Archive for May, 2009

About Behavioral Economics: Why Hawks Always Win and Doves Always Lose

Friday, May 29th, 2009

horusThe belief in Rational Decision Making has been the focus of Economic Theory for a very long time.

Although everybody knew that Humans are Highly Impulsive and Emotional, Economists based their theoretical models of the Market on a Rational Human Being who is always able to Calculate the best Alternative possible. This Theory is wrong. The Economic Behavior is controlled by the Emotions.

The current economic crisis shows that the old Rational Theory is not applicable and the attention for alternative theories of Economic Behavior is rising. These theories are called Behavioral Economics.

An important paper in the development of behavioral economics was written by Kahneman and Tversky in 1979 (Prospect Theory, Analysis of Decision Under Risk). Kahneman was awarded the 2002 Nobel Prize in Economics for his research in Prospect Theory.

According to Prospect Theory, Humans attach much greater weight to future losses than to future gains related to their personal reference point. When you expect a certain gain in the future and this gain is lower than you expect the gain is experienced as a loss.

Kahmeman and Tversky became the experts on Cognitive Bias. A Bias is a “not-rational” mostly fast response to a stressful situation. In this case the Human System uses old structures (The Reptile Brain) that were created a very long time ago when the human lived in a completely different environment. The Reptile Brain uses many shortcuts to save time.

Social and cognitive psychologists have identified a number of predictable errors in the ways that humans judge situations and evaluate risks. Biases have been documented both in the laboratory and in the real world. For example, people are prone to exaggerating their strengths: About 80 percent of us believe that our driving skills are better than average.

In 2009 Kahneman and Renshon wrote a paper called Hawkish Biases. It is an attempt to unite the many Cognitive Biases into one Model. The model shows that Humans are highly Confused Predators (Hawks).

As a Predator they protect their Territory with every means possible. They are Confused because they are capable to Observe and Reason about their own behavior and the behavior of others.

Humans need the “Illusion of Control” to sustain their own Identity. Every time something happens they are looking for reasons to believe that they are the Primary Actor in their own context. They don’t want to believe that Other Human Beings are also Active Agents.

If they would believe this was the case their “Unrealistic Optimism” could change into “Realistic Pessimism”. Unrealistic Optimism makes managers, politicians and generals receptive to advisors who offer highly favorable estimates of the outcomes. Such a predisposition, often shared by leaders on both sides of a conflict, is likely to produce a disaster.

When a Human is Depressed by Realism he Loses his Face and moves down in the Picking Order of the Territory.

Humans believe that every other Human is always capable to see their Weaknesses (“the Illusion of Transparency“) just like they are convinced that the intentions of others are always clear to them (“the Fundamental Attribution Error“). To hide their Weaknesses they have to wear a Mask and Play the Strong Leader of the Pack. They have to Keep Up their Appearances.

doveHumans base their theory of the other on inferences about historical behavior and completely forget Situational aspects. When a context is hostile the other must be hostile too. When others behave differently from their expectations they suddenly introduce situational factors to sustain their believe system.

Humans need to sustain their believe-system because this system is the foundation of their personality. Their view on the World has to stay constant because when it changes too fast they will get into big psychological problems. When people get older their believe-system becomes very rigid.

Humans value their own possessions much higher as the possessions of others (“The Endowment Effect”). They even consider possible, imaginary, possessions as real possessions if they are convinced there is an easy way to get them.

If they lose a real or imaginary possession they take tremendous risks to get their possessions back (“Risk Seeking in Losses“). People in general don’t like cutting their losses. They’re willing to gamble on in the hope of recovering them.

Humans simply believe that a Hawk always wins the Game and a Dove always loses. What Humans (want to) forget is that they are living in a group and their In-Group and the many Out-Groups contains many Hawks. They need the confidence that they are “the best” to Survive.

The world of the Human Hawk is a world of Competition (Winner takes all) and therefore highly Stressful. The Sad Thing is that the many faces of Stress are the Major Cause of the Cognitive Bias. When Humans relax and reflect they are much more capable to solve a complicated conflict.

The competitive Hawks always fall in the trap of the Prisoners Dilemma and don’t realize that Cooperation, the Win-Win is the only Certain Way to Leave the Prison.

At this moment another Behavioral Economist, Robert Shiller, is getting a lot of attention. Together with the Economic Nobel Prize Winner George Akerlof he wrote the book “Animal Spirits“.

In the book they identify five distinct elements that blur the theory of the Rational Economy. These elements or “animal spirits” are called: confidence, fairness, corruption; money illusion and the reliance on “stories”of others.

The first three have a lot to do with the “hawk“-theory of Kahneman. The Hawks use the Rational System for their own benifit. They Play with the Rules and invent new exiting possibilities to win more than they ever could imagine.

Sometimes they Play Dirty Games to beat their Opponents. The Doves believe the Economic (Rational) Fairy Tales of the Hawks and are unable to understand the Real Value of their Money.

The Money Illusion is caused by Inflation. Inflation happens when prices Rise but the value of the objects that are priced stays the same. Inflation give people the feeling that they are making money but in reality they are losing money.

The Hawks use Inflation to keep the Doves Buying and Investing. They also use the weapon of Inflation to win the war with the other Hawks.

The Majority of the Human Beings are Doves. They believe the Hawks or are afraid of the Hawks. The Doves are the Workers in the Economy and they make it possible for the Hawks to Hunt.

The Hawks provide the Workers with many things to live an easy life until other Hawks start to Attack the Territory. In this case the Hawks need the Workers to fight and win the War.

Sometimes even the Hawks lose their Rational Capacity. They see a Big Win and become Greedy and Vulnerable. If this happens the Territory is open for other Hawks (The Chinese?) to enter and to take over without any problem.

What has Happened?

The Economic System is just like the Weather System a Cyclic System. When the Economic Cycles and the Weather Systems move UP the Hawks have an Easy Time. Their is enough food for all the Hawks. When the System is going Down Competition starts.

The Hawks forgot to look at the patterns. They did not see or believe that the downfall was approaching. They did not take enough stock to survive the Seven Bad Years. Suddenly the Autumn turned into Winter.

At this moment they are regrouping to create a Powerfull Alliance to take from the other Hawks what they need. They don’t care about the Doves. They always believe the Tales they Tell.

They are afraid of the Other Hawks that are outside their Huge Territory and are Prepared to Fight the Wars that are needed. The Doves will believe them as usual.

LINKS

About Prospect Theory and Conflict Resolution

About Economic Cycles

Kahneman/Renshon, Hawkish Biases, 2009

A Very Long List of Cognitive Biases

About the Prisoner Dilemma in Foreign Policy

An Abstract of the Book Animal Spirits

How the Chinese Networks are Conquering the World

A Review of the book Animal Spirits: How Human Psychology Drives the Economy, and Why It Matters for Global Capitalism by George A. Akerlof and Robert J. Shiller by Benjamin Friedman

About Enterprise 2.0 and the New World of Work

Sunday, May 17th, 2009

At this moment there is a lot of discussion going on about the New World of Work. In the New World of Work the new developments of the Internet 2.0 (Social Networks, Blogging, Twittering, etc) are used to Speed up the Work of the Knowlegde Worker. The infrastructure to make this possible is called Enterprise 2.0.

Enterprise 2.0 is : A System of Web (2.0)-Based Technologies that provide rapid and agile Collaboration, Information Sharing, emergence and integration capabilities in the Extended Enterprise. An Extended Enterprise is a Supply or Value Chain.

The definition of Enterprise 2.0 is constantly changing because Enterprise 2.0 is still a Concept. Many people are now struggeling to move from the concept/idea-stage to the realization-phase.

The main issue behind de term “Web 2.0” is the move from a Sender/Receiver-model, the One-Sided Website, to a more Collaborative use of the Internet (Discussions, Social Networks). According to the Inventors of the term Web 2.0 the “new web”, is a Collaborative Web.

For some reason they have forgotten that the World Wide Web (WWW) software of Tim Berners Lee was part of a Collaborative Platform to support the scientists that Participated in a Network called DARPANET. This network was created by DARPA, the Technological Think-Tank of the American Army in 1957!.

What is the definition of the term “Collaboration”?

The word “collaborate” comes from the Latin “Collaboratus” meaning “Work (Labore) together (Col)”. The term “to-gather” comes from the term “gadurojan” which means “in good fellowship” or “United“. When you Collaborate you are not working Alone but with Others United in Good Fellowship.

The Potential to Collaborate is an Aspect of the Personality.

The Personality Types of the Human Being can be described with two variables Agency and Communion. Comm-Union is the capability to Col-Laborate, to accomplish a Union. The variable Agency describes your relationship between the Self and the Other.

When you are High in Communion and Low in Agency you are suffering from a Dependent Personality Disorder. This disorder is characterized by a pervasive psychological dependence on other people. You always want to Collaborate and are very Emotional.

When you are High in Communion and High in Agency you are suffering from a Histrionic Personality Disorder. People with a Histrionic Personality Disorder have good social skills, but they tend to use these skills to manipulate other people to become the Center of Attention. They are very Imaginative.

According to Interpersonal Theory a “normal” person is able to Combine Two or More Interpersonal Faculties.

There are two Disorders left called Paranoid (High Agency, Low Communion) and Schizophrenic (Low Agency, Low Communion). Paranoid people have a big problem with their Expectation. They want to control the Future and Every Person in their Context. Schizophrenic people are completely influenced by their mostly Visual Senses. They See what they Want to See.

If you combine the Four Interpersonal Faculties (Emotions, Imagination, Expectations and Senses) Twelve Interpersonal, Collaborative, Patterns emerge. A good example is the Master(Paranoid)/Slave(Dependent)-Relationship (Expectation/Emotions). Some People Love to be Dominated by the Other.

Interpersonal Faculties can be combined into Collaborative Work Patterns.

In my blog about Vocation I showed that work is an Expression of the Personality. If you believe this is True and you believe Interpersonal Theory is True you have to admit there are Twelve Types of Work.

When you are highly Imaginative and Sensitive (You Believe Your Own Eyes, You are Realistic, Factual) you are an Entrepreneur, You want to bring An Idea into Reality. To Find the Facts you need an Information System to Investigate what is Happening. The Internet with all its Sources of Information is a beautiful tool to use.

To bring an Idea into Practice you have to Realize the Idea. In this case you need a Designer (Transform Ideas into Models) and a Maker (Bring Models into Reality). A Maker is not a Collaborative person (Low Communion). Makers want to work Alone.

When you create a Team of Makers to Realize your Idea the Team will fail. To avoid Competition the Designer has to define a Model (An Architecture and a Project Plan) in which all the Lonesome Workers are able to do their Specialized Job.

I hope you believe we are able to define a complete (meta)-Architecture and a (meta)-Plan to move around in the (meta)-Work-Space.

What is the Relationship between the Work Patterns and Enterprise 2.0?

An Enterprise is a combination of many people with many Collaborative Work-patterns. We could Specialize an Enterprise to perform one kind of Pattern. If we Specialize an Enterprise we have to combine many Enterprises in an Extended Enterprise to do Everything we Want to Do.

We need a Designer Company, A Sales Company, Visionairs, Entrepeneurs and other Roles to cover the Complete Spectrum of Work. If We want to Produce we always need the Makers. The Makers need a well defined Structure (A Hierarchy), a Plan and an Architecture, to operate in.

At this moment Enterprise 2.0 is nothing but a Concept. Somebody of High Agency and High Communion (A Creator) has gotten the Idea that the new 2.0 Internet is able to support an Enterprise.

 He hopes that the new tools will break down the Hierarchical Structure of the Organization of the Makers. Creators don’t like Hierarchies. They love Networks. If Creators are One-Sided, Histrionic, they want to Stay in the Center of Attention of the Network.

What Creators don’t realize is that Makers, the Majority of the Human Beings,  don’t want to use Collaborative Tools. They want to work Alone in their own Specialized Compartment of the Beehive.

Enterprise 2.0 is a Concept to support Innovation. Someday the Innovation has to be Stabilized. If we want to do that we still need Enterprise 1.0, The Factory until we find another Solution (The Robots?).

Don’t forget the Worker Bees. They Bring in the Honey.

About Vocation

Tuesday, May 5th, 2009

vocationsA person’s happiness and satisfaction in life is a function of how he perceives work. People perceive their work in three general categories: jobs, careers, and vocation. People who perceive their work as a Vocation report the highest Satisfaction with Life in general.

A job is just a means of earning an income. When people have a job they look forward to breaks, quitting time, the weekend, holidays, and vacation. Outside of working hours, little or no thought, time, or energy is devoted to the work.

The word “vocation” comes from the Latin vocare, or voice – meaning to follow the voice of God, or to do what we are called to do. Young children know their calling but the System of Education and often their Parents make it very difficult for them to follow their Heart.  The main reason is that schools and many parents limit the vision of the child to a specific Career.

The word “career‘ has its origins in the Latin word for a Race-Track. A career is a race and the sad thing is that in a race only one person wins and many lose. People become highly frustrated and demotivated when they realize that they will not win the career. When this happens their work changes into a job or they start to look for their real vocation.

The most important difference between a Vocation and a Job is Direct Feedback. When you are a Nurse the positive response of the patient is the reward you are looking for. When you are an Artist or a Craftsman the enthusiasm of your customers for your product is a stimulus to move on. It is not strange that people who are experiencing their work as a job spend a lot of time in contexts (e.g. a soccer-club) where direct feedback is happening.

During the Industrial Revolution work became dehumanized and compartmentalized. Every worker controlled a small part of the production chain and/or was totally controlled by the production chain. The Feedback between the Result of the Work and Work is almost completely disappeared. Humans need Feed-Back. This is the main reason why the Employees in a Burocratic Factory Organization consider the Manager of their Career, their Boss, as their most important Customer.

When you want to understand Your real Vocation You could visit a Vocational Psychologist.

The creation of Vocational Psychology is linked to the emergence of the large commercial cities in which the factory system changed the keystone of the economy from agriculture to manufacturing. The factories needed specialized workers to operate and maintain the machines. The factories were managed by the principles of Scientific Management developed by Frederick Winslow Taylor. Scientific Management, the extreme drive to work Efficiently, is still the driving force behind the Automation of Work.

child labor

During the Industrial Revolution many young man left the countryside and went to the big cities to find a job. They worked 10 to 12 hours a day, six days a week. Far from home and family, they lived and slept at the workplace. Outside the shop open sewers, pickpockets, thugs, beggars, drunks, lovers for hire and abandoned children created a non-secure environment.

YMCA HistoryThe Young Men’s Christian Association (YMCA) was founded in London, England, on June 6, 1844.

The YMCA created Dormitories, Gyms, Swimming pools, Bowling Alleys, Meeting Halls, Employment Bureaus, Libraries, Psychological Tests, Training Courses and Vocational Guidance Programs for the workers in the factories.

One of the important products of the YMCA was the Find Yourself Program that was transformed into a book by C.C. Robinson in 1912.

General Electric, the major manufacturer of light bulbs, had preliminary evidence that better lighting of the work place improved worker productivity. In 1924 AT&T’s Western Electric Hawthorne plant located in Cicero, Illinois, was chosen as the laboratory. The scientists detected that work was not only a physiological activity. The huge interest of the management in the workers of the Hawthorne Plant simply increased their productivity. This was a break with the Scientific Management School that saw work productivity as “mechanical”, and led to the decision to learn more about the psychology and the personality of the worker.

John Holland began his career as classification interviewer for the Army. In 1959 he published his Theory of Vocational Choice, in which he first described Six Types of Vocational Personalities.  In 1969, he and his colleagues at the American College Testing Program discovered that the Six Types fit a circular ordering of correlations called the Holland Hexagon. John Holland discovered that work is an Expression of the Personality.

Realistic people like well-ordered activities, or enjoy working with objects, tools, and machines.

Investigative people like activities that involve creative investigation of the world or nature.

Artistic people like unstructured activities, and enjoy using materials to create art.

Social people enjoy informing, training, developing, curing and enlightening others.

Enterprising people enjoy reaching organizational goals or achieving economic gain.

Conventional people enjoy manipulating data, record keeping, filing, reproducing materials, and organizing written or numerical data.

There is a strong relationship between the Holland Codes and other “circular” personality theories like the Enneagram, Myers-Briggs, The Big Five and the Worldviews of Will McWhinny. Statistical research shows that the spread between the different personality types is almost constant. Personality Types are also inherited from the parents.

Since the development of the Holland Hexagon in the seventies the statistics show a high stability in the nature of occupations. The often discussed dramatic shift in the nature of work is not apparent in these data.  Although employment in the Investigative area, the Researchers, doubled over a period of 40 year it remained only 6% of employment. The Realistic Work Type, the Craftsman, has still the most occupational titles and the largest number of individuals employed. The Artistic Work Type (the Creators, 2%) has the fewest occupational titles and the fewest number employed.

What is Happening?

Work is an Expression of the Personality and the Personality is an Expression of the Work a person is Performing.

Personality Types and Work Types are distributed according to an almost constant distribution.

Personality Types and Work Types are inherited from the Parents.

The distribution is Not Without Any Sense.

There are Many Workers (Sheep) and just a few Shepherds needed.

Somebody has to Take Care of the Shepherds and the Sheep.

Somebody has to Keep the Books.

The Mythics, The Creators, The Artists, the Goats, Shape the Future but it takes a long time before the Sheep and the Shepherds follow the Creators.

The Creators (2%) are extremely Obstinate and Willfull. They want to take Care of Themselves, don’t accept any Leader or Helper, don’t care about Bookkeeping and Money and don’t want to Collaborate. They just want to find out Everything by Themselves.

The Creators are always remembered when they are dead.

That’s Life.

LINKS

About the History of Work

About The History of the YMCA

The History of Vocational Psychology, Mark Savickas, David Bakerf

A Short Introduction in Vocational Psychology

About the Hawthorne Effect

About the Big Five

About the Enneagram

About Myers-Briggs

About The Statistics of Myers Briggs

About the Holland Hexagon

A  Holland perspective on the U.S. workforce from 1960 to 2000

A Holland Perspective on the U.S. Workforce from 1960 to 1990

A Beautiful Visualization of the Changes in the Workforce between 1890 and Now

About Mythics and World Views