Tuesday, May 22, 2018

Social generativity and complexity

The idea of generativity in the realm of the social world expresses the notion that social phenomena are generated by the actions and thoughts of the individuals who constitute them, and nothing else (link, link). More specifically, the principle of generativity postulates that the properties and dynamic characteristics of social entities like structures, ideologies, knowledge systems, institutions, and economic systems are produced by the actions, thoughts, and dispositions of the set of individuals who make them up. There is no other kind of influence that contributes to the causal and dynamic properties of social entities. Begin with a population of individuals with such-and-so mental and behavioral characteristics; allow them to interact with each other over time; and the structures we observe emerge as a determinate consequence of these interactions.

This view of the social world lends great ontological support to the methods associated with agent-based models (link). Here is how Joshua Epstein puts the idea in Generative Social Science: Studies in Agent-Based Computational Modeling):
Agent-based models provide computational demonstrations that a given microspecification is in fact sufficient to generate a macrostructure of interest.... Rather, the generativist wants an account of the configuration's attainment by a decentralized system of heterogeneous autonomous agents. Thus, the motto of generative social science, if you will, is: If you didn't grow it, you didn't explain its emergence. (42)
Consider an analogy with cooking. The properties of the cake are generated by the properties of the ingredients, their chemical properties, and the sequence of steps that are applied to the assemblage of the mixture from the mixing bowl to the oven to the cooling board. The final characteristics of the cake are simply the consequence of the chemistry of the ingredients and the series of physical influences that were applied in a given sequence.

Now consider the concept of a complex system. A complex system is one in which there is a multiplicity of causal factors contributing to the dynamics of the system, in which there are causal interactions among the underlying causal factors, and in which causal interactions are often non-linear. Non-linearity is important here, because it implies that a small change in one or more factors may lead to very large changes in the outcome. We like to think of causal systems as consisting of causal factors whose effects are independent of each other and whose influence is linear and additive.

A gardener is justified in thinking of growing tomatoes in this way: a little more fertilizer, a little more water, and a little more sunlight each lead to a little more tomato growth. But imagine a garden in which the effect of fertilizer on tomato growth is dependent on the recent gradient of water provision, and the effects of both positive influencers depend substantially on the recent amount of sunlight available. Under these circumstances it is difficult to predict the aggregate size of the tomato given information about the quantities of the inputs.

One of the key insights of complexity science is that generativity is fully compatible with a wicked level of complexity. The tomato's size is generated by its history of growth, determined by the sequence of inputs over time. But for the reason just mentioned, the complexity of interactions between water, sunlight, and fertilizer in their effects on growth mean that the overall dynamics of tomato growth are difficult to reconstruct.

Now consider the idea of strong emergence -- the idea that some aggregates possess properties that cannot in principle be explained by reference to the causal properties of the constituents of the aggregate. This means that the properties of the aggregate are not generated by the workings of the constituents; otherwise we would be able in principle to explain the properties of the aggregate by demonstrating how they derive from the (complex) pathways leading from the constituents to the aggregate. This version of the absolute autonomy of some higher-level properties is inherently mysterious. It implies that the aggregate does not supervene upon the properties of the constituents; there could be different aggregate properties with identical constituent properties. And this seems ontological untenable.

The idea of ontological individualism captures this intuition in the setting of social phenomena: social entities are ultimately composed of and constituted by the properties of the individuals who make them up, and nothing else. This does not imply methodological individualism; for reasons of complexity or computational limitations it may be practically impossible to reconstruct the pathways through which the social entity is generated out of the properties of individuals. But ontological individualism places an ontological constraint on the way that we conceptualize the social world. And it gives a concrete meaning to the idea of the microfoundations for a social entity. The microfoundations of a social entity are the pathways and mechanisms, known or unknown, through which the social entity is generated by the actions and intentionality of the individuals who constitute it.

Monday, May 7, 2018

What the boss wants to hear ...

According to David Halberstam in his outstanding history of the war in Vietnam, The Best and the Brightest, a prime cause of disastrous decision-making by Presidents Kennedy and Johnson was an institutional imperative in the Defense Department to come up with a set of facts that conformed to what the President wanted to hear. Robert McNamara and McGeorge Bundy were among the highest-level miscreants in Halberstam's account; they were determined to craft an assessment of the situation on the ground in Vietnam that conformed best with their strategic advice to the President.

Ironically, a very similar dynamic led to one of modern China's greatest disasters, the Great Leap Forward famine in 1959. The Great Helmsman was certain that collective agriculture would be vastly more productive than private agriculture; and following the collectivization of agriculture, party officials in many provinces obliged this assumption by reporting inflated grain statistics throughout 1958 and 1959. The result was a famine that led to at least twenty million excess deaths during a two-year period as the central state shifted resources away from agriculture (Frank Dik├ÂtterMao's Great Famine: The History of China's Most Devastating Catastrophe, 1958-62).

More mundane examples are available as well. When information about possible sexual harassment in a given department is suppressed because "it won't look good for the organization" and "the boss will be unhappy", the organization is on a collision course with serious problems. When concerns about product safety or reliability are suppressed within the organization for similar reasons, the results can be equally damaging, to consumers and to the corporation itself. General Motors, Volkswagen, and Michigan State University all seem to have suffered from these deficiencies of organizational behavior. This is a serious cause of organizational mistakes and failures. It is impossible to make wise decisions -- individual or collective -- without accurate and truthful information from the field. And yet the knowledge of higher-level executives depends upon the truthful and full reporting of subordinates, who sometimes have career incentives that work against honesty.

So how can this unhappy situation be avoided? Part of the answer has to do with the behavior of the leaders themselves. It is important for leaders to explicitly and implicitly invite the truth -- whether it is good news or bad news. Subordinates must be encouraged to be forthcoming and truthful; and bearers of bad news must not be subject to retaliation. Boards of directors, both private and public, need to make clear their own expectations on this score as well: that they expect leading executives to invite and welcome truthful reporting, and that they expect individuals throughout the organization to provide truthful reporting. A culture of honesty and transparency is a powerful antidote to the disease of fabrications to please the boss.

Anonymous hotlines and formal protection of whistle-blowers are other institutional arrangements that lead to greater honesty and transparency within an organization. These avenues have the advantage of being largely outside the control of the upper executives, and therefore can serve as a somewhat independent check on dishonest reporting.

A reliable practice of accountability is also a deterrent to dishonest or partial reporting within an organization. The truth eventually comes out -- whether about sexual harassment, about hidden defects in a product, or about workplace safety failures. When boards of directors and organizational policies make it clear that there will be negative consequences for dishonest behavior, this gives an ongoing incentive of prudence for individuals to honor their duties of honesty within the organization.

This topic falls within the broader question of how individual behavior throughout an organization has the potential for giving rise to important failures that harm the public and harm the organization itself.