Human Replacement Theory
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Summary of Organizational Assessment Survey Results
The Organizational Assessment Survey was created to allow organizations to assess themselves consistent with the principles established in Human Replacement Theory. The survey results represent internal assessments as to an organization’s technical capabilities within the “mechanical” range – and the ability to retain their humanity within the “anthropic” range. The chart below provides a simple overview of the prescriptions based on the survey.
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Organizations who position themselves in the upper right quadrant are those who are both technically and humanly situated to embrace the future - and to flourish. Those organizations who find themselves in the upper left quadrant are those find themselves proficient - but dehumanized. Those in the bottom left quadrant will need to reestablish the foundations on which they can build any kind of future. And those in the bottom-right are positioned to grow where they find themselves – consistent with their commonly-established interests.
Based on the Organizational Assessment survey results for your organization, we will plot your organization within the four-box matrix as labeled and characterized below. The goal is obviously to find an organization positioned in the upper-right quadrant, with high scores on both the Mechanical and Anthropic spectrums. To be in that quadrant is to operate as a “community”- well-ordered, relationally coherent, and with a common creed. It is to simultaneously
Many modern organizations develop scores within in the upper left quadrant; those in the Technocracy Box. These organizations are generally run by leaders who are trained to be “professional managers.” As indicated in Human Replacement Theory, being proficient in the mechanical aspects of organizational life is an absolute neccessity to remain competitive. They are not, however, sufficient in maintaining long-term viability as they inevitably become dehumanized. The result is a lack of collective imagination, binding commitments, and internal cohesion.
The cure for Technocracies is always found in dealing more effectively with the organization’s foundational beliefs as indicated within the Anthropic Profile. As organization’s futures are fundamentally predicated on their broad-based set of beliefs, the answer to dehumanization is always centered within the grounding that exists within organizations who share a common set of beliefs about themselves - and their world.