ORGANIZATIONAL TRANSACTIONAL ANALYSIS AS A TOOL INTHE HUMAN RESOURCES SECTOR TO ENHANCE ORGANIZATIONAL PERFORMANCE Maja Smilevska, DETRA Centar [email protected] Abstract Organizational Transactional Analysis (OTA) offers systemic approach to growth and change, both at personal level and at the level of groups and whole organizations. As a theory in the field of social psychology, it promotes and improves communication, enhances relations in the organization and organizational climate, which contributes to increased productivity. It is a powerful combination of deep philosophy and practices, which provides a simple insight into how improved interpersonal relationships and effective communication lead to improved performance and productivity of the organization. It brings about increased awareness of how interpersonal relationships, organizational processes and productivity are related. All this makes OTA an especially useful tool for consultants, managers of human resources at anyone working on improving processes and relations within the organization. The present paper aims to identify the opportunities and benefits that those who use and integrate this approach in their work with the people in the organization have. Keywords: Organizational transactional analysis, transactional analysis, communication, human resources. GOAL AND OBJECTIVES This paper intends to put Organizational Transactional Analysis in the focus of attention of the representatives of the business sector, top managers, managers of human resources, representatives of the academic world. This will be accomplished by giving a short introduction and explanation of the OTA specific approach, its psychological and social aspects and models for diagnosis and intervention in organizations. This paper also aims to affirm as a systemic approach with a holistic view of the organization with a comprehensive understanding of the organizational structure and dynamics and the factors that affect their efficient functioning, enabling competitive market advantage. 1 in Macedonia there aren’t people who have professional training in OTA and whose work I could l use as source of information regarding the application of OTA in Macedonian companies. Since then. his idea has been further evaluated. modernized in compliance with the current needs and the reality in which modern organizations operate and function. Unfortunately. (Mountain. but as in the book “Working together”: Whilst this might seem to be playing with language. Eric Berne roughly lays the foundations and possibilities of application of TA concepts in working with groups and organizations. the Organizational transactional analysis is not only application of TA theory and practice in organizational context. “TA in organizations” implies that there is a single body of knowledge that you carry with you whether it be into therapy room. Today. supportive. at the same time. Davidson. analysis models. developed. were used. Today. 2011:3-4) The structure and dynamics of organizations and groups is the first piece of work in which the author of this theory. apart from these expert experiences. Organizational TA more accurately conveys the message that there are specialist branches of TA – of which organizational work represents one. expert recommendations for the effects of OTA application as an approach to work with organizations. who have spent hours of professional training in OTA. counseling and organizational. a school or an organization. OTA practitioners have amassed enough experience and case studies to be able to freely talk about the existence of positive. I hope that this paper will arouse interest and create opportunities for future research on the effects of using OTA in the Macedonian organizations. data from already conducted research. Moreover. through practical application of working with large groups and organizations.METHODOLOGY For the purposes of the present paper. what 2 . case studies and qualitative analyzes of the answers obtained from in-depth interviews with practitioners. However. INTRODUCTION Although the official definition of the International Association of Transactional analysis (TA) says that transactional analysis is a "theory of personality and systematic psychotherapy for personal growth and personal change" TA has methods and concepts that are useful and are used in three other fields: educational. there is important distinction here. Thomas Ohlsson explains the lack of interest in research in OTA with the trend of experts to be slightly more focused to the active. practical use of methods rather than their scientific proving and research. 3 . where the intention was to identified the existing database of conducted research in the field of TA. a total of 326 studies have been identified (see Table 1. These data may seem a bit surprising at firs.2010." (Ohlsson. no research in the field of OTA was conducted in the period 1991 . It is evident that there are a small number of studies in the field of counseling and organizational TA. The author of the study. "… For organizations it is possible that they generally have higher incentives to actually use TA than to study its methods scientifically.. The Big List . The one thing that lacks as to be understood as a scientific approach is the deficiency of a significant number of scientific research and evidence to support the usefulness of this theory and the methods for work with organizations. 1 1 1 1 1 6 1 9 3 9 4 3 2 6 7 3 2 3 2 2 3 2 3 1 2 1 3 1 2 1 2 1 1 1 1 1 1 4 7 13 13 11 9 6 4 6 3 2 1 1 1 1 1 1 1 3 1 1 2 3 1 2 2 1 2 1 1 1 1 4 4 17 12 30 26 31 25 12 9 20 13 8 10 6 8 4 4 5 9 4 0 0 4 6 1 6 3 7 4 4 7 1 8 1 2 2 2 1 2 99 326 1 3 1 4 3 7 6 10 7 2 2 5 2 2 5 1 3 1 2 4 1 3 1 3 1 3 1 3 2 2 1 3 2 1 1 2 2 1 97 1 4 3 1 1 5 1 15 100 8 1 15 Table 1. Another thing you may notice regarding these data is the fact that the period of greatest interest and research in the field of OTA generally coincides with the period when interest in TA in all areas is the greatest.It the International Journal for research in the field of TA (Thomas Ohlsson. 2010).TA research studies per application field and year). 1963 1964 1965 1966 1967 1968 1969 1970 1971 1972 1973 1974 1975 1976 1977 1978 1979 1980 1981 1982 1983 1984 1985 1986 1987 1988 1989 1990 1991 1992 1993 1994 1995 1996 1997 1998 1999 2000 2001 2002 2003 2004 2005 2006 2007 2008 2009 2010 Sum Sum General Organizational Educational Counseling Psychotherapy lacks is the scientific research aspect of OTA. 2010:6). What’s more. from 1963 to 2010. 14 of them were conducted in the period 1975-1986 and one in 1991. The Big List -‐ T A research studies per application field and year. According to the foregoing information. Only 15 of the total number of researches are in the field of Organizational TA. p. You are OK (E. Namely.Berne 1964/1967). 25-26) The basic principles on which the theory of TA is founded. 1996) gives a brief historical overview of organizational change and practices developments in this period. 1980). Going through all journals listed under the index of business magazines and journals in social sciences from 1974 to 1977. leadership. 54) In addition to this. Thus. team building and human relations.Record interest in TA was observed after publication and popularization of the bestseller books Games People Play (E. In their research in the management literature (Von der Embse. (Krausz 1996. It is the period when the organizations begin to apply humanistic theories in managing the organizations. problem solving. TA had weak or even negative impact with its image among the managers in the business sector. in the same period Thomas J. the level of depth is insufficient for the reader to effectively use the information. Moreover. CH. von der Emse and Herbert C. According to Rosa R. 1971/1975).R. But it seems that it also contributed 4 . " (Von der Embse. they reviewed the presence of articles covering TA as a theme in such professional managerial literature. they registered only 30 articles in managerial literature. (Krausz 1996. the reasons for that laid in the insufficient practical experience of the TA trainers. R. meager. Krausz in that period. experts and the lack of knowledge about the functioning of organizations. p. CH. scanty and without the potential to develop serious substantive interest. Many managerial effectivness models have been influenced by humanistic theories that emphasize the need to transform autocratic managers by using new managerial tools such as motivation. Rosa R Krausz in her article "Transactional Analysis and the Transformation of Organizations" (Krausz. Born to Win (James & Jongerward. p. JT and Brown. Even in those instances where specific concepts are discerned. I'm OK. communication. and it failed to present truly its real advantages in working with organizations.Harris 1967/1973). while the reader might find the material interesting. Here's how they evaluated the research results: It is clear to us that the current management literature offers a largely superficial exposure to transactional analysis. presented in the popular literature were interesting and easily acceptable. JT and Brown. 1980. they started from the assumption that the presence of TA in professional journals from which professionals and top managers get informed is insufficient. 53). Brown came to an interesting finding. he/she might also develop the image of TA as a nice idea with little substance. (Elliot M Fox. transactions. typically remains known through its basic popular terms: ego states. but has had a little success in reaching the top executive chambers of the largest and most influential U. Or. Steel.S. it is of great importance that he noticed the importance and the possibilities for application of his theory with greater groups and systems. such as Genral Motors. von der Emse and Herbert C. Parent.to strengthening the notion that TA is a psychological theory useful for selfassistance. p. for individual. Adult. personal growth and development. realizing the organizational structure as essential to achieving organizational objectives. he was into clinical practice and it is natural that he put the emphasis on the application of TA in the clinical area. I am OK . According to the findings of the research conducted by Thomas J. Ford and Exxon. However. JT and Brown. Among the managers. which in some way at that time limits the realizing the benefits of its application in complex organizational systems. Berne describes the three basic organizational structures whose specifics give the organization identity and determine its effectiveness and activity. 25-26) FROM TA TO OTA Berne was a psychiatrist. 1975) Figure 2. the opportunity was missed to indicate its systematic approach and its applicability to complex systems and organizations.S. Berne’s idea for application of TA in organizations brings a strong potential and provides direction for development of OTA and its practical application in real organizations. In Structure and dynamics of organizations and groups (1963). Although unfinished and rough. 1980. CH. Brown in that period of greatest popularization of TA. U. Structural diagrams 5 . Child." (Von der Embse.You're OK. corporations. as they stated: “It is also a fact that TA has enjoyed nearly a decade of public popularity (based on Harris’ first publication date of 1967). including: communication with the environment. In this way TA reaches its social framework. the psychological aspect. by reviewing the situation and the permeability of borders outwards or inwards. 1988. (Ashforth & Fried. 1996. in the analysis of the relations. that is the human aspect. TA adds its strong side. Elliot Fox (1975) prepared a diagram that connects the main ideas and relations among the elements Berne’s model. it upgrades consistent psychological framework for examining the relations among people and how they affect the functioning of the system as a whole. processes and dynamics in the social systems. This first model of Berne’s. Furthermore. This is very important because it involves the social aspect of the TA theory. in addition to the prescribed. by setting the outer boundary between the rest of the environment. 1988. personal intra-psychological level we go to review of the relationships between the group members. whole systems. 1964/1967) and their effectiveness as well as to determine how much of what happens escapes consciousness. parts of the system. is still up to date today in the presentation of the situation and reality in complex organizations. Krausz. 1983)" (Krausz. “Only by considering both formal and informal levels of relationship is it possible to look behind organizational systems to obtain a realistic picture of the dynamics of group processes (Berne. 1993. social dynamics in which the individual psychological and social variables in the group dynamically interact.53) Defining the structure of the organization by external and internal borders.In this simple model. relations between subordinates and managers etc. the motives and the needs that affect relations among the people who are members of that system. formal institutional structure expressed through rules. although seeming rough and simple. based on this model. Having done this social segregation. communication among sectors. separate sectors. On the other hand. (See Figure 3) 6 . norms. control. Schein. and to the social systems. p. a group is formed. the group within the boundaries gets its distinctive social life. it gives an overview of communications. Berne’s model enables a description and analysis of simple and complex systems. in the organizations and systems. and from individual. Kets de Vries. Figure 3: Fox’s diagram This complex diagram pictures the structure and dynamics in organizational systems through OTA concepts. It also represents an important map which helps understand the scope and the possibilities OTA offers for diagnosis and interventions in organizations. taking into account also the external ones which affect the functioning of the system. across all elements at all organizational levels. the laws. via the shared organizational culture. culture. i. and social conditions in the society. What also affects the drafting of the canon is the environment in which the organization operates. The left side of the diagram is the part that Bernie called group’s authority and which consists of leadership and canon.e. The canon. passes or modifies the canon. 7 . especially the major leader. but at the same time. is also indirectly affected by all employees. These two parts inter-complement and upgrade. This model shows that OTA has a comprehensive view at the functioning of organizations. the leader usually behaves in compliance with the canon of the organization. recognition and easier management. Same as the goal of individual work with TA is achieving awareness. the apparatus. it ensures the survival of the group. apparatus. the goal is that the group and the system become aware of the capacities. the assignment related to the organizational goals and the processes related to the group dynamics between the members which arises from the private structure. in working with groups and organizations. so. the easier the organization reaches its optimal condition. This awareness. the people who by their work are direct or indirect creators of the product or the service of the organization. the pressures from outside.The right side of the diagram is the group of employees. With such condition of the group. 8 . then it is less productive in meeting the needs of external customers. This section has two aspects: the activity i. the group produces a product or service. the group is the most productive in the phase of secondary imago. and any change in these sections causes a change in the group processes. If the group spends most of his time and resources on adjusting the group imago. the processes in which they are involved. This model outlines how the activities and the employees’ and the organization’s performance interact and depend on the processes that occur in the organization. games. the personal and group positions in regard to the leader in terms of organizational goals. The private structure is a section on which group cohesion and the dynamics between the employees and the leader depend. to understand the relations. The processes in the group and its survival are also affected by the changes in the environment. which implies ability to quickly adapt and meet the needs of the customers and the market in a quality manner.e. the organization responds to the stimuli from the environment most effectively and most efficiently. The better these groups are managed. the different perceptions of the group. or on maintenance of cohesion. canon. At the same time. while through the processes. Through the activity. the group must withstand the pressures that come from the mutual relations. the environment. the relations with superiors. it enables there awakening. In order to survive. The generated energy from the relations in the private structure can be used by the group in productive activities or in unproductive structured time. knowledge and relations enable that the decisions and activities are rational and managed. in terms of market and competition. taking into account the realistic capacities and relations the system has at disposal. The advantage of OTA over other approaches is that it understands the character of these processes which often move along below the level of awareness Through its practices. where the sense of belonging and cohesion decrease the loss of energy on internal tear and wear and adjustments. games. to which organizations must quickly respond. BOT. In the following text. If this segment of the organization’s life is not run. OTA impacts the performance by facilitating the influence of these processes and as a support system helps the organization remain competitive in the dynamic contemporary environment. it is likely that the desired changes will be short-life. new models and approaches for dealing with modern organizations have been developed • OTA may intervene as a facilitator on topics related to improving performance • By application of the methods of OTA. transactions. These processes should be managed and OTA provides a comprehensive framework. as a support system for acceptance of those changes by including the employees in the relations and activities. require frequent changes that may fail unless the psychosocial factors that influence and intervene in any process of change through which the organization goes. All stimuli. Fox’s diagram. expensive and that more time and resources will be spent. CONCLUSION Modern organizations are under everyday pressure of change in order to conquer or maintain their market position. • The biggest number of TA educated managers use TA as a personal tool to support working with people 9 . which is important because integrated employees working in compliance with the organizational goals are the most productive part of employees.constructive approach in working with organizations • In time and with experience. In this way. as human resources managers.OTA enables development of relations in which the employees have balanced use of all three ego states of Parent. "strokes". there are always benefits both for the people and for the organization • Most frequently used concepts in working with organizations: life positions. consultants in the field of human resources and communications: • OTA has a comprehensive system with the capacity to respond to the organization as a whole • OTA has systemic . are understood. I present a summary of important conclusions from interviews conducted with professionally trained persons in the field of OTA working at managerial position. human resources specialists. ego states. Adult and Child. drivers. Transactional Analysis Journal. the classical concepts of motivation • Group’s "TA literacy" is not required for usage of TA concepts in group work • OTA enables description of mechanisms unconsciously in the organization • Managers still most easily accept and apply TA through the form of "popular" trainings and team – buildings • Practitioners using TA concepts which have not been professionally trained for OTA and have no experience in working with organizations and systems. Available from:http://www. Working Together. 26:1. B. Freud's mechanisms of defense. Surrey: Gower Publishing Limited Ohlsson.com/pdf/FOX_3D_US. Transactiional Analysis and the Transformation of Organizations.• The concepts of OTA are used combined with NLP. 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