MANAGEMENT AND BUSINESS PRACTICE TRACK
This exploration specifically aims to metaphorically and subjectively relate theconcepts of qualitative Chaos theory to organizational social network analysis (or simply
organizational network analysis
). This exploration hopes that organizations will learn fromthe metaphors by incorporating such to their
strategic planning exercises
. The ideasgenerated can be used as additional tools in attaining
towards a sustainable development. According to a study, the existence of Chaos andcomplexity depends on the number of employees (Dietz, 2005); but this does not hinder small organizations in using the ideas discussed in this exploration. In fact, a smallorganization can inhibit a complex nature due to the complexity of the behavior of itsmembers.The exploration focuses on the social network (interaction among the members)inside an organization, particularly inside a business organization. The method of socialnetwork analysis is best if external and internal environment scanning, and scenario or “what-if” analysis are also applied. Note that even though the universal set considered in theexploration is the set of human actors inside the organization, it does not mean that theorganization is detached from the outside environment.Moreover, the exploration uses a Gestalt theoretic approach, which is
. Though reductionism is not an inferior tool in analyzing organizations, it isassumed that “the organization, as a whole, is greater than the sum of its members or groups of its members”, which is a concept from Systems theory.
Social Network Analysis and the Sociogram
is a visual representation of the social network, and is used to exposepatterns in the interaction among actors. It is sometimes called as social x-ray or socialarchitecture. Construction of sociograms is a basic part of social network analysis (under the field of Sociometry/Sociography), and is very much utilized in
(especially in maximizing information flow). Detailed discussion of social network analysis isnot the focus of this exploration, but the basic steps are enumerated as follows (Hart, 2005):
context setting and planning;
survey communication and distribution;
preliminary analysis and interpretation;
work analysis; and6.communication of results.Steps number 2 (survey design) and 4 (preliminary analysis and interpretation), willbe touched in the discussion. Survey design requires construction of questions. The natureof questions varies depending on the need. Here are sample questions that can be asked inconstructing the organizational sociogram:
With whom do you work closely?
Who helps you grow in your career?
From whom do you get data and other resources in order to finish your job?
To whom do you submit your job results? or Who uses your job results?
To whom do you go for advice regarding work?
With whom do you discuss company strategies?
Who are the people that you interact with everyday?
With whom do you discuss non-work related matters, such as personal issues,inside the organization?
International Conference on Management Education and Practice (ICMEP)