A holographic structure is based upon an organisational form which recognises the diversity of each individual member, yet is coordinated through a shared set of beliefs. Diversity – taken to its ultimate extreme – has a basic unit of analysis of one: one person. In the truly diversity-based organisation, the needs of each individual are reflected in the organisation’s mission, values and purposes. Of course, this is probably impossible to achieve. However, it does serve as a useful principle on which to work.
Back in the 1920s the Austrian philosopher, Rudolf Steiner, said:
“The healthy social life is found when, in the mirror of each human soul, the community finds its reflection and when, in the community, the virtue of each individual is living”.
In a diversity-led organisation, an attempt is made to forge a strong link, or build a bridge between individual needs and organisational goals. Employee involvement can support diversity if it attempts to make best use out of those parts of each individual’s personality, goals, skills and abilities which align to those of the organisation, and, in parallel, to ensure that the organisation’s goals, processes and structure, align to the individual’s aspirations, values and abilities.
Some technologies which allow an operator to express themselves creatively as an individual support this holographic culture. For example, computer aided design and web design technology has potential here. However, some manufacturing technologies prescribe behaviour forcing operators to behave in ways which do not optimise the contribution they could potentially make to their organisation.
Visit the Innovation Realm