I suspect “organisational ignorance” should be distinguished from “organisational stupidity”, even though they are related. Some level of organisational ignorance is normal and inevitable, some levels of organisational stupidity have to be cultivated.
Knowledge implies ignorance, and in some cases creates ignorance. Firstly people know what ‘knowledge’ is by its socially made contrast with what form of belief or practice serves to illustrate ignorance to the group holding the knowledge. Thus literate groups can assume illiteracy is ignorance of letters, theological groups can assume science is ignorance of God and Salvation, Platonists make Sophism an exemplar of ignorance, and so on. Groups usually do this kind of thing, to reinforce their boundaries, and to give them energy by making some other behaviour or belief ‘bad’.
Knowledge tends to create ignorance because, in complex interactive systems (and all social and ecological systems are complex), knowledge tends to be incomplete and a simplification. As such, what people know (and are supported in knowing) can actively direct attention away from areas of crisis and change, particularly if the knowledge has been successful, or associated with success (however that is measured) for a long time. We can see this with climate change; modes of waste disposal and profit acquisition which have brought success for the last 200 years are now threatening the conditions for that success. Hence many people are continuing as normal to destroy themselves, because there is no apparent alternative which delivers exactly the same benefits and distribution of benefits. This is also propelled by organisational and hierarchical stupidity, but more later.
Some knowledge is definitional and relatively easily shared once definitions are agreed, but that does not mean it is always accurate. I would claim mathematics is this kind of knowledge – so it can be very powerful as well – but I’m not particularly bothered to argue about this at the moment.
So knowledge and ignorance tend to be socially intertwined, and mastery can be a mark of status – in which case new knowledge can be dismissed if it comes from the wrong people – this is one place ‘organisational stupidity’ starts coming in.
Organisational stupidity is the active structuring of an organisation or a situation, so that new, different, or more accurate, knowledge is rejected. Punitive hierarchy is one way of generating stupidity. If people in a hierarchy routinely punish underlings for diversion from the official line, then everyone ends up ignorant and stupid actions become the norm. The more those actions become the norm, they more they seem part of the cosmos, and the more they probably become intensified to remove the chaos they generate. People at the top don’t tell people what they actually plan, to protect themselves and their knowledge. So everyone operates in a haze of fear, guesswork as to what is going on, and stupidity. This is further reinforced if mastery of organisationally approved knowledge is a mark of status, and those with status try and remove those challenging them, as those challenging them do not see “common-sense” or “understand reality”. Relatively accurate knowledge can become downplayed or even heretical and forbidden, as when Trump refuses to allow information about climate change to appear visibly on government websites.
Computer software encourages organisational stupidity when managers who have no idea what their underlings do become the consultants during requirements collection and the actual users are ignored, and have to adapt to what was thought to be an improvement.
“Siloing” is the horizontal form of this structural stupidity, in which people in different parts of an organisation do not know what other parts do, but fantasise about them, and attempt to control what the others do. For instance, when admin tries to control academics, or give them more admin work to encourage “responsibility”, or rewrites computer programs to stop necessary fudging or whatever. Getting others to do your work seems useful initially, but ultimately it stops you from having any quality control over that work.
Complexity can reinforce stupidity because, as nobody above knows what is possible in an engineering or social sense, and what is their fantasy is usually what is done, so they demand what they would like (even if it is not possible or not yet possible) and accuse people who tell them this is not possible as lacking positivity. Sales people generally don’t know what is possible either and agree to make the deal, because there is a lot of money being thrown around, and if they don’t get it someone else will. So the sale goes ahead and people get locked into the costly process of making the impossible, or the badly designed, work.
There is a sense in which capitalism furthers organisational stupidity, because;
1) It’s organisations are extremely hierarchical. Even when they are supposedly level, there can be huge differences in power.
2) Only the immediate small-future bottom line counts (but there are many other important things).
3) Wealth becomes the only value, so plutocracy becomes the norm, and anything that produces wealth must be good.
4) It depends on hype about existent and non-existent products to prevent other products being successful. So the environment is constantly full of informational falsity, even above the idea that wealth is the only measure of value and competence.
5) Its managerial structures depend on managers fighting for allocation of internal wealth to allow their section to work and to give them status, and this may obstruct any observation of the external environment the company exists within.
6) Elimination of costs, can eliminate worker satisfaction and competence, and leads to free-loading waste being approved without consideration of long-term consequences. Cost defined something as ‘unpleasant’, not to be observed or investigated, and to be removed forcibly.
7) In takeovers, to establish power and discipline, those people who know how the victim firm works are nearly always sacked, as the victor reckons these people do not know anything, or might challenge their knowledge. So the firm begins its new career being forced into boxes and behaviours that may well not work for them.
The contemporary form of governance, which I call “distributed governance” which is power that is diffused through society via networks means that very few people with power have responsibility, or feel they have responsibility. Responsibility is elsewhere, so there is no need to know anything other than how to keep your own power and reinforce your own knowledge, and the chances of feedback overtly pointing out mistakes is extremely low, so managers do not learn from those mistakes. This helps reinforce stupidity.
If these general points are correct, it does imply that decent knowledge workers may sometimes have to chose to engage in “revolutionary activity” even against their own organisational stupidity, or resign themselves to pointlessness.
Climate, technology and chaos Blog 