.
B. The Six Indexes to Subjective Adequacy and the Four Indexes to Objective Adequacy
Subjective Adequacy
(Fully experiencing the person or culture you seek to know)
Time - quality and quantity of interaction.
Place - the geography of interaction.
Social circumstances - the relation of vocation and circumstances.
Language - the interpretation and elaboration of spoken and written phenomena.
Relationship architecture - the degree of intimacy and abstraction
in the structure and design of relationships.
Social consensus - common ground and common values.
Objective Adequacy
(Fully understanding the fact or value which you seek to know)
Relation of empirical fact and structural theory.
Relations to other cultural context.
Avoidance of reporting and distancing distortions and noise.
Manifest illustration and description.
C. Participation
Subjective adequacy includes a secondary reflection
which recognizes in one’s body a fundamental act of feeling.
This act of feeling is expressed in the will to participate,
and feeling itself is not necessarily a means to anything else.
This act of feeling is a way of participating,
but participation exceeds the limits of feeling.
The Ergodotic Method is informed by the thoughts of and adapted from the work of:
George Herbert Mead, Robert Blumer, Erich Fromm, and C. West Churchman.
The best explication available of this method is found in the following:
Severyn Bruyn’s The Human Perspective:
The Methodology of Participant Observation, 1986.
(the works of Blumer and Mead are cited by Bruyn)
Erich Fromm’s - Man for Himself:
An Enquiry into the Psychology of Ethics, 2003
C. West Churchman’s: The System Approach, 1968
Developed by: Donald Hutchinson, Ph.D.
Whatever Reduces
Uncertainty
Is
Information
Power will accrue to those who can handle Information.
From: I seem to Be a Verb, 1970
By Buckminster Fuller, et. al.
Model for Personal and Organizational Development
Personal Development
Aristotle's Model of Virtue
Gives one Virtue
What is Happiness? What is the Good Life?
Organizational Development
Andy's Model of American Business
Gives one Success
To Success
The Disincentive of Confusion
or
Technical Productivity and Real Productivity:
How they effect the Bottom Line.
Outline
I. Definition of Productivity
A. Technical productivity
B. Real Productivity
II. Effective Management IS Real Productivity
A. Effective Management is Effective Communication
i. Communication style preferences
ii. Learning style patterns
B. Productivity and Task Assignment
III. Assessment of Preferred Administrative Activities
IV. Learning Pattern Assessment
V. Matching Manager Preferred Activities and Employee Learning Patterns
A. Relationship between preferred administrative activities and tasks assignments,
A. Team Building Approach
B. Identification of learning patterns
VI. Strategies to effect Real productivity
A. Communication and learning patterns
B. Assignment Control as KEY to Productivity
VII. Goals and Objectives
A. How meeting objectives IS Real productivity
B. How Real productivity effects goals
VIII. Technical Productivity and the Bottom Line
A. How REAL productivity effects Technical productivity
B. Technical Productivity and The Bottom Line
Developed by Bruce Perlman, Ph.D.
and
Charles T. McGruder, Ph.D.
Since leadership is getting people to do what the leader wants
them to because the leader wants them to, and since achievement
creates a hunger for appreciation by the leader, then it
followes that the primary job of the leader is appreciation. Other
tasks the leader may have must be regarded as trivial in
comparison to this. The leader has got to learn how to notice
achievement and thereupon to thank the follower for his gift.
From
Please Understand Me:
Character and Temperament Types
by David Keirsey and Marilyn Bates, 1978
A Brief History of Type Theory
| Last Updated: 10/19/22 |
