The Mediating Manager for Effective Troubleshooting in Organizations: A Transdisciplinary View from HPTD-M

Abstract

This article proposes the idea of mediating manager, as wel l as the analytical and the synthetic model of quaternary complementarities of the HPTD-M theory (Holopraxis Transdisciplinary Management), published throughout 2022 and 2023. In the context of the ESG (Environmental, Social, and Governance), the view of transdisciplinarity (TD) in public management and general management is developed, including concepts of governance and governability with the types of leadership. The MBTI system of self-leadership and management within the HPTD-M synthetic model is explained, an innovation presented by HPTD-M for classification in four epistemic ways or quadrants. The mechanistic, systemic, TD, and HPTD-M paradigms are described as instruments for effective troubleshooting. Final ly, the HPTD-M model developed from Jung’s Analytical Psychology with concrete examples: Shadow levels of the col lective unconscious. The results of this text publication may eventual ly start a new vision of training for managers, having in mind the perspective of ESG, of not only to public managers but also project managers (for planning and strategic planning purposes), besides business managers in state-owned companies, i.e., this article can be applied to public and private organizations. This is the idea of the mediating and TD leader, under the holopraxis dialectical perspective for effective problem-solving. Management problems cannot be solved only with mechanisms because human phenomena are much more complex than mechanical, biological, and ecological issues, even in a systemic vision, hence the TD paradigm as a way of approaching the experienced reality, while considering the mechanistic and systemic paradigms, when applied as a simpler way of solving problems. Final ly, the training for the mediating manager seems to be compatible with courses that simulate work groups concretely, especial ly through the instructor’s behavior, so that conflicts and distinct opinions build solutions through maieutics. This method of eliciting knowledge by a series of questions and answers forms the dialectics of abstract ideas to be shaped in solutions discussed concretely, through a feedback cycle between the concrete and the abstract, starting from the synthetic method, in the scope of the deductive and inductive method, which provoke questions to bring back doubts to the abstract field, until the cycle stresses itself to reach simplified and effective solutions. This formula can work not only for management training but also for courses envisaging academics and practitioners of TD interested in understanding transdisciplinary mediation.