Monthly Archives: November 2007

HEAVY-TAILED

I’ve added Three-Toed Sloth to the blogroll. It’s written by Cosma Shalizi, a professor at Carnegie Mellon. His research interests don’t at all dovetail with my own; to whit: “Information theory; nonparametric prediction of time series; learning theory and nonlinear dynamics; stochastic automata, state space and hidden Markov models; causation and prediction; large deviations and ergodic theory; neuroscience; statistical mechanics; complex networks; heavy-tailed distributions.”

From November 30, Shalizi wrote:

Science is systematic and cumulative inquiry into what the world is like and how it works, and by and large one that succeeds in producing increasingly reliable and refined knowledge about the world. This is marvelous and inspiring, but it’s still a social process implemented by East African Plains Apes [and some of their tools], and it’s wise to be realistic about the implications of this fact.

Here Dr. Shalizi does dovetail nicely with my anthropological sense. He contributes a pointer to another example of behavior tending to square information processing, interpretation and problem-solving application. I’ve pointed out elsewhere in reply to others’ philosophizing about Intelligent Design and Science how the antecedents to scientific behavior are proto-scientific behaviors. These require no apriori commitment to axiomatic naturalism. They do require cognitive functions and in turn the basis seems to be retention and interpretation, manipulation, response, to retained data.

Leave a Comment

Filed under science

NOVEL IMAGES

If an organization is narrow in the images that it directs toward its own actions, then when it examines what it has said, it will see only bland displays. This means in turn that the organization won’t be able to make much interesting sense of what’s going on or of its place in it. That’s not a trivial outcome, because the kind of sense that an organization makes of its thoughts and of itself has an effect on its ability to deal with change. An organization that continually sees itself in novel images, images that are permeated with diverse skills and sensitivities, thereby is equipped to deal with altered surroundings when they appear.

Karl Weick
The Social Psychology of Organizing, 2nd ed.,
McGraw-Hill 1979

Leave a Comment

Filed under Karl Weick

MOMENT TO NOTICE

…been busy taking care of business with both mother and partner recovering from major surgeries. Everything is looking good. perhaps ironically my hermetic phase is pulled a bit by the demands but, as always, knowing in the final analysis very little about much at all, at the beginning of the day one can choose to serve. My insight is that most demands people come up with aren’t very demanding.

To laugh often and much;
To win the respect of intelligent persons
and the affection of children;
To earn the appreciation of honest critics
and endure the betrayal of false friends;
To appreciate beauty;
to find the best in others;
To leave the world a bit better,
whether by a healthy child, a garden patch or a redeemed social condition;
To know even one life has breathed easier
because you have lived.
This is to have succeeded.

–Ralph Waldo Emerson

Leave a Comment

Filed under adult learning

LAST TOWN CHORUS

Musical favorite of the moment.

Megan Hickey is the leader, songwriter and lap steeler. Web site. Wonderful.

Leave a Comment

Filed under music

WORTH ASKING

Heather Mundell writes a blog on career development. Via her life@work I came upon a new blog by veteran bizblogger Curt Rosengren, M.A.P. Creating Meaning, Abundance, and Passion, and read:

A no-brainer part of any system designed to help you maintain your momentum is the simple question, “What motivates me?”

Ahh…motivation…a subject of interest for me recently. This is obviously a great question to pose to one’s self. More to the point of my own interest, this question also underlies the crucial question any motivator needs to ask if they wish to motivate somebody else, “What motivates you?” This too is obvious enough, yet my recent literature review quickly discovered that a lot of cookie-cutter writing on motivation misses this clear starting point completely. In my research it got to the point where I wondered if the various ‘top-down’ advisories really wished to suggest that the motivator simply doesn’t need to know what are the subject’s motivating factors.

It strikes me as useless to speak of wanting to reinforce intrinsic motivation if one doesn’t also take the trouble to learn what motivates the ‘motivatee’ internally.

Leave a Comment

Filed under web 2.0+

ANGER OR OTHERWISE FEELING RESISTANT

As I was reading Brookfield’s model of transformative learning in Learning and Adulthood (p 146), it struck me that there are similarities to this model and other transformative learning models and the 5 stages of grief, as defined by Elizabeth Kubler Ross. While hopefully the transformative process is one of gain and enrichment, any time a person under goes a major shifting in perspective, they do lose part of their former self.All transformative learning tends to begin with an event of some sort that the individual is having difficulty handling. Likely there is some element of denial as the individual tries to process the experience. Anger is Ross’s second stage. I’m not sure where that fits in to all transformational learning models, but I could see that be an aspect of some social emancipatory philosophy as the learned becomes more aware of the forces that work against them.

(From ‘Sus-Que’s’ new blog, Adult Learning Explored 505.)

It seems, upon checking back, the author may be attending more to studies than the new blog. The blogosphere has lots of blogs with individuals and groups blogging about their courses of study. These narratives can be fascinating.

I would suppose often the thoughtful tangent neither makes it into class discussion or into the formal coursework. Here the author’s relating of Kubler-Ross to Brookfield seems to seek to match a very particularized affectual phase with Brookfield’s more general scheme. This can be resolved by noting the phase of resistance (ie. critical tension,) in Brookfield’s model does have an affectual component. It may be expressed by anger should the subject heartily resist being moved off the dime of their disposition, (etc.)

Leave a Comment

Filed under adult learning

HIRE A FREAK

Though staff may indeed be as valuable as bosses make out, corporate structures and attitudes are seldom sufficiently flexible to accommodate and profit from individuality. — It is no longer possible either to create or continue to sustain a monolithic culture in any large organization. Nor is it better to succumb to the tyranny of the minority. The lessons of evolution are as relevant to organizations as to life — nurture your variations, enlarge your gene pool. You never know which will be the fittest next.

Paul Thorne
People Power: Managing Diversity in Mature Corporate Organizations²
International Management; Dec. 1991

comment-In rough  terms, my experience is that the  number one sign of variations being squished is compliance to the organizational ‘chain of being;’ through which creativity, smart analysis, and novelty is prevented from moving upward. In other words to nurture variation is to also allow ‘its’ vitality to flow where it can literally alter the course of organizational evolution. I wish I had a nickle for every boss who wielded the fallacious Appeal to Authority as support of their being ‘the smartest person in the room,’ when in fact real intelligence was something they were mortally fearful of.

This said, as an employee I developed the ability to be extremely compliant for the sake of sustaining my employment! I don’t enjoy working in those environments but I appreciated learning how to be complaint!

Leave a Comment

Filed under social psychology, organizational development