Journal of Education and Vocational Research (ISSN 2221-2590)
Vol. 8, No. 4, pp. 15-27, December 2017
Understanding Corporate Life-Cycles
Ousanee Sawagvudcharee1*, Maurice Yolles2, Gerhard Fink3, Paul Iles4, Chanchai Bunchapattanasakda1,
Buncha Limpabandhu1
School of Management, Shinawatra University, Thailand
Liverpool John Moore University, United of Kingdom
WU Vienna University of Economics and Business, Austria
University of Salford, United of Kingdom
Ousanee.s@siu.ac.th*, prof.m.yolles@gmail.com, gerfink@wu-wien.ac.at, P.A.Iles@salford.ac.uk,
chanchai@siu.ac.th, buncha@siu.ac.th
Abstract: This paper considers the nature of the dominant corporate paradigm, its change, failures or
successes, and its relationship with the homeostatic organization. There is a popular way of understanding
the dynamics of organizational change and that is through the pre-configured sequence of stages in a
corporate life-cycle. Through there are a number of competing models for this kind of analysis. In all of them,
the sequence of stages is defined by that which configures the life-cycle deterministically. However, there is
little discussion given for how these models of organizations shift between stages, and none appear to
dominate in the literature. A major criticism of these models is that they do not represent complex
organizational processes of change. Therefore, this paper represents an alternative model, called “the
paradigm life-cycle”, which is connected to the homeostatic processes that maintain an organization, and
which is, in principle, capable of generating corporate life-cycles under conditions of complexity.
Keywords: Corporate paradigms, paradigm change, paradigm life-cycle, corporate life-cycle
1. Introduction
The idea of corporate bodies passing through processes of change goes back at least 100 years, to 1912, with
Ludwig von Mises’s work on the theory of money. A more modern development of this envisages that every
organization goes through predictable and repetitive patterns of behavior as it grows and develops through
stages of transition and that it may, or may not, end well (Adizes, 1999). If such changes can be understood
and tracked, it can hopefully lead to improved strategic control and corporate viability. This can be enhanced
if it is possible to assign a pattern to the change process. A typical illustration of a preconfigured stage model
for a corporate life-cycle is given in Figure 1. This is an adaptation of a model by Daft (2008), itself an
adaptation from the considerations of Quinn and Cameron (1983), who undertook a comparative
examination of approaches to life-cycle studies. In our adaptation, we include in the last stage morphing,
which occurs when corporate identity is either lost (with decline or death) or changed (transformed). Lifecycles can only develop for a durable collective, and this requires that people come together and develop a
dominant culture from which collective identity arises and, in doing -so drive normative processes and
operative behavior. It is this collective identity that may shift during the morphing stage with transformation.
The revitalisation crisis for Figure 1 may also become an identity crisis when the corporate manager finds all
old assumptions challenged (Tofler, 1980), and this occurs together with the need to redefine core purposes
(Stone & Heaney, 1984).
There are criticisms of such life-cycles (Stubbart & Smalley, 1999; Phelps, Adams & Bessant, 2007), but for
Levie & Lichtenstein (2008), these are not founded on a sufficiently broad study of the literature. So they
undertake a larger, more comprehensive study, performing an in-depth analysis of 104 scholarly papers on
the life-cycle, published over a 45-year period. Consistent with Yan (2006), their conclusion was that there
has been no consensus on specific models, nor have they found a dominant model. Deterministic models
work well under conditions of equilibrium, where homeostatic action for organizational control can be
predetermined and problems predicted. However, change can also occur under non-equilibrium conditions
when the organization is said to be dissipative (Sundarasaradula & Hasan, 2004). In concert with this, Levie &
Lichtenstein (2008) argued that organizations grow as though they are organisms, and pass through dynamic
processes of complexity (that involve non-equilibrium conditions). This facilitates their entry into different
life-cycle configurations, but not ones necessarily set to any order. Levie & Lichtenstein (2008) noted that
Miller & Friesen (1984) undertook an empirical test of a configuration life-cycle model that arose as a
15
Journal of Education and Vocational Research (ISSN 2221-2590)
Vol. 8, No. 4, pp. 15-27, December 2017
composite from a number of other models, and tested it on longitudinal data from 36 firms. It was uncovered
that much organizational growth and change was discontinuous in nature, with varying periods of
organizational “momentum,” in which were there were quantum leaps in organizational form. Also detected
was a tendency for firms to adopt a limited number of organizational forms, which differed from one another
in multi-faceted ways. These different forms were not necessarily connected to each other in any
deterministic sequence. Levie & Lichtenstein (2008) also noted that Raffa, Zollo & Caponi (1996) found the
growth paths of 32 young, Italian software firms were quite complex, with the firms moving between seven
different identifiable configurations, but not in any set order. Overall, a number of empirical studies have
been undertaken on the predictive utility of corporate life-cycles, (e.g., Drazin & Kazanjian,1990; Birch,
Haggerty & Parsons, 1995; McCann, 1991; Yolles, Sawagvudcharee & Fink, 2010).
Figure 1: Pre-Configured Stages in the corporate life - cycle (adapted from Daft, 2008)
Following on from the Levie & Lichtenstein (2008) studied, as well as Perényi, Selvarajah & Muthaly (2011)
iterated four major points of criticism of corporate life-cycle theory: (1) the lack of empirical validation; (2) a
focus on symptoms and not explanations; (3) configuration problems (such as a one-way progression through
the cycle sequence, where regression is not considered); and(4)a linear developmental pathway, where
branching-off is not considered (Lester, Parnell & Carraher 2003; Massey et al., 2006; McMahon 2001).
Perényi, Selvarajah & Muthaly (2011) also noted that for Small to Medium-Sized Enterprises (SMEs), rather
than turning into decline, they grow out of the size category, though this is explained through a change in
identity as indicated in Figure 1. In this paper, our interest will be to create a paradigm cycle for an
organization that is connected with the homeostatic processes that underpin and drive it, and we shall
explain how a sequence of corporate life-cycle stages can be configured, over time and according to
circumstances. The frame of reference that will be used to examine paradigmatic change is that of the metatheory of Knowledge Cybernetics (KC), where the human activity systems that are responsible for the
development of paradigms, are seen to be themselves “living systems”.
2. The Corporate Paradigm
The ideas of paradigmatic change proposed by Kuhn (1970) have led to not only some criticism, connected,
for instance, with the way paradigmatic incommensurability is dealt with (Budd & Hill, 2007), but also to the
16
Journal of Education and Vocational Research (ISSN 2221-2590)
Vol. 8, No. 4, pp. 15-27, December 2017
elaboration of notions about paradigm change through the cognitive properties and functioning of the human
groups who socially carry them (e.g., Fischer, 1992). Developing on Yolles (1999), a paradigm can be defined
as being composed of three ontologically distinct components within the portfolio of beliefs and knowledge
that defines it: (1) a group-based cognitive base that constitutes the “truths” that form its epistemic base
(patterns of analytic knowledge) and its cultural base (normative standards of conduct), and both are
connected with assumptions, beliefs and trusted propositions that arise within cultural development; (2) a
figurative base that is composed of relationships that can be construed as information rich conceptual models,
constructed from its cognitive base; and (3) a pragmatic base that is constituted by its normative modes of
practice that respond to standards of validity that constitute evidence. A paradigm, far from being a
disembodied entity, is carried by dynamic autonomous human activity groups who are responsible for its
cognitive, figurative, and pragmatic bases and their developments. The paradigm is a cognitive map for
autonomous durable human activity groups that are purposeful, adaptive, survive through homeostasis, and
have a culture and normative operative processes that can be applied in complex situations (Yolles, 2000).
Such a group can be represented as a living system with three ontologically distinct domains, as indicated in
Figure 2, in which homeostatic processes are represented. Here, Yolles, Fink & Dauber (2011, 2011a)
developed a model of the durable organization as a social collective that operates through a socio-cognitive
normative personality, and is a function of the immanent dynamics of the organization. It operates through
traits that control the organization and determine its states of being, and hence by implication, has an
influence on the configuration of its stages of development. Traits are variables that create generic
characteristics for the organization, and regulate the importance attributed to different classes of
information. They do this through type values (that constitute a specific score levels of a trait) and define a
collective personality style that creates an expected behavioural orientation.
In developing the model, we adopt notions supported by Kets de Vries (1991), in which organizations may be
seen to have an unconscious as part of its controlling meta-system, subconscious as part of its figurative
system, and conscious as part of its operative system. These components are also interconnected through
operative and figurative intelligences, terms that are an adaptation from the work of Piaget (1950). Figurative
intelligence provides a copy of states of reality or precise information about them, and involves any means of
representation used to keep in mind the states that intervene between transformations, i.e., it involves
perception, drawing, mental imagery, language and imitation. Hence, figurative intelligence will be a
reflection of patterns of knowledge, and will exist through visual imagery and information. In terms of the
paradigm there is a figurative base that is composed of models, which entail structured relationships and
epistemological and information properties. The capacity of the figurative base to adequately reflect the
cognitive base of the paradigm and maintain pragmatic interpretations constitutes its figurative intelligence
(Piaget, 1950; Piaget & Inhelder, 1969; Montangero & Maurice-Naville, 1997). In contrast, operative
intelligence is dynamic and intimately connected to understanding. It is responsible for the representation
and manipulation of the transformational aspects of reality. It involves all actions that are undertaken so as to
anticipate, follow or recover the transformations of the objects or persons of interest. Within the context of
the paradigm, operative intelligence provides an indication of the ability of its holders to map its figurative
base pragmatically. So, figurative intelligence involves experiential reflections from operative intelligence.
Since states cannot exist independently from the transformations that interconnect them, figurative
intelligence derives its meaning from operative intelligence. Strategies ‘for sense making’ in detection of
‘patterns in processes or their driving mechanisms’, as well as with respect to ‘prediction’ or ‘detection of
meaning of processes for people involved’ (Langley, 1999) are related to figurative and operative intelligence.
Figurative and operative intelligence have central importance to the homeostatic nature of the organization,
and in this modelling approach they are representative of the cybernetic autogenesis (Schwarz, 1997 & 2009)
which is an indicator of a self-creating system, and autopoeis (Maturana, 1975) which is an indicator of a
living system.
There are implications for the paradigm when we can include these Piagian concepts in a model of the
organization. Embedded within the paradigm there is a transformative potential that can be manifested as
these two forms of intelligence. Figurative intelligence provides core relational explanations of reality, while
operative intelligence provides an organization with the capacity to evidence its figurative base. Paradigms
with a potential to manifest only poor figurative intelligence do not enable the maintenance of goods
representation in their figurative base of elements of their cognitive base. Those with a potential for poor
17
Journal of Education and Vocational Research (ISSN 2221-2590)
Vol. 8, No. 4, pp. 15-27, December 2017
operative intelligence cannot adequately manifest elements of their figurative base pragmatically, so that it
has limited capacity to evidence models. Since figurative and operative intelligence are closely connected,
understanding the developmental process of paradigms is central to understanding development, especially
when normative epistemologies constitute a central cause for paradigmatic failure (Yolles &
Sawagvudcharee, 2017).
Figure 2: Conceptual Model of an organization in three connected ontologically distinct but
homeostatic connected parts
Figurative Intelligence is a process of sedimenting
the figurative base. It is an autogenesis that occurs
through a network of higher level processes and
principles embedded in self-creation/autogenesis
arising from the cognitive base.
Metasystem
Cognitive base
(cultural and epistemic
bases)
Unconscious
Id, preconscious
Operative intelligence is autopoeisis
and occurs through a network of
processes, and the manifestation of
patterns of behaviour
Figurative System
Figurative base
Subconscious (image)
Superego
Operative System
Pragmatic base
Consciousness
Structure residing
ego
Operative intelligence through a network of
processes and the regeneration of figurative and
subconscious images
Figurative intelligence as a process of sedimenting
cultural and epistemic attributes. Occurs through the
regeneration of the unconscious, e.g., preconscious
knowledge or unconscious impulse for motivation.
This occurs through evaluative perceived
experience. And uses a network of higher level
principles embedded in self-creation/autogenesis
Potential break in the figurative/operative
intelligences that can result in organisational
pathologies (illnesses or incapcirties)
A more detailed representation of Figure 2 can be provided through Figure 3. This illustrates that the nature
of the corporate paradigms is a cultural phenomenon, and it upholds the notion that they operate as vehicles
from which corporate figurative and operative attributes develop. Though the paradigm resides in the metasystem, it has figurative and operative system drivers that are manifested in each of those system
components. Hence, the strategic perspectives, ideology, ethics of the figurative system and modes of practice
of the operative system arise in the paradigm. The Figure also posits two additional forms of intelligence than
have so far been introduced, cultural and social. Cultural intelligence can be most simply defined as the ability
to successfully adapt to a change in cultural settings attributable to cultural context (Earley & Ang, 2003).
Social intelligence may be defined, following Thorndike in 1920, as the ability to understand and manage
other people, and to engage in adaptive social interactions (Kihlstrom & Cantor, 2000).
Consequently, just as corporate ideology and ethics derive from the knowledge embedded within the
paradigm, operative behavioural norms are additionally subject to figurative regulations. While regulation is
implicit in the couple that links the operational and figurative systems, this couple itself is a function that is
also controlled at a higher level by the cultural attributes of the paradigm. It can be elaborated further on
Figure 3 in relation to the connection between the paradigm and the transitive systems (i.e., meta, figurative
and operative systems). In the meta-system interaction occurs between the paradigm and cultural
knowledge. Here the corporate paradigm identifies desired characteristics (elements) from culture and
available knowledge. This may be referred to as the parsimony of the corporate paradigm in comparison to
the complexity and richness of a societal value system. Instead of numerous values that arise from the
dominant culture, only a few may count in relation to the corporate paradigm. Similarly, instead of reflecting
on all available knowledge, only a selection from available knowledge is defined as being appropriate for the
corporation. In the figurative system, the system of thoughts is defined by the corporate paradigm as a
18
Journal of Education and Vocational Research (ISSN 2221-2590)
Vol. 8, No. 4, pp. 15-27, December 2017
manifested selection from the cultural domain of the meta-system. The polity induced order is also defined by
the corporate paradigm as a selection from the knowledge domain of the meta-system. Finally, in the
operative system, the actor system follows more or less from the system of thought. It contains two sub
domains: rules of interaction within the corporation, and rules of interaction with the external environment
of the corporation. The actor system interacts with operative behavior, which becomes manifested as
paradigmatic knowledge and observable action within the corporation and with the external environment.
The “impact of phenomena” arises as a relativistic internal manifestation that derives from feedback (or more
correctly a “structural coupling” (Maturana, 1975)) with the external environment, not represented in the
diagram.
Figure 3: More detailed explanation of the systemic dimensionality of the organize
3. Paradigms under Change
The paradigmatic development process that crosses both equilibrium and non-equilibrium processes of
paradigm change was first explored by Kuhn (1970), who argues that science passes from a normal mode
through one of crisis and then to one of revolution. Indeed, it is as part of the normal mode that a “normal”
corporate life-cycle develops, while revolutions are beyond this life-cycle occurring at its tail. The normal
mode is realist in nature (Rauterberg, 2000), and has its history in the ideas of Descartes who believed that
foundational concepts are known intuitively through reason, and that truths can be deduced with absolute
certainty from our innate ideas. In essence, the development of normal science embraces processes of
continuous change in theory when the implications of its logical base pass through a morphogenesis. It
operates in a thematic application domain that supports a dominant epistemology that allows for only a
unitary perspective for the construction of knowledge. It also assumes certainty, and the possibility of making
predictions. The term normal mode refers to the routine work of those who operate within a paradigm,
slowly accumulating knowledge in accord with established theoretical assumptions. For Kuhn, it involves
puzzle-solving, through which it becomes enlarged as its frontiers of knowledge and techniques are pushed
forward (Yolles, Sawagvudcharee & Fink, 2010).
The revolutionary mode is transformative, and refers to a prerequisite condition of paradigmatic crisis. The
19
Journal of Education and Vocational Research (ISSN 2221-2590)
Vol. 8, No. 4, pp. 15-27, December 2017
transformative mode arises when paradigms, with a normative epistemology, have poor operative
intelligence, with inadequacy in their ability to support their figurative base through the normal inquiry
process. The revolutionary period results in confusion within a framework of presuppositions about what
constitutes a problem or its resolution, a method, and where the rationality of issues is replaced by
emotionality, and are settled not by logic, syllogism, and appeals to reason, but by irrational factors like group
affiliation and majority or ‘mob rule’ (Casti, 1989: 40). Beyond Kuhn (1970; Ravetz (1999) and Funtowicz &
Ravetz (1993) introduced the notion of the post-normal mode, indicating a condition where situational facts are
uncertain, values in dispute, stakes high and decisions urgent. This definition arises because of the realization
that post-normal science; “lies at the contested interfaces of science and policy” (Ravetz, 1999). The idea
that decisions are urgent comes from the specific context that Ravetz adopts, in the field of ecology and the
political urgency, for decisions that might address the possibility of environmental disaster. Hessels &van
Lente (2008) in their discussion of the post-normal mode, recognized that it refers to the limitations of
rational decision-making, and engages with value plurality and public participation in attempts to facilitate
outcomes to complex public policy decision. In a broader sense than that posited by Ravetz, the post-normal
mode engages with uncertainty for complex situations in which there exist plural relativist political
processes. So, more generally the post-normal mode arises at the dissipative edge of cultural crisis, involving
competing values, uncertainty and relativism. When referring to the dissipative edge, we are suggesting that
normal modes of science operate through homeostatic processes of inquiry. Systems that maintain
homeostasis tend not to be able to deal with fundamental change since the feedback processes that maintain
their equilibrium can overwhelm their capacities to respond. In stable situations, the creation of new
approaches is difficult. Structures, rules, procedures and plans need to be changed when shocks are
encountered; but this is problematic because of the norms and cultural attributes of a given system. In
contrast, post-normal modes involve a competitive plurality that operates in an essentially dissipative
environment in the sense of Prigogine & Stengers (1984). Thus, they manifest interactive processes that are
non-equilibrium, are dynamically and inherently unstable, absorb energy so that outside resources are
required to maintain order, and their behavior is subject to fluctuation. In such situations, defenders of
challenged paradigms usually refer to ‘paradox’, i.e. a false dichotomy that can be supported by the dominant
paradigm, and thus, should serve to silence the critics who apparently are incapable of logical thinking.
Since paradigms are subject to change in their knowledge structures, and are thus dynamic, it should be
possible to track them, and their ability to survive reflects on the organization’s durability itself. The idea that
paradigms may survive different modes of existence, from normal to post-normal and through crisis to
transformation, raises the question whether paradigms can, and if so how, they may be able to survive shifts
in their stages of existence. To begin to respond to this, one really needs to appreciate the distinction between
the processes of change that a paradigm goes through when it is in normal and post-normal mode. For Kluver
et al. (2003), their distinction can be highlighted by the realization that in normal mode there is the tendency
for paradigms to change incrementally, beginning with rather simple system of thought and developing
complexity. In contrast, a post-normal mode is often transformative, embracing the early capture of as much
of the complexity that a conceptual framework is capable of. Paradigms that survive the trials and tribulations
that its holders experience over time (and are thus durable) are said to be viable. Viable paradigms are able to
survive both normal and post-normal situations. To understand how this may occur, paradigms should be
seen as autonomous systems which define, create and manage their own futures. Through their holders, they
are also able to self-organize and hence alter their own logical base. They produce the laws that rule them
(Schwarz, 1997), and they do this because they are logically closed, a condition that occurs, according to
Parsons (1937) when all its propositions are interdependent, in that each has implications for the others, and
each of these implications finds its statement in another proposition of the same system.
While paradigms may be logically closed, they are also open systems in that they take in data from their
environment which comes both from measurement, knowledge and narratives from experiences and other
paradigms. Their outputs are knowledge and narrative. If the paradigm is to be able to provide a narrative,
through its advocates who adequately explain all of the inputs that relate to their interests and purposes, then
its propositions must be able to conceptually respond to the inputs. Where it cannot do this, the paradigm
fails. In normal mode, paradigms operate as homeostatic systems that are controlled and deterministic, and
hence certain in their patterns of knowledge. Over time paradigms change deterministically and reversibly
(Prigogine & Stengers, 1984). Processes of change involving randomness or irreversibility are exceptional.
20
Journal of Education and Vocational Research (ISSN 2221-2590)
Vol. 8, No. 4, pp. 15-27, December 2017
However, when uncertainty occurs within the paradigm, it shifts to a far-from-equilibrium state. Here the
paradigm’s logical structure, defined by its propositions and principles; becomes dissipative and subject to
fluctuation, and it is unable to provide a stable narrative that adequately explains its environment. Demand
for phenomena driven research is emerging (Cheng, 2007). New types of structures may originate
spontaneously as the paradigm moves from organizational chaos to greater order. A viable paradigm that is able
to survive this experience can become classed as part of post-normal mode.
Paradigms only exist through their holders who define and maintain them. As such, durable paradigms may
be seen as viable human activity systems that are both complex, adaptive, and are able to maintain a selforganizing separate existence within the confines of their existential or other constraints. Their existential
nature consists of the belief system and patterns of knowledge that arises through the coherent group of
people who maintain them. They have an at least potential independence in their “self-processes” for
regulation, organization, production, and cognition. According to Schwarz (1999), viable systems can pass
through processes of emergence and evolution towards complexity and autonomy, though autonomy does
not mean that there is no interactive influence from its environment. The passage occurs through the
development of patterns of self-organization that accommodate phenomenal change in the paradigmatic
practices and behaviors that paradigm holders pursue. This occurs through morphogenesis and new forms of
complexity; patterns for long-term evolution towards autonomy; and patterns that lead to systems
functioning viably through their capacity to create variety, and indeed respond to, environmental situations
with the matching requisite variety (Ashby, 1956), which is required to maintain balance and enable a
paradigm (through its carriers) to respond adequately to its environment. The dynamic processes that are
associated with autonomous self-organizing systems, and their viable paradigms, are illustrated in Figure 4
(adapted from Schwarz, 1997). It explains the cycle of change for viable paradigms that are able to survive by
transforming their natures, initially by developing through normal mode, experiencing uncertainty, and moving
into post-normal mode and hence to metamorphosis. During this process, non-viable paradigms decease, while a
viable paradigm will become complexities as it develops more attributes and explanatory power in its theory.
Figure 4: Cycle of Paradigmatic Change and the Relationship between Four Modes
Identity continuation
1. Entry
Mode 1
(Normal)
2. Paradigmatic drift
Identity change
Mode 2
(Post-normal:
drift to more
uncertainty)
Mode 4
8.
Complexification
(Transformational)
3. Tensions
7.2 Type change:
morphogenesis
4. Tension increase &
structural criticality
Mode 3
(Crisis)
7.1
Type change:
more of the same
5. Fluctuation
6. Bifurcations
Identity loss
7.0 Type change:
paradigmatic death or
disorganization
While Figure 3 shows which sub-domains and internal processes operate in each domain, and how subdomains have homeostatic linkages with each other, Figure 4 shows the actual life-cycle processes. The core
logic is that without challenges and crises there is no change. The direction of change is always subject to
discussion, condition and countervailing forces. There are always three ways that events may go: one after a
21
Journal of Education and Vocational Research (ISSN 2221-2590)
Vol. 8, No. 4, pp. 15-27, December 2017
crisis the situation may remain more or less the same as before the crisis when it retains its identity and core
purposes, or, the organization may cease to exist when its identity ceases, or there will be change through
metamorphosis and a new paradigm may emerge, accompanied by a new identity and core purposes. Figure 4
does not show the causes of a crises, and the domains which are affected, because a crisis may become visible
or felt in all domains simultaneously, or it may also be felt only in one domain, e.g. then the tasks delivered by
the organization are not perceived as adequate by prospective users or consumers of the services provided.
It should be noted at this point that the paradigm life-cycle given in Figure 4 is a generic model that, under the
right conditions, it is able to generate other corporate life-cycle configurations, like that of Figure 1. Here the
pre-configured stages are; Entrepreneurial, Collectivity, Formalization, Elaboration, and Morphing, and each
has its own growth activity (creativity, direction, systemic enhancement, leadership, and identity change or
loss). How such configurations develop is, according to Levie & Lichtenstein (2008), a function of the
immanency of the organization, with influences by the interaction with its environments. The paradigm cycle
embraces this by generating a single cycle of change, and the named stages have to emerge from an
explanation of the homeostatic organization. Each paradigmatic stage passes through its normal mode of
existence, and then enters a post-normal mode with the development of a paradigm drift and then tensions. It
is at the point of fluctuation that the crisis mode develops, and in Figure 1 these crises are described as: the
need for leadership; the need for delegation with control; excessive bureaucracy; and the need for revitalisation -- which may become an identity crisis. The conditions for the development of morphology in
Figure 1 are quite special in that it concludes with an identity change -- this relating to the state of the culture
of an organization in relation to its environment - and an understanding of this might be discerned from the
cultural dynamic studies of Sorokin (e.g., Yolles, Frieden & Kemp, 2008). It is also worth noting that there is a
connection between the modes of Figure 4 that arise from the circumstances as depicted in Figure 3, and the
stages of Figure 1. In Figure 1, the entrepreneurial stage engages involves the growth of creativity that is part
of the Entrepreneurial stage, and this is a function of the cognitive meta-system of the organization from,
which arises figurative intelligence, which is itself influenced by cultural intelligence. Given that knowledge
exists in the meta-system, the network of principles that constitute figurative intelligence map that
knowledge into new strategic contexts in the figurative system, where strategic models develop in the
figurative base. In this way the meta-system can provide the climate for invention and innovation, given that
it has such an implicit capacity.
The stage of Collectivity demands direction and this is provided by leadership. This is not necessarily the
personality-based leadership that is traditional to management studies, but it may refer to knowledge-related
distributed leadership (Iles, Feng & Hao, 2011). The mechanisms that are involved here are outside the brief
of this paper, and are part of the strategic cognitions of the normative personality (Yolles, Fink& Dauber,
2011). However, in the figurative system there is a recursive model of Figure 3 with its own lower-level
figurative and operative intelligences; and, to avoid confusion here, we shall refer to these as “local” figurative
and operative intelligences. Good local figurative intelligence provides clear direction. However, clear
direction does not suffice if local operative intelligence is not well-developed or does not fit figurative
intelligence. The need is to develop an adequate operative system that can result in appropriate structures
and rules that guide behavior. If the system becomes too rigid, it moves towards bureaucracy as part of the
Formalization stage, however, it also could be too flexible, i.e. it may lack coherence with the strategy. This
may occur because there is a leadership ideas problem, where organizational culture has moved to an
instrumental, as opposed to ideas, orientation (Yolles, Frieden & Kemp, 2008). In this context, Daft (2008)
suggested that teamwork is the remedy, but perhaps other workable operational systems may exist, too. The
direction it develops in necessarily is a function of the organizational traits that create a penchant for
organizational processes and behaviors, and hence determine what might be possible in given situations.
Therefore, traits are relevant, not only to organizational conduct, but to the potential stage of conduct in a
configuration of stages.
Finally, the Elaboration stage may arise here, though a crisis that demands revitalization is not a logical
consequence of team work. Apparently, Daft (2008) intuitively reflected on a lack of fit with the market, i.e.
what we call “social intelligence” in other contexts. The crisis need for revitalization emerges, because the
services offered by the corporation to its task environment (i.e. to the market) do not suffice. The needs of the
22
Journal of Education and Vocational Research (ISSN 2221-2590)
Vol. 8, No. 4, pp. 15-27, December 2017
task environment are not satisfied. Therefore, the organization goes through a crisis. What it has to offer does
not fit the requirements. There is some ignorance about the actual needs. The organization cannot create
legitimacy through its activities. Thus, crises in organizations may emerge if:
Traits take value assignments which while determining the penchants of the organization, may limit
its contextual capacity to perform to its capability potential.
Cultural intelligence is weak, i.e. if the organization does not permit creativity to emerge or if no
coordination between forms of cultural knowledge can be achieved.
Figurative intelligence is weak, i.e. if there is lack of clear direction (the leadership issue), particularly
if knowledge and knowledge processes are confused.
Operative intelligence is weak, i.e. if structures and rules are too rigid (the issue of bureaucracy) or if
they are too loose (the issue of control) and if, in both cases, motivation for task achievement is poor,
or if there is a lack of strategic coordination or cooperation among the groups that participate in the
network of processes that constitute this intelligence.
Social intelligence is weak, i.e. if the services of the organization do not meet the requirements of the
task environment and/or are not considered as legitimate, or if the means by which the organization
interacts its environment is not competent.
The notion of immanence will now be set within a cultural context as part of the theory of paradigmatic
change.
4. Paradigmatic Transformation and Immanent Change
The rise of paradigms is intimately connected with the rise of culture, which is influenced by the immanent
micro-actions of individuals, and which becomes symbolized and hence normatively anchored into the
paradigm (Staw, 1991). As a result, it develops a cognitive base, which is both culture and knowledge centred,
and is hence sensitive both to knowledge and cultural challenges, the two necessarily being related. The
normal mode of a paradigm exists through its adoption of a normative epistemology, which lies at the basis of
its formalized patterns of knowledge. This may be challenged with the development of doubt about its
veracity (e.g., Meehl, 1997). Such challenges can result in structural changes that lead to pragmatic
adjustment when modes and mechanisms of practice alter. When a paradigm exists in normal mode, and is
challenged in this way, the result can be a shift into a post-normal mode. We can adapt an argument from
Rummel (1979) to explain how this can happen in one of two ways. Firstly, change can occur more rapidly
than the ability of a culture has to adjust. This creates a cultural lag that leads to instability and conflict. It
occurs when the realization of values fails, and values disparity develops. Now, cultural lag is constituted as
the difference between what is and what some segments of a culture consider ought to be. Interestingly, this
engages with ideology and ethics, since both involve a coalescence of values. In the case of ideology, the
values are orientations towards action, but this is constrained by ethics, which identifies what ought to
happen and involves processes of judgment. New modes and means of practice create the means to satisfy
certain values, even while existing norms, attitudes, or institutions inhibit or block such satisfaction.
Secondly, the effect of new modes and means of practice can also be considered through the idea that, within
periods of normal mode, paradigms under homeostasis fall into an equilibrium of values that relates to the
complex of desires and attitudes. Values in a culture may be seen here to ultimately balance out, and a general
equilibrium emerges between wants and costs, investments and rewards, capabilities and power. Among
possible states of a system, it is the balance of power that Rummel (1979) saw as such equilibriums. This
explanation can be elaborated on through the notion of culture shock (Dahl, 2000). Culture shock is normally
taken to mean the anxiety and related feelings that arise when people are faced by a sudden change in their
socio-cultural environment, and it grows out of an inability to assimilate new elements within it. Thinking
beyond the initial shock, Adler (1987) considered that culture shock is the opportunity of a “profound
learning experience that leads to a high degree of self-awareness and personal growth" as adaptation to new
situations arise. So, when a paradigm resides in normal mode, its gradual development occurs through
homeostatic processes that many consider to represent its “advancement.” The rise of challenge to the use of
a particular normative epistemology results in cultural uncertainty, when predominant values become
challenged. This leads to the onset of culture shock and cultural instability, and the eventual development of
23
Journal of Education and Vocational Research (ISSN 2221-2590)
Vol. 8, No. 4, pp. 15-27, December 2017
new modes and means of practice. During this process, conflicts and relativisms are likely to arise, and the
paradigm shifts into post-normal mode. This process may not be inevitable, particularly when the holders of a
paradigm are imbued with cultural intelligence.
There is another quite distinct issue in corporate paradigmatic change when one realizes that corporate
paradigms do not develop in isolation, but rather are responsive to their ambient host culture. Through the
human activity groups that carry their paradigm, an individual corporate culture is created which determines
its orientation and possibilities. This culture, however, is influenced by the ambient cultural environment into
which corporate culture is embedded (e.g., Sørnes et al., 2004, Sagiv & Schwartz 2007). Following Rummel
(1979), when a culture shifts from one stable state to another, it first becomes unstable since opposing
interests arise. In terms of Sorokin’s theory (1939-1942), this leads to a loss of ideological and ethical
stability, affecting the dominant paradigm and its development. Previously, dominant corporate paradigms
may not have the potential to survive, while a new dominant paradigm has yet to emerge.
5. Conclusion
Corporate life-cycles are popular, but there are clear indications that deterministic stage configurations are
problematic. Drawing on notions of complexity, it has been argued that a generic model referred to as the
paradigm cycle can be formulated that is able to generate corporate life cycles. Paradigms exist under a
number of frames of reference. Kuhn was interested in the scientific frame, while our interest lies in the
corporate frame. Predominant paradigms may go through a cycle from normal mode to post-normal mode, fall
into crisis and finally to one of revolution. Paradigms change normally as part of the business cycle, and as
they do this, they pass from normal equilibrium conditions to post-normal and then through to crisis. Under
the normal business cycle that then simply moves into a “more of the same”. This latter outcome simply
suggests that the organization has not passed through an identity crisis and maintains it core purposes. When
the organization instead passes through a transformational change, its identity and core purposes change. As
a paradigm enters its post-normal mode, the normal prevailing confirmatory mode approaches to theory
must be considered to have lost their capability to make useful predications - something that is not always
recognized by researchers. This leads to crisis and may result in a paradigm revolution that would be needed
to transform or replace extant theories. New sets and systems of classifications, emphasis on relations
between events and occurrences rather than on substances, and new motivation oriented theories, might
emerge that emphasize motivational aspects and address the concerns of individuals with newly emphasized
shared needs and desires. A meta-view of phenomena, and the ability to identify redundancies and variety in
a system, create views of patterns of change and capabilities to adapt to new challenges by self-organization.
The emerging frames of thought are then considered to be post-normal and value-laden. In this sense postnormal mode is concerned with complexity and has interests in aspects which relate to uncertainty, assigned
values, and a plurality of legitimately argued perspectives. The paradigm life-cycle has the capacity to explain
dissipative processes that cross both normal and transformational modes of being and can, in principle,
through its underlying homeostatic organizational model, explain how any configuration of stages in a
corporate life-cycle can develop. The need now is to demonstrate the practical utility of this through detailed
case studies.
References
Adizes, I. (1999). Corporate Lifecycles, Prentice Hall New Jersey.
Adler, P. S. (1987). Culture-shock and the cross-cultural learning experience, Newbury, Cambridge.
Ashby, W. R. (1956) (reprinted 1961). An Introduction to Cybernetics. Methuen, London.
Bales, R. F. (1965). The equilibrium problem in small groups in A. P. Hare, E. F. Borgatta and R. F. Bales (eds.)
Small Groups: Studies in social interaction, Knopf, New York.
Birch, D., Haggerty, A. & Parsons, W. (1995). Corporate evolution. Cambridge, MA.: Cognetics, Inc.
Budd, J. M. & Hill, H. (2007). The Cognitive and Social Lives of Paradigms in Information Science. In
Proceedings of the Annual Conference of the Canadian Association for Information Science, Ed.
Clement Arsenault and Kimiz Dalkir, 11, McGill University, Montreal, Quebec.
Casti, J. L. (1989). Paradigms Lost. Abacus, London.
Cheng, J. (2007). Critical issues in international management research: an agenda for future advancement.
24
Journal of Education and Vocational Research (ISSN 2221-2590)
Vol. 8, No. 4, pp. 15-27, December 2017
European Journal of International Management, 1(1/2), 23-38.
Daft, R. L. (2008). Organization Theory and Design. 10th edition, South-Western Cengage Learning, Mason, OH,
USA.
Dahl, S. (2000). Communications and Culture Transformation: Cultural Diversity, Globalization and Cultural
Convergence, ECE, London. Also see www.stephweb.com/capstone/1.htm
Drazin, R. & Kazanjian, R. K. (1990). A reanalysis of Miller and Friesen's life cycle data. Strategic Management
Journal, 11, 319-325.
Earley, P. C. & Ang, S. (2003). Cultural Intelligence: individual interactions across cultures, Stanford Business
Books, Stanford, CA.
Espejo, R., (1993). Management of Complexity in Problem Solving in Espejo, R., Schwaninger, M.,
Organizational Fitness: corporate effectiveness through management cybernetics. Campus/Verlag,
Frankfurt/New York.
Fischer, K. (1992). The Social and Cognitive Dynamics of Paradigmatic Change: A Scientometric Approach
Science in Context, 5: 51-96, Cambridge University Press.
FuntowiczS, O. & Ravetz, R. (1993). Science for the Post-Normal Age. Futures: 739–755.
Hessels, L. K. & van Lente, H. (2008). Re-thinking new knowledge production: A literature review and a
research agenda. Research Policy, 37, 740–760.
Iles, P., Feng, Y. & Hao, B. (2011). Re-conceptualizing Distributed Leadership: Knowledge Management,
Information Integration and the Leader-Task-Context Framework, BAM Conference Aston September
2011.
Jung, C. G. (1936). The Archetypes and the Collective Unconscious. Collected Works, 9, 99-104.
Kets de Vries, M. F. R. (1991). Organizations on the Couch: Clinical Perspectives on Organizational Behaviour
and Change, Jossey-Bass Inc (a Wiley publication), NY, USA.
Kihlstrom, J. F. & Cantor, N. (2000). Social Intelligence, R.J. Sternberg (Ed.), Handbook of intelligence, 2nd ed.
(pp.
359-379).
Cambridge,
U.K.:
Cambridge
University
Press.
Also
see
http://socrates.berkeley.edu/~kihlstrm/social_intelligence.htm, accessed November 2011.
Kluver, J., Stoica, C. & Schimdt, J. (2003). Formal Models, Social Theory and Computer Simulations: Some
Methodical Reflections. Journal of Artificial Societies and Social Simulation, 6(2).
Kuhn, S. T. (1970). The Structure of Scientific Revolutions. Chicago: University of Chicago Press.
Langley, A. (1999). Strategies for theorizing from process data. Academy of Management Review, 24(4), 691710.
Lester, D. L., Parnell, J. A. & Carraher, S. (2003). Organizational Life Cycle: A Five-Stage Empirical Scale.
International Journal of Organizational Analysis, 11(4), 339 – 354.
Levie, J. & Lichtenstein, B. B. (2008). From “Stages” of Business Growth to a Dynamic States Model of
Entrepreneurial Growth and Change, Working paper, University of Strathclyde Hunter Centre.
Massey, C., Lewis, K., Warriner, V., Harris, C., Tweed, D., Cheyene, J. & Cameron, A. (2006). Exploring firm
development in the context of New Zealand SMEs. Small Enterprise Research: The Journal of SEAANZ,
14(1), 1 – 13.
Maturana, H. R. (1975). The Organization of the Living: A Theory of the Living Organization. International
Journal of Man-Machine Studies, 7, 313-332.
McCann, J. E. (1991). Patterns of growth, competitive technology, and financial strategies in young ventures.
Journal of Business Venturing, 6, 189-208.
McMahon, R. G. P. (2001). Deriving an Empirical Development Taxonomy for Manufacturing SMEs using data
from Australia's Business Longitudinal Survey. Small Business Economics, 17,197 – 212.
Meehl, P. E. (1997). The problem is epistemology, not statistics: Replace significance tests by confidence
intervals and quantify accuracy of risky numeral predictions. In: Harlow, Lisa, Ed; Mulaik, Stanley, Ed;
& Steiger, James, ED. What if there were no significance tests? 393 – 425.
Miller, D. & Friesen-Peter, H. (1984). A Longitudinal Study of the Corporate Life Cycle. Management Science,
30(10), 1161-1183.
Montangero, J. & Maurice-Naville, D. (1997). Piaget, or The Advance of Knowledge: An Overview and Glossary.
Lawrence Erlbaum Associates, Mahwah, NJ.
Parsons, T. (1937). Structure of Social Action. McGraw Hill.
Perényi, Á., Selvarajah, C. & Muthaly, S. (2011). Investigating the Applicability of the Firm Life-Cycle Model to
SMEs in the Hungarian ICT Sector, Conference on Emerging Forms of Entrepreneurship and
Innovation, held at the Small Business Advancement National Center, Sweden.
25
Journal of Education and Vocational Research (ISSN 2221-2590)
Vol. 8, No. 4, pp. 15-27, December 2017
Phelps, R., Adams, R. & Bessant, J. (2007). Life cycles of growing organizations: A review with implications for
knowledge and learning. International Journal of Management Reviews, 9(1), 1-30.
Piaget, J. (1950). The Psychology of Intelligence. New York: Harcourt and Brace.
Piaget, J. & Inhelder, B. (1969). The psychology of the child. New York: Basic Books.
Prigogine, I. & Stengers, I. (1984). Order Out of Chaos: Man’s New Dialogue with Nature. London: Flamingo.
Quinn, R. E. & Cameron, K. (1983). Organizational Life Cycles and Shifting Criteria of Effectiveness: Some
Preliminary Evidence. Management Science, 29, 33-51
Raffa, M., Zollo, G. & Caponi, R. (1996). The development process of small firms. Entrepreneurship & Regional
Development, 8, 359-371.
Rauterberg, G. W. M. (2000). How to characterize a research line for user-system interaction. IPO Annual
Progress Report, 35, 66-75.
Ravetz, J. R. (1999). What is Post-Normal Science. Futures, 31(7), 647-653.
Rickards, T. & Moger, S. (2000). Creative leadership processes in project team development: An alternative to
Tuckman’s stage model. British Journal of Management, 11(4),273-283.
Rink, D. R. & Swan, J. E. (1979). Product life-cycle research: A literature Review. Journal of Business Research,
7(3),219 -247.
Rummel, R. (1979). Understanding Conflict and War. Beverly Hills, CA: Sage Publications. Also see
www.hawaii.edu/powerkills/CIP.CHAP8.HTM, accessed February 2009.
Sagiv, L. & Schwartz, S. H. (2007). Cultural values in organizations: insights for Europe. European Journal of
International Management, 1(3), 176–190.
Schwarz, E. (2009). Values: Cultural and Individual. Chapter to appear in S. M. Breugelmans, A. Chasiotis, & F.
J. R. van de Vijver (Eds.), Fundamental questions in cross-cultural psychology, Cambridge University
Press.
Schwarz, E. (1997). Summary of The Main Features of a Holistic Metamodel to Interpret the Emergence, The
Evolution
and
The
Functioning
of
Viable
Self-Organizing
Systems,
www.autogenesis.ch/Res1997.html, accessed January 2009.
Stone, W. R. & Heany, D. F. (1984). Dealing with a corporate identity crisis. Long Range Planning, 17(1), 10-18.
Stubbart, C. & Smalley, R. (1999). The deceptive allure of stage models of strategic processes. Journal of
Management Inquiry, 8(3), 273-286.
Sørnes, J. O., Stephens, K. K., Sætre, A. S. & Browning, L. D. (2004). The Reflexivity between ICTs and Business
Culture: Applying Hofstede’s Theory to Compare Norway and the United States. Informing Science
Journal, 7, originally presented in 2003 at the Informing Science and IT Education Conference in Pori,
Finland http://2003.insite.nu.
Sorokin, P. A. (1939-1942). Social and Cultural Dynamics (in 4 volumes). N.Y.: Amer. Book. Co. Re-published in
1962 by Bedminster Press.
Smith, A. M. J. (2011). Exploring the farm enterprise through a business life cycle, The9th Rural
Entrepreneurship Conference, 3rd – 24th June, 2011, Nottingham Business School, UK.
Stacey, R. (1993). Managing Chaos. Kogan Page Ltd., London.
Staw, B. M. (1991). Dressing Up Like an Organization: When Psychological Theories can Explain
Organizational Action. Journal of Management, 17(4), 805-819.
Sundarasaradula, D. & Hasan, H. (2004). A unified open systems model for explaining organizational change,
Conference paper presented at the Information Systems Foundations: Constructing and Criticising
Workshop at The Australian National University, 16-17 July. Accessed November 2011, from
http://epress.anu.edu.au/info_systems/mobile_devices/ch11.html.
Tofler, A. (1980). The Third Wave, Bantam Book published in association with William Morrow & Co., Inc.
Tuckman, B. W. (1965). 'Developmental sequence in small groups. Psychological Bulletin, 63(6), 384-399.
Yolles, M. I. (1999). Management Systems: A Viable Approach. London: Financial Times Pitman.
Yolles, M. I. (2000). Organizations, Complexity, and Viable Knowledge Management. Kybernetes, 29(9/10),
1202-1222.
Yolles, M., Fink, G. & Dauber, D. (2011a). Organizations as emergent normative personalities: part 1, the
concepts. Kybernetes, (5/6), 635 – 669.
Yolles, M., Fink, G. & Dauber, D. (2011). Understanding Normative Personality. Cybernetics and Systems: An
International Journal, 42(6)447 – 480.
26
Journal of Education and Vocational Research (ISSN 2221-2590)
Vol. 8, No. 4, pp. 15-27, December 2017
Yolles, M. & Sawagvudcharee, O. (2017). Conceptual Development on Strategic Management for
Organizational Improvement. Silpakorn University Journal of Social Sciences, Humanities, and Arts,
17(3) 17-26.
Yolles, M., Sawagvudcharee, O. & Fink, G. (2010). Understanding Corporate Paradigm Change, International
Association of Cross-Cultural Competence and Management (IACCM). University of Lancashire,
Preston.
Yolles, M. I., Frieden, R. & Kemp, G. (2008). Toward a formal theory of socioculture: A yin-yang informationbased theory of social change. Kybernetes, 37(7), 850-909.
27