My only thought is that the stability of the social networks -- instrumental
and affective -- in organizations may work against weekly monitoring.  I've
always been surprised by how little the networks change over time.  Indeed,
a challenge in doing longitudinal work is that even six months may not be
enough to see the sort of variance we need in our analyses.


Scott L. Engle, Ph.D.
Engle Associates

5201 Southern Hills Dr.
Frisco, TX  75034
ph: 469-384-9440
fax: 360-242-2794
e-mail:  [log in to unmask]
----- Original Message -----
From: "Doug and Beth Bryan" <[log in to unmask]>
To: <[log in to unmask]>
Sent: Tuesday, February 05, 2002 11:10 AM
Subject: social nets and organizational theory

> Hi,
> I'm new to the list.  I sent out a request last week regarding social nets
> and organizational theory.  Thanks much to Sam, Kathleen, and others for
> their responses.  However, please allow me to elaborate...
> I'm looking for SNA work that is based on organizational theory
> of how the surrounding organization "should" behave.  For example, OT says
> that manufacturing firms should have taller hierarchies while
> knowledge-intensive firms should have wider hierarchies.  I'd like to take
> it to the point where OT can predict how much (relatively) marketing, R&D,
> and production departments should be communicating with each other, the
> direction of the info flow between departments, etc.
> Does anyone know of such work?
> My 1/2-baked idea is toward an enterprise resource planning tool that
> monitors social nets (of individuals, teams, and departments), week by
> in a way that is actionable by management.
> thanks,
> Doug Bryan
> [log in to unmask]