Spring is in the air. The sky is blue and the garden robin is lining his nest-box bachelor-pad with moss. At such a time the thoughts of man turn naturally, like those of the robin, to matters evolutionary, and in particular to the long-awaited second half of my blog on organization and evolution. I posted the first part before Christmas, though never made it to organization, waylaid instead by a lengthy detour into Richard Dawkins’ decidedly wonky metaphysics.
Pseudo-evolutionary chatter in organizations: it seems to be everywhere. We don’t bat an eyelid when Amazon talks about its ‘purposeful Darwinism’, a yearly cull of the worst performing employees. It doesn’t make us shudder to hear that this is based on constructive criticism offered to bosses via secret feedback mechanisms. Final year undergraduates cheerfully tell us about the ‘rank and yank’ mechanisms in the firms they hope to work for, never considering that things may not go to plan and they might themselves be yanked, not ranked.
Management scholars of a critical bent should be worried about this kind of thing, so I’ve set out to elaborate a genealogy of these ideas. It’s one of many possible lineages as the evolutionary tropes have themselves evolved and spread out in their own diasporic family tree; Continue reading
It seems strange to call a book about self-improvement “Peak”. Perhaps the publishers balked at “Uphill Struggle”, though that would have been much more fitting for a tome in which Anders Ericsson – the psychologist behind Malcom Gladwell’s “10,000 hour rule” – and science writer Robert Pool channel the Calvinist spirit to insist that greatness is possible for everyone. So long, that is, as we work at it…
Read the rest on the THE website or download the PDF.
This review appeared in Times Higher Education, 9-15 June 2016
Just a quick update: my short review of Gerard Hanlon’s ‘The Dark Side of Management: A Secret History of Management Theory’ newly published in Times Higher Education. Hanlon wants us to rethink the old Frederick Taylor bad/Elton Mayo good divide. Taylor, of course, invented scientific management and worked to increase the efficiency of production by cheapening labour as much as possible, taking the need for skill or judgement from the workers and passing it to a new class of managers. Mayo, on the other hand, is often seen as being on the workers’ side, his interviews and coaching designed to help people identify with their job and become happier in it. For Hanlon, scientific management and the Mayo’s new human relations movement are just two sides of the same coin: it’s all about making more money for capital. The historical material in Hanlon’s book is interesting enough (though Harry Braverman’s seminal 1974 account of Taylorism as the bedrock of the labour process is strangely absent). But I think there are some more compelling stories about exploitation in the twenty-first century begging to be told. Well, here’s the review if you’re interested.
21 February: Article scan available here OHanlon THE 030115.