Comparing the Methods for Managing

How to Do It

QH2-METHODS/APPROACHES

t1: Specifying outputs

t2: Devising responses

t3: Introducing methods

t4: Implementing programs

t5: Shaping evolution

t6: Imposing guidance

t7: Setting parameters

The standard way to compare THEE approaches is by plotting them on a Typology Essentials Table (TET). For a general account: see the Hub.

For specific accounts and more detail: see ethical choice approaches, decision systems, Primal Quests, and interacting for benefit (also a Q-typology).

There are two preparatory steps as indicated below. The first step is to determine the TET axes. This is tackled here. The second step, plotting the methods, is considered in the next topic.

The TET defines the psychosocial field, such that the X-axis is always the objective or social outcome, and the Y-axis is always the psychological or personal requirement.

Application to this Typology

In relation to managing a work situation, it is proposed that the two axes define four quadrants as follows:

The Axes

X-Axis: The social dimension is about pressure for results
e.g. How much does the method attempt to generate desired achievement directly? How much attention is given to specific choices and tasks that produce the best results?

If the method is high on the pressure for results, then it has a performance-focus and it will be placed in the right half of the TET.

If the method has a focus on stability that is assumed or expected or hoped to facilitate desired results, then the pressure for results is low and it is placed in the left half of the TET.

Y-Axis: The psychological dimension relates to needing engagement
e.g. How much is the method dependent on willing cooperation of others? How much attention is given to ensuring that all provide a deep commitment?

If the method requires active support and willing consensus, then it has a high focus on the need for engagement and is group-dependent, so it will be placed in the upper half of the TET

If the method activates oneself or particular co-workers but takes engagement more or less for granted, then it is person-dependent, and it will be placed in the lower half of the TET.

The Quadrants

The result is to define 4 psychosocial quadrants as shown in the diagram at right:

high on both needing engagement and pressure for results (upper right)
low on both needing engagement and pressure for results (lower left)
high on needing engagement but low on pressure for results (upper left)
low on needing engagement but high on pressure for results (lower right)

Now plot the methods.

Originally posted: 27-Nov-2013