The integrate incompatible Types within itself. These Types must be enabled to influence each other. Such integration and influence can occur by seeing any Type as possessing both «content» = methods, and «context» = social values = the Mode.
Content refers to the specific actions or methods intrinsic to Type performance. This is described in detail here, and knowledge of these basics is now assumed. Context refers to distinctive and widely accepted human values and assumptions that generally support the Content. In THEE, the Context is called a Mode. It is quite possible, even rather natural, to support contextual values while rejecting the content methods. When people say "but I use all the approaches", they mean they recognize and apply values from all the .
The Kinship-centred mentality is not the same as recognizing that the family is important. Without being kinship-centred, we can all agree that a family can and should provide its members with valuable experiences like unconditional belonging, warmth, trust, security, encouragement, and dependability.
As a result, social bodies can reasonably expect all employees, irrespective of their Type-mentality, to agree on the value of things like trust, encouragement, dependability, loyalty and security.
At the same time, no social body can be expected to tolerate characteristic and normalkinship-centred behaviours at work such as: intense emotional displays, visceral distrust of all outsiders, gratification of any and every wish of the CEO), or absolute insistence on deference to tradition.
The diagram shows some typical imperatives that flow from particularTypes. They are compatible work values that should be acceptable to all.
This section of the site will explain the specific order that the Modes naturally emerge so as to be personally and socially incorporated. The construction of the Framework has two main features:
identifying each Mode’s values (principles, assumptions, axioms) based on the corresponding Type;
There is only one possible trajectory for development. As will become evident, once a Mode is established in a Stage, the specific crisis-challenge is only properly resolved by just one of the remaining Modes.
The principles of the Mode emerge from the Type, and in this Framework are about:
Clarifyingmade individuals and their willed interactions the focus of inquiry. Type-specific or mind-sets belong uniquely to individuals, not the system. Incompatibility of Types shows in social life by dislike, disapproval or open hostility between people. But, everybody can and does at times use several of the Types.
As explained in the Example above, everyone supports certain values epitomized by the Types.
When we shift our frame of reference to a social system, like an organization, it is evident all Types are needed to ensure that the full range of actual or potential issues and situations can be handled effectively by someone. As a result, co-workers with differentfind a way to co-exist more or less comfortably, with each making their own contribution to organizational goals.
Careers start in Stage-1: Doing the Job.
Originally posted: July 2009