All of us work in some type of organization, group, or system and we often see the same patterns of dysfunction in the workplace that are found in homes. As organizational consultants, the authors have worked with many groups, including churches, and have written a book that needs to be read by every administrator. It may be the most important book you have ever read.
In the troubled organization, corporate survival comes above all else—above loyalty to workers, product, ethics, community, and even the nation. As a result it becomes more manipulative, more rigid, less open, less creative, and less willing to take risks. This is exactly the way an addict responds to crisis!
On the other hand, the healthy organization is participatory and insists on rigid adherence to purpose while allowing high tolerance for flexibility around procedures. It has a strong sense of mission.
The addictive organization must have the collusion of codependents to maintain their closed systems. Codependents are those who make excuses for the organization, cover up, are fearful of rocking the boat, or not being liked. They tend to have low self-esteem and are experts at practicing a dishonesty that is seen by others as niceness. They are experts at vagueness, manipulation, and rumor, but will not speak out and take stands for fear of offending or losing their job. There could be no addictive organization without them.
Schaef and Fassel describe the characteristics and methods of the addictive organization in detail. A chilling observation is that helping agencies such as churches are often addictive. People who work in these organizations become burned out when they see a difference between the promise of the mission they are committed to and what they experience. Also the church can actually pro mote workaholism with people using work to get ahead, be successful, avoid feeling, and ultimately avoid living. The family and health of such workers suffer.
As the system gets sicker there is an increase in structures and rules, control is a prime characteristic, and people are seen as objects. The authors assert that addictive organizations get into serious trouble because they have forgotten the primacy of their mission.
This new and growing concept of organizational behavior has as its only model for recovery the 12-point system of Alcoholics Anonymous. These steps include admitting our problems and inability to handle them, turning them over to God, making amends when possible, and seeking closer contact with God through prayer and meditation. They are the steps of spiritual renewal.
