The author describes the development of organizational thought, throughout History, from the ancient civilizations, and in particular the two great currents; an initial called "Scientific Administration" and the other originated in the mid-20th century by Dr. Eric Berne, "Transactional Analysis". Both converge in that, the center of all the phenomena studied inside and outside the organization are based on the human being. He expounds on the Organizational TA, in order to exemplify and illustrate its use in Latin America, as well as suggest a way to introduce effective changes.
It emphasizes the cultural aspects of the region that allow you to benefit from them, as well as some others that make it more difficult. Such is the case of the strong and changing "I Father" in organizations ("Organizational Father"), dragged down by cultural tradition. Elaborating and exemplifying in two processes: a) The lack of equity towards the work of women and other minorities.
BRIEF INTRODUCTION TO ORGANIZATIONAL HISTORY
In the field of administration, the first reflections and concerns were produced, since the end of the Industrial Revolution in Europe (18th century), given that machines had acquired full relevance. Then, at the end of the 19th century, works written by the French Fayol, the English Taylor, were published, which collect the results of his research in the practice of managing large mining and metallurgical companies. In systematizing their ideas, these authors pointed in one way or another to the dynamics of groups, organizations and the human being as a key element in all economic processes. Later, from the beginning of the 20th century, Ludwig Urwick, Peter Drucker and other scholars also reached similar conclusions.In them, the fact of granting incentives ("Caresses") and giving reasonable treatment and better conditions to workers (Heads operating from the "Adult" and they from creative “Free Child”). But, in reality, these administrativists did not understand why the groups of human beings reacted and generated what they called, eg the "administrative synergy", the "esprit de corps", and another accumulation of definitions valid and interesting.These administrativeists did not understand why the groups of human beings reacted and generated what they called, for example, the "administrative synergy", the "esprit de corps", and another accumulation of valid and interesting definitions.These administrativeists did not understand why the groups of human beings reacted and generated what they called, for example, the "administrative synergy", the "esprit de corps", and another accumulation of valid and interesting definitions.
It was not until the middle of the 20th century, in California, USA, when the Canadian-born social psychiatrist, Eric Berne, published in a dozen books and multiple articles, his brilliant research on the theory of Transactional Analysis. In them elucidates the great accumulated doubts about the behavior of people, in their constant interactions ("Transactions") and individual and group therapeutic treatments.
1) RELEVANCE OF HUMAN GROUPS WORKING ORGANIZALLY
Dr. Berne's approaches were recognized worldwide in the field of group dynamics, that is, people within the context of the family and the organization. In them, everything is scientifically analyzed and explained based on the human being, in his psychic structure, dynamic function, psychological games, life story, etc. That is to say, the two great currents of thought, the administrativists and the social psychologists, came to converge in a fundamental concept: the human being and all his potential. In this way the administrative and psychological sciences complemented and nurtured each other. In addition, and fortunately, the creativity and leadership of Dr.Berne were so extraordinary that he allowed the OT to continue developing in the hands of his disciples and countless scholars and practitioners who have subsequently extended their application to all corners of the globe. We are especially interested in the AT approach in the Organizational field in Latin America.
2) Since Eric Berne, since the 1950s, defined Interpersonal Transaction as the fundamental unit for analysis, it is necessary to keep in mind that individuals are in constant interaction; in the same way as when they are integrated into social, work and family groups, for the purposes of everyday life. So, if we look at the different models as if we were with the origins of the human being and remembering that we are not working with machines of any kind, I think that most of these fundamental concepts are appropriate to be used within our culture.
People who act from the I FATHER state of personality, are usually protective, controlling, critical or stimulating. They can dogmatically refer to norms and policies, with words "always", "never", "should", "should", from the global evaluative feedback as "how silly you are", descriptive feedback specifies as "it irritates me that you leave disorganized papers ", guilty-inducing statements like" if you respected me….. "and physical indications like pointing the finger accusatory".
The FATHER internalized in us can use the withdrawal of affection and fundamentally tries to resolve conflicts from the point of view of obligation, making use of the power that it has.
3) According to research carried out in the different cultures of the world, there is the impression that in some of them certain ego states predominate more than others.
In my opinion, in Latin America they predominate, in addition to the indispensable and constant "Adult", and the sensitive and creative "Child", it is very pronounced to behave using the "Father" perceptibly; it can be an advantage, as when you have to exercise authority functions, or it is about defending yourself vehemently; but as a disadvantage, when it leads to discrimination and disqualification towards others. Pohly Fischer Glenna, in her article The Changing Organizational Parent, published in TAJ (ITAA), Thematic Edition AT in Organizations. Vol. 23, Number 2, April 1993.
Probably as a consequence of the ancient machismo of our cultural traditions. For example, the “boss”, call yourself boss, leader, supervisor, or higher groups in the administrative hierarchy such as boards of directors, frequently apply a certain degree of prejudice towards women workers at all levels and specialization of work in organizations.. This reflects a contaminated "Father".
It manifests itself through its dominant attitudes by issuing mandates, threatening messages and by making decisions that discount or disqualify the female sector. In this way they find it very difficult, if not impossible, to access the highest positions and the highest wages and benefits. However, it can already be seen that this situation is changing in our countries, albeit slowly.
4) A substantial difference between the contacts of tuatu inside and outside the organizations constitutes the role of the hierarchy (The Scalar Chain, Organization Chart).
The perception and reflection of this important aspect, in this part of the planet, can be described as follows. In fact, the strong notion of hierarchy in officials and employees is a limitation for making contacts more effective between the different levels of authority of the company itself, as well as when it comes to contacting others. This works especially so when the traditions within the group culture are carried and strengthened by the leaders of the “old guard”. Fortunately, however, the new generations of administrators have been formed in the currents of a greater direct relationship between the high and low levels, which instills greater dynamism and productivity in human communications.
In other words, labor transactions are more democratic, fluid, fast and efficient.
5) The practice of AT consulting varies, from the emphasis, for example. in individual development, up to the managerial role, or supporting group processes. So, we can understand and express the importance of the managerial role in the consulting process in relation to the other approaches in the following way.
The managerial role is basic and relevant in practically any emphasis that we give to organizational consulting. Thus, whenever we undertake a commission of this nature, we will always have to have strong management support at all levels. Then it would be advisable to start training them in AT (with an AT 101 course) and if possible, equally to all members of the groups that will participate in the analytical and change processes.
6) With the organizational TA it is possible to intervene, from an individualistic perspective, training the individual and his communication style - or from the perspective of the organization as a living system that requires to be treated as a whole, in order to introduce changes. From my point of view, it is appropriate to do it from both. It can begin with the training of individuals as the main actor in the constant transactions. Subsequently, based on that training and practice, introduce AT as the valuable and modern tool that it is, to the organization. Needless to say, teaching managers to define specific goals and monitor them frequently in each of their business endeavors (Sales, profits and profitability, well-being of the human factor, their mental health, nutrition, etc.,the public image of the company, including its environmental awareness for the good of the community, among others). In this way, organizational growth has as its backbone or common thread the role of management levels to hold it accountable for the success of efforts for change.
CONCLUSIONS
The course of the development of industrialization and organizational theory has been followed, relating them to the OT structure as a kind of Organizational Parent (PO).
Even though the PO began as critical and high-sounding, a new attitude began to emerge in the 1920s, driven by the contributions of the behavioral sciences, from researchers in human and industrial relations. Managers found that changing attitudes and rewarding workers, both with greater responsibilities and personal fulfillment, and with better wages was profitable. Fortunately, in Latin America, every day there is a greater awareness of equality aspects with respect to minorities, as well as a greater respect and appreciation of women in organizational settings. In this way, administration as a science, including Organizational Transactional Analysis, has opened the doors to the contribution of creativity and work capacity of these groups,as well as women at work.
With the advent of the complexities of multiple theories about organizations, the quest to unleash and engage the cooperative and creative potential of the Niño state of each worker's personality was added to the PO concept, making it more mature and egalitarian. In recent decades, a new, greener approach has been developed that values reciprocity between the individual, the organization, and the environment.
BIBLIOGRAPHY
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