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  • Mental Model of Evolution of Organization

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    Liezl Crisostomo
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    The document discusses the evolution of organizations over time from tribal structures around 15,000 years ago to modern theories. Tribal organizations around 15,000 years ago were authority-based, courageous, and reactive with a short-term focus. Around 5,000 years ago, hierarchical organizations developed with defined roles, order, and discipline. In the last 300 years, achievement-based meritocratic organizations emerged that rewarded people based on abilities and innovations. More recently, cultural organizations in the last 50 years focused on pluralism, equality, and empowering employees. The newest stage is purpose-driven and teal organizations that view themselves as living, evolving systems focused on wholeness, self-organization, and equal worth.

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    Evolution of Organization by Ken Wilber

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    The document discusses the evolution of organizations over time from tribal structures around 15,000 years ago to modern theories. Tribal organizations around 15,000 years ago were authority-based, courageous, and reactive with a short-term focus. Around 5,000 years ago, hierarchical organizations developed with defined roles, order, and discipline. In the last 300 years, achievement-based meritocratic organizations emerged that rewarded people based on abilities and innovations. More recently, cultural organizations in the last 50 years focused on pluralism, equality, and empowering employees. The newest stage is purpose-driven and teal organizations that view themselves as living, evolving systems focused on wholeness, self-organization, and equal worth.

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    © All Rights Reserved
    Descărcați ca PDF, TXT sau citiți online pe Scribd
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    95 vizualizări1 pagină

    Mental Model of Evolution of Organization

    Încărcat de

    Liezl Crisostomo
    The document discusses the evolution of organizations over time from tribal structures around 15,000 years ago to modern theories. Tribal organizations around 15,000 years ago were authority-based, courageous, and reactive with a short-term focus. Around 5,000 years ago, hierarchical organizations developed with defined roles, order, and discipline. In the last 300 years, achievement-based meritocratic organizations emerged that rewarded people based on abilities and innovations. More recently, cultural organizations in the last 50 years focused on pluralism, equality, and empowering employees. The newest stage is purpose-driven and teal organizations that view themselves as living, evolving systems focused on wholeness, self-organization, and equal worth.

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    © All Rights Reserved
    Descărcați ca PDF, TXT sau citiți online pe Scribd
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    din 1

    Mental Model – EVOLUTION OF ORGANIZATIONS

    Created by Group One : Marieta Go Liezl Crisostomo


    Jasmin Valeroso Ruben Viloria EVOLUTION OF ORGANIZATIONS Mentored By: Prof Geuel F. Auste
    MPA/MBA-Organization and Management
    Weena Rubas Joseph Alcala KEN WILBER
    Placing a wide diversity of theories and
    thinkers into one single framework
    ALBERT EINSTEIN, “ The SRI “Theory of everything” DON BECK
    significant problems we AUROBINDO
    The living totality of a matter, PAUL CASSWELL, founder and
    have, cannot be solve at body mind , soul and spirit
    GEORG
    FEUERSTEIN CEO of weave the people- says
    the same level of thinking “ Just like human,
    with which we created JEAN organization is evolving”..
    GEBSER
    them”
    INTEGRAL THEORY
    15,000 years 5,000 years 300 years 50 years Emerging now

    TRIBAL HIERARCHICAL ACHIEVEMENT CULTURE PURPOSE


    Authority, Powerful, Order, Roles, Rationality, Innovation, Pluralism, Equality Wholeness, System,
    Courageous Discipline Accountability Empowerment Self-organizing
    MAGIC-MAGENTA PARADIGM Meritocratic Organization (based on A Cultural organization Teal Organization
    IMPULSIVE-REDPARADIGM A hierarchical organization is an achievements), everyone is promoted (Evolutionary)
    focuses on culture empowerment
    • Constant exercise of power by the organizational structure where every and rewarded according to their ability to boost employee motivation. Refers to the next stage in the
    chief to keep troops in line entity in the organization, except
    • “Fear“is the glue of the one, is subordinate to a single other INTELLIGENCE evolution of human consciousness
    Stakeholders replace shareholders
    organization entity.
    MERIT as primary purpose.
    • Highly reactive, short term focus Organization as Distributed
    • Thrives in chaotic environment ABILITIES KEY BREAKTHROUGHS a living entity Leadership
    EMPOWERMENT KEY BREAKTHROUGHS
    KEY BREAKTHROUGHS THE CATHOLIC CHURCH

    Individual Purpose
    Decision Making
    KEY BREAKTHROUGHS

    Responsibility

    Accountability

    Equal worth
    DIVISION OF LABOR EGALITARIAN MANAGEMENT

    Information

    Learning
    POPE

    Caring

    the future
    Planning
    Trust
    CARDINALS ARCHBISOP and EQUALITY

    Safe

    Profit
    COMMAND AUTHORITY The so on STAKEHOLDER MODEL
    highest- Less power
    ranking and The base may PERFORMANCE BASED RESULTS
    people authority include SELF EVOLUTIONARY
    thousand of WHOLENESS
    MANAGEMENT PURPOSE
    people who
    have no Self organizing Allow selfhood Strategy emerges
    subordinates Team to shape roles organically
    Sources:
    “The Evolution of Organizations” Youtube material by Weave the People, 2017 “Reinventing Organizations: A Guide to Creating Organizations Inspired by the Next Stage in Human Consciousness”
    https://www.wired.com/insights/2014/10/meritocracy/ by Frederic Laloux, 2014
    https://www.strategy-business.com/article/00344?gko=10921 Reinventing Organizations” Excerpt and Summaries by Ulrinch Gerndt, 2014
    http://www.reinventingorganizationswiki.com/Green_Organizations
    “The Evolution of Organization” Forbes by Jacob Morgan, 2015 This mental model is professionally used for academic discussion and consulting- works purposes only.

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