24. bis 27. Mai 2001 in Berlin, Jagdschloss Glienicke
Old Paradigm |
New Paradigm |
promote consumption at all costs |
appropriate consumption |
people to fit jobs |
jobs to fit people |
imposed goals, top-down decision making |
autonomy encouraged, worker participation |
fragmentation in work and roles |
cross-fertilization by specialists seeing wide relevance |
identification with job |
identity transcends job description |
clock model of company |
recognition of uncertainty |
aggression, competition |
cooperation |
work and play separate |
blurring of work and play |
manipulation and dominance |
cooperation with nature |
struggle for stability |
sense of change, of becoming |
quantitative |
qualitative as well as quantitative |
strictly economic motives |
spiritual values transcend material gain |
polarized |
transcends polarities |
short-sighted |
ecologically sensitive |
rational |
rational and intuitive |
emphasis on short-term solutions |
long-range efficiency must take in to account harmonious work environment |
centralized operations |
decentralized operations when possible |
runaway, unbridled technology |
appropriate technology |
allopathic treatment of symptoms |
attempt to understand the whole, locate deep underlying causes of disharmony |