1. Cooperation from system theory point of view Miklós Fodor Fodor HR Psychology 2.0

2. What is a conflict? Person A sees a blue circle Person B sees a yellow square Two people (A & B) looking at the same object Who is right? Can be both right ?

3. The INDICATOR Indicator shows how adaptive a system is. Who has the control: the environment or the system? HUMAN: the indicator = mood, self-confidence High indicator = happiness e.g. feelings after solving a problem; good performance Low indicator = fear, anxiety, anger, e.g. being bound (unability to move); being attacked by a dog

4. What if person A and B is the same? Only the time points differ The conflict is WITHIN her/his mind. Result: confusion her/his indicator is decreasing The „power” of the environment (the situation) increases

5. The indicator starts to decrease time Indicator The person has low control on the environment = badly adapting

6. What can she/he do? Investigating the details No decision: the conflict increases

7. The indicator decreases more and more rapidly time Indicator

8. What happens meanwhile? Combining the details Checking also the details of the details...

9. Close to give up Nadir or deadlock (SWE: dödläge, atervändsgränd; HUN: holtpont) = close to give up time Indicator

10. SOLUTION Finding a good combination of the details Out-of-the-box thinking: out of 2D into 3D

11. The CYLINDER is the solution In reality the object is a cylinder

12. The indicator increases suddenly time Indicator

13. The communication constraint time Indicator Urge for sharing the new knowledge

14. Characteristics of the process (1) Investigating the details of each perspective is needed to reach a solution. This process can be also unconscious

15. Characteristics of the process (2) In the majority of the cases the solution is preceded by failures. These result discomfort time Indicator

16. Characteristics of the process (3) The two perspectives have to be in contact in order to mix the building elements The contact means communication

17. Characteristics of the process (4) If a solution exists, usually it appears at the indicator’s minimum point, when all details are revealed time Indicator

18. Characteristics of the process (5) Solution = better representation of the environment by a new model. It requires stepping out of the usual thinking boundaries. E.g. 3D instead 2D

19. Characteristics of the process (6) The solution is integrative: does not cease, but includes both previous perspectives

20. Characteristics of the process (7) The increase of the indicator at the end of the process is proportional with the previous decrease time Indicator

21. Characteristics of the process (8) After a solution is born, it is hard to keep it for ourselves. Remaining silent would be a bad strategy from evolution’s point of view Urge for sharing the new knowledge

22. Systems (1) investigated living system: PERSON the sub-systems: COGNITIVE SCHEMATA the indicator: THE SIZE OF THE SELF indicator increase: SELF-EXPANSION, HAPPINESS indicator decrease: SELF-NARROWING, ANXIETY communication: INTRA-MIND solution is spread to: PEOPLE ON GROUP LEVEL Example: saturday night dilemma: cinema or friends

23. Systems (2) investigated living system: COUPLE the sub-systems: TWO PERSONS & THEIR SCHEMATA the indicator: WELL BEING OF THE COUPLE; ATTRACTION, HARMONY indicator increase: MARRIAGE indicator decrease: DIVORCE, BREAKING UP communication: INTER-MIND solution is spread to: PEOPLE ON GROUP LEVEL Example: helping each other; altruism; common problem solving

24. Systems (3) investigated living system: GROUP the sub-systems: GROUP MEMBERS the indicator: GROUP COHESION indicator increase: GOOD PERFORMANCE, COMMON AIMS indicator decrease: DIVERGENCE, DISAGREEMENT communication: INTERPERSONAL solution is spread to: GROUPS ON SOCIETY OR COMPANY LEVEL Example: gossips; clique (competing sub-groups. SWE: klick, kotteri); group dynamics; group spirit; morale

25. Systems (4) investigated living system: COMPANIES the sub-systems: DEPARTMENTS, DIVISIONS, EMPLOYEES the indicator: COMPANY VALUE, SHARE PRICE indicator increase: (MID TERM) SHARE PRICE INCREASE indicator decrease: (MID TERM) SHARE PRICE DECREASE communication: INTERPERSONAL solution is spread to: CUSTOMERS, INVESTORS Example: restructuring the organisation; company culture change; M&A (former competitors)

26. Systems (5) investigated living system: SOCIETY, NATION, CULTURE the sub-systems: ETHNIC GROUPS, SUB-CULTURES, RELIGIONS the indicator: HUMAN DEVELOPMENT INDEX (HDI), GDP (SWE: BNP), QUALITY OF LIFE indicator increase: HDI INCREASE indicator decrease: CIVIL WAR, RIOTS communication: MEDIA solution is spread to: LEAST DEVELOPED COUNTRIES, WITHIN ALLIANCES Example: tolerance with minorities; exporting positive political values (democracy)

27. Systems (6) investigated living system: WORLD, CONTINENT the sub-systems: COUNTRIES, WORLD RELIGIONS the indicator: WORLD TRADE indicator increase: POPULATION INCREASE indicator decrease: (WORLD) WARS, GLOBAL WARMING communication: DIPLOMACY solution is spread to: N/A, (MAYBE MARTIANS OR UFOs) Example: EU; Future super-system (UN or world government). The film: Independece day (common enemy)

28. Conclusions conflict = two antagonistic perspectives about the same object solving conflict = common aim that integrates technique = going in the details + communicating (sharing the details: needs an openness) conflict, bad feelings = necessary part of the solution process spreading the solution = exporting the new perspective to other systems on a higher complexity level the parent system’s indicator affects its children system’s indicator = your team wins, you are happy; your company’s share value increases, you earn more; your country is successful, you live better

29. THANK YOU! Contacts: www.psy2.org miklos.fodor@gmail.com facebook.com