Organizing
Stephen Downes,
Half an Hour,
Jan 16, 2016
Quoted at length from Self-organization of complex, intelligent systems: an action ontology for transdisciplinary integration, Francis Heylighen, Integral Review:
A mobilization system would combat this confused and unproductive way of acting by redirecting effort in the most efficient way at the most important issues. This requires the following steps: helping people to reach consensus about the specific goals that they consider most important. This can be done in part by seeking inspiration about fundamental values in the evolutionary worldview [e.g. Heylighen & Bernheim, 2000], in part by creating effective discussion systems that help a group to come to a well-reasoned consensus. Examples of such systems are being developed on the web [Klein, 2007; Malone & Klein, 2007]. motivating and stimulating people to work towards the goals that have thus been agreed upon. Here, a very useful paradigm is the concept of “flow†[Csikszentmihalyi, 1990], which specifies the conditions under which people work in the most focused and motivated manner. These conditions are:clear goals: there should be minimal ambiguity about what to do next; immediate feedback: any action should be followed by an easily interpretable result, so that you either get a confirmation that you are on the right track, or a warning that you need to correct your course;challenges in balance with skills: tasks should be neither too difficult nor too easy for the people entrusted to perform them, in order to avoid either stress or boredom. Additionally, there exists a wide range of techniques from psychology, behavioral economics and memetics that help us to formulate goals and tasks in a way that is maximally motivating, persuasive and easy to follow [Heath & Heath, 2007; Thaler & Sunstein, 2009; Heylighen, 2009] coordinating and aggregating the individual contributions so as to ensure maximum collective results. This can be built on the mechanisms of stigmergy and selforganization mentioned before [Heylighen, 2007a; Parunak, 2006].By minimizing uncertainty, confusion, friction and procrastination, work that is mobilized by such a system would not only become much more productive and effective, it would also make the participants more satisfied with what they are doing.
A mobilization system would combat this confused and unproductive way of acting by redirecting effort in the most efficient way at the most important issues. This requires the following steps: helping people to reach consensus about the specific goals that they consider most important. This can be done in part by seeking inspiration about fundamental values in the evolutionary worldview [e.g. Heylighen & Bernheim, 2000], in part by creating effective discussion systems that help a group to come to a well-reasoned consensus. Examples of such systems are being developed on the web [Klein, 2007; Malone & Klein, 2007]. motivating and stimulating people to work towards the goals that have thus been agreed upon. Here, a very useful paradigm is the concept of “flow†[Csikszentmihalyi, 1990], which specifies the conditions under which people work in the most focused and motivated manner. These conditions are:clear goals: there should be minimal ambiguity about what to do next; immediate feedback: any action should be followed by an easily interpretable result, so that you either get a confirmation that you are on the right track, or a warning that you need to correct your course;challenges in balance with skills: tasks should be neither too difficult nor too easy for the people entrusted to perform them, in order to avoid either stress or boredom. Additionally, there exists a wide range of techniques from psychology, behavioral economics and memetics that help us to formulate goals and tasks in a way that is maximally motivating, persuasive and easy to follow [Heath & Heath, 2007; Thaler & Sunstein, 2009; Heylighen, 2009] coordinating and aggregating the individual contributions so as to ensure maximum collective results. This can be built on the mechanisms of stigmergy and selforganization mentioned before [Heylighen, 2007a; Parunak, 2006].By minimizing uncertainty, confusion, friction and procrastination, work that is mobilized by such a system would not only become much more productive and effective, it would also make the participants more satisfied with what they are doing.
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