The Organization Man

"Recognized as a benchmark, Whyte's book reveals the dilemmas at the heart of the group ethos that emerged in the corporate and social world of the postwar era."—Nathan Glazer

The Organization Man

William H. Whyte. Foreword by Joseph Nocera

2002 | 448 pages | Paper $26.50
Sociology | Business
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Table of Contents

Foreword, by Joseph Nocera

PART I. THE IDEOLOGY OF ORGANIZATION MAN
1. Introduction
2. Decline of the Protestant Ethic
3. Scientism
4. Belongingness
5. Togetherness

PART II. THE TRAINING OF ORGANIZATION MAN
6. A generation of Bureaucrats
7. The Practical Curriculum
8. Business Influence on Education
9. The Pipe Line
10. The "Well-Rounded" Man

PART III. THE NEUROSES OF ORGANIZATION MAN
11. The Executive: Non-Well-Rounded Man
12. 12. The Executive Ego
13. Checkers

PART IV. THE TESTING OF ORGANIZATION MAN
14. How Goon an Organization Man Are You?
15. The Tests of Conformity
PART V. THE ORGANIZATION SCIENTIST
16. The Fight against Genius
17. The Bureaucratization of the Scientist
18. The Foundations and Projectism

PART VI. THE ORGANIZATION MAN IN FICTION
19 Love That System
20. Society As Hero

PART VII. THE NEW SUBURBIA: ORGANIZATION MAN AT HOME
21. The Transients
22. The New Roots
23. Classlessness in Suburbia
24. Inconspicuous Consumption
25. The Web of Friendship
26. The Outgoing Life
27. The Church of Suburbia
28. The Organization of Children
29. Conclusion

Afterword, by Jenny Bell Whyte

Appendix: How to Cheat on Personality Tests
Acknowledgments
Index


Excerpt [uncorrected, not for citation]

Introduction

This book is about the organization man. If the term is vague, it is because I can think of no other way to describe the people I am talking about. They are not the workers, nor are they the white-collar people in the usual, clerk sense of the word. These people only work for The Organization. The ones I am talking about belong to it as well. They are the ones of our middle class who have left home, spiritually as well as physically, to take the vows of organization life, and it is they who are the mind and soul of our great self-perpetuating institutions. Only a few are top managers or ever will be. In a system that makes such hazy terminology as "junior executive" psychologically necessary, they are of the staff as much as the line, and most are destined to live poised in a middle area that still awaits a satisfactory euphemism. But they are the dominant members of our society nonetheless. They have not joined together into a recognizable elite—our country does not stand still long enough for that—but it is from their ranks that are coming most of the first and second echelons of our leadership, and it is their values which will set the American temper.

The corporation man is the most conspicuous example, but he is only one, for the collectivization so visible in the corporation has affected almost every field of work. Blood brother to the business trainee off to join Du Pont is the seminary student who win end up in the church hierarchy, the doctor headed for the corporate clinic, the physics Ph.D. in a government laboratory, the intellectual on the foundation-sponsored team project, the engineering graduate in the huge drafting room at Lockheed, the young apprentice in a Wall Street law factory.

They are all, as they so often put it, in the same boat. Listen to them talk to each other over the front lawns of their suburbia and you cannot help but be struck by how well they grasp the common denominators which bind them. Whatever the differences in their organization ties, it is the common problems of collective work that dominate their attentions, and when the Du Pont man talks to the research chemist or the chemist to the army man, it is these problems that are uppermost. The word collective most of them can't bring themselves to use—except to describe foreign countries or organizations they don't work for—but they are keenly aware of how much more deeply beholden they are to organization than were their elders. They are wry about it, to be sure; they talk of the "treadmill," the "rat race," of the inability to control one's direction. But they have no great sense of plight; between themselves and organization they believe they see an ultimate harmony and, more than most elders recognize, they are building an ideology that will vouchsafe this trust.

It is the growth of this ideology, and its practical effects that is the thread I wish to follow in this book. America has paid much attention to the economic and political consequences of big organization—the concentration of power in large corporations, for example, the political power of the civil—service bureaucracies, the possible emergence of a managerial hierarchy that might dominate the rest of us. These are proper concerns, but no less important is the personal impact that organization life has had on the individuals within it. A collision has been taking place—indeed, hundreds of thousands of them, and in the aggregate they have been producing what I believe is a major shift in American ideology.

Officially, we are a people who hold to the Protestant Ethic. Because of the denominational implications of the term many would deny its relevance to them, but let them eulogize the American Dream, however, and they virtually define the Protestant Ethic. Whatever the embroidery, there is almost always the thought that pursuit of individual salvation through hard work, thrift, and competitive struggle is the heart of the American achievement.

But the harsh facts of organization life simply do not jibe with these precepts. This conflict is certainly not a peculiarly American development. In their own countries such Europeans as Max Weber and Durkheim many years ago foretold the change, and though Europeans now like to see their troubles as an American export, the problems they speak of stem from a bureaucratization of society that has affected every Western country.

It is in America, however, that the contrast between the old ethic and current reality has been most apparent—and most poignant. Of all peoples it is we who have led in the public worship of individualism. One hundred years ago De Tocqueville was noting that though our special genius—and failing—lay in cooperative action, we talked more than others of personal independence and freedom. We kept on, and as late as the twenties, when big organization was long since a fact, affirmed the old faith as if nothing had really changed at all.

Today many still try, and it is the members of the kind of organization most responsible for the change, the corporation, who try the hardest. It is the corporation m an whose institutional ads protest so much that Americans speak up in town meeting, that Americans are the best inventors because Americans don't care that other people scoff, that Americans are the best soldiers because they have so much initiative and native ingenuity, that the boy selling papers on the street comer is the prototype of our business society. Collectivism? He abhors it, and when he makes his ritualistic attack on Welfare Statism, it is in terms of a Protestant Ethic undefiled by change-the sacredness of property, the enervating effect of security, the virtues of thrift, of hard work and independence. Thanks be, he says, that there are some people left—e.g., businessmen—to defend the American Dream.

He is not being hypocritical, only compulsive. He honestly wants to believe he follows the tenets he extols, and if he extols them so frequently it is, perhaps, to shut out a nagging suspicion that he, too, the last defender of the faith, is no longer pure. Only by using the language of individualism to describe the collective can he stave off the thought that he himself is in a collective as pervading as any ever dreamed of by the reformers, the intellectuals, and the utopian visionaries he so regularly warns against.

The older generation may still convince themselves; the younger generation does not. When a young man says that to make a living these days you must do what somebody else wants you to do, he states it not only as a fact of life that must be accepted but as an inherently good proposition. If the American Dream deprecates this for him, it is the American Dream that is going to have to give, whatever its more elderly guardians may think. People grow restive with a mythology that is too distant from the way things actually are, and as more and more lives have been encompassed by the organization way of life, the pressures for an accompanying ideological shift have been mounting. The pressures of the group, the frustrations of individual creativity, the anonymity of achievement: are these defects to struggle against—or are they virtues in disguise? The organization man seeks a redemption of his place on earth—a faith that wig satisfy him that what he must endure has a deeper meaning than appears on the surface. He needs, in short, something that will do for him what the Protestant Ethic did once. And slowly, almost imperceptibly, a body of thought has been coalescing that does that.

I am going to call it a Social Ethic. With reason it could be called an organization ethic, or a bureaucratic ethic; more than anything else it rationalizes the organization's demands for fealty and gives those who offer it wholeheartedly a sense of dedication in doing so—in extremis, you might say, it converts what would seem in other times a bill of no rights into a restatement of individualism.

But there is a real moral imperative behind it, and whether one inclines to its beliefs or not he must acknowledge that this moral basis, not mere expediency, is the source of its power. Nor is it simply an opiate for those who must work in big organizations. The search for a secular faith that it represents can be found throughout our society—and among those who swear they would never set foot in a corporation or a government bureau. Though it has its greatest applicability to the organization man, its ideological underpinnings have been provided not by the organization man but by intellectuals he knows little of and toward whom, indeed, he tends to be rather suspicious.

Any groove of abstraction, Whitehead once remarked, is bound to be an inadequate way of describing reality, and so with the concept of the Social Ethic. It is an attempt to illustrate an underlying consistency in what in actuality is by no means an orderly system of thought. No one says, "I believe in the social ethic," and though many would subscribe wholeheartedly to the separate ideas that make it up, these ideas have yet to be put together in the final, harmonious synthesis. But the unity is there.

In looking at what might seem dissimilar aspects of organization society, it is this unity I wish to underscore. The "professionalization" of the manager, for example, and the drive for a more practical education are parts of the same phenomenon; just as the student now feels technique more vital than content, so the trainee believes managing an end in itself, an expertise relatively independent of the content of what is being managed. And the reasons are the same. So too in other sectors of our society; for all the differences in particulars, dominant is a growing accommodation to the needs of society—and a growing urge to justify it.

Let me now define my terms. By social ethic I mean that contemporary body of thought which makes morally legitimate the pressures of society against the individual. Its major propositions are three: a belief in the group as the source of creativity; a belief in "belongingness" as the ultimate need of the individual; and a belief in the application of science to achieve the belongingness.

In subsequent chapters I will explore these ideas more thoroughly, but for the moment I think the gist can be paraphrased thus: Man exists as a unit of society. Of himself, he is isolated, meaningless; only as he collaborates with others does he become worth while, for by sublimating himself m the group, he helps produce a whole that is greater than the sum of its parts. There should be, then, no conflict between man and society. What we think are conflicts are misunderstandings, breakdowns in communication. By applying the methods of science to human relations we can eliminate these obstacles to consensus and create an equilibrium in which society's needs and the needs of the individual are one and the same.

Essentially, it is a utopian faith. Superficially, it seems dedicated to the practical problems of organization life, and its proponents often use the word hard (versus soft) to describe their approach. But it is the long-range promise that animates its followers, for it relates techniques to the vision of a finite, achievable harmony. It is quite reminiscent of the beliefs of utopian communities of the 1840s. As in the Owen communities, there is the same idea that man's character is decided, almost irretrievably, by his environment. As in the Fourier communities, there is the same faith that there need be no conflict between the individual's aspirations and the community's wishes, because it is the natural order of things that the two be synonymous.

Like the utopian communities, it interprets society in a fairly narrow, immediate sense. One can believe man has a social obligation and that the individual must ultimately contribute to the community without believing that group harmony is the test of it. In the Social Ethic I am describing, however, man's obligation is in the here and now; his duty is not so much to the community in a broad sense but to the actual, physical one about him, and the idea that in isolation from it-or active rebellion against it—he might eventually discharge the greater service is little considered. In practice, those who most eagerly subscribe to the Social Ethic worry very little over the long-range problems of society. It is not that they don't care but rather that they tend to assume that the ends of organization and morality coincide, and on such matters as social welfare they give their proxy to the organization.

It is possible that I am attaching too much weight to what, after all, is something of a mythology. Those more sanguine than I have argued that this faith is betrayed by reality in some key respects and that because it cannot long hide from organization man that life is still essentially competitive the faith must fall of its own weight. They also maintain that the Social Ethic is only one trend in a society which is a prolific breeder of counter-trends. The farther the pendulum swings, they believe, the more it must eventually swing back.

I am not persuaded. We are indeed a flexible people, but society is not a clock and to stake so much on counter-trends is to put a rather heavy burden on providence. Let me get ahead of my story a bit with two examples of trend vs. counter-trend. One is the long-term swing to the highly vocational business-administration courses. Each year for seven years I have collected all the speeches by businessmen, educators, and others on the subject, and invariably each year the gist of them is that this particular pendulum has swung much too far and that there will shortly be a reversal. Similarly sanguine, many academic people have been announcing that they discern the beginnings of a popular swing back to the humanities. Another index is the growth of personality testing. Regularly year after year many social scientists have assured me that this bowdlerization of psychology is a contemporary aberration soon to be laughed out of court.

Meanwhile, the organization world grinds on. Each year the number of business-administration majors has increased over the last year-until, in 1954, they together made up the largest single field of undergraduate instruction outside of the field of education itself. Personality testing? Again, each year the number of people subjected to it has grown, and the criticism has served mainly to make organizations more adept in sugar-coating their purpose. No one can say whether these trends will continue to outpace the counter-trends, but neither can we trust that an equilibrium-minded providence will see to it that excesses will cancel each other Out. Counter-trends there are. There always have in the sweep of ideas ineffectual many have pro It is also true that the Social Ethic is something of a mythology, and there is a great difference between mythology and practice. An individualism as stringent, as selfish as that often preached in the name of the Protestant Ethic would never have been tolerated, and in reality our predecessors cooperated with one another far more skillfully than nineteenth-century oratory would suggest. Something of the obverse is true of the Social Ethic; so complete a denial of individual will won't work either, and even the most willing believers in the group harbor some secret misgivings, some latent antagonism toward the pressures they seek to deify.

But the Social Ethic is no less powerful for that, and though it can never produce the peace of mind it seems to offer, it will help shape the nature of the quest in the years to come. The old dogma of individualism betrayed reality too, yet few would argue, I dare say, that it was not an immensely powerful influence in the time of its dominance. So I argue of the Social Ethic; call it mythology, if you will, but it is becoming the dominant one.

In the first part of this book I wish to go into some of the ideas that have helped produce the Social Ethic. I do not intend an intellectual history; my aim is the more limited one of suggesting how deep are its roots and that it is not a temporary phenomenon triggered by the New Deal or the war or our recent prosperity.

I will then pick up the organization man in college, follow him through his initial indoctrination in organization life, and explore the impact of the group way upon him. While I will speak of the corporation man more than any other, I wish to show the universality of the Social Ethic. I will turn, accordingly, to the research laboratory and academic life and argue that the inclination to the cooperative ideal has had just as important consequences in these areas also. To illustrate further the universality of the Social Ethic, I will take up its expression in popular fiction. This will bring me finally to what I consider the best place to get a preview of the direction the Social Ethic is likely to take in the future.

This is the new suburbia, the packaged villages that have become the dormitory of the new generation of organization men. They are not typical American communities, but because they provide such a cross section of young organization people we can see in bolder relief than elsewhere the kind of world organization man wants and may in time bring about. Here I will go into the tremendous effect transiency has had on the organization people and how their religious life, their politics and the way they take to their neighbors reveal the new kind of rootedness they are looking for. And, finally, the moral of it all as they explain it to their children—the next generation of organization people.

While the burden of this book is reportorial, I take a position and, in fairness to the reader, I would like to make plain the assumptions on which I base it. To that end, let me first say what I am not talking about.

This book is not a plea for nonconformity. Such pleas have an occasional therapeutic value, but as an abstraction, nonconformity is an empty goal, and rebellion against prevailing opinion merely because it is prevailing should no more be praised than acquiescence to it. Indeed, it is often a mask for cowardice, and few are more pathetic than those who flaunt outer differences to expiate their inner surrender.

I am not, accordingly, addressing myself to the surface uniformities of U.S. life. There will be no strictures in this book against "Mass Man"—a person the author has never met—nor will there be any strictures against ranch wagons, or television sets, or gray flannel suits. They are irrelevant to the main problem, and, furthermore, there's no harm in them. I would not wish to go to the other extreme and suggest that these uniformities per se are good, but the spectacle of people following current custom for lack of will or imagination to do anything else is hardly a new failing, and I am not convinced that there has been any significant change in this respect except in the nature of the things we conform to. Unless one believes poverty ennobling, it is difficult to see the three-button suit as more of a strait jacket than overalls, or the ranch-type house than old law tenements.

And how important, really, are these uniformities to the central issue of individualism? We must not let the outward forms deceive us. If individualism involves following one's destiny as one's own conscience directs, it must for most of us be a realizable destiny, and a sensible awareness of the rules of the game can be a condition of individualism as well as a constraint upon it. The man who drives a Buick Special and lives in a ranch-type house just like hundreds of other ranch-type houses can assert himself as effectively and courageously against his particular society as the bohemian against his particular society. He usually does not, it is true, but if he does, the surface uniformities can serve quite well as protective coloration. The organization people who are best able to control their environment rather than be controlled by it are well aware that they are not too easily distinguishable from the others in the outward obeisances paid to the good opinions of others. And that is one of the reasons they do control. They disarm society.

I do not equate the Social Ethic with conformity, nor do I believe those who urge it wish it to be, for most of them believe deeply that their work will help, rather than harm, the individual. I think their ideas are out of joint with the needs of the times they invoke, but it is their ideas, and not their good will, I wish to question. As for the lackeys of organization and the charlatans, they are not worth talking about.

Neither do I intend this book as a censure of the fact of organization society. We have quite enough problems today without muddying the issue with misplaced nostalgia, and in contrasting the old ideology with the new I mean no contrast of paradise with paradise lost, an idyllic eighteenth century with a dehumanized twentieth. Whether or not our own era is worse than former ones in the climate of freedom is a matter that can be left to later historians, but for the purposes of this book I write with the optimistic premise that individualism is as possible in our times as in others.

I speak of individualism within organization life, This is not the only kind, and someday it may be that the mystics and philosophers more distant from it may prove the crucial figures. But they are affected too by the center of society, and they can be of no help unless they grasp the nature of the main stream. Intellectual scoldings based on an impossibly lofty ideal may be of some service in upbraiding organization man with his failures, but they can give him no guidance. The organization man may agree that industrialism has destroyed the moral fabric of society and that we need to return to the agrarian virtues, or that business needs to be broken up into a series of smaller organizations, or that it's government that needs to be broken up, and so on. But he will go his way with his own dilemmas left untouched, aware that they are am going to argue that he should fight the organization. But not self-destructively. He may tell the boss to go to hell, but he is going to have another boss, and, unlike the heroes of popular fiction, he cannot find surcease by leaving the arena to be a husbandman. If he chafes at the pressures of his particular organization, either he must succumb, resist them, try to change them, or move to yet another organization.

Every decision he faces on the problem of the individual versus authority is something of a dilemma. It is not a case of whether he should fight against black tyranny or blaze a new trail against patent stupidity. That would be easy-intellectually, at least. The real issue is far more subtle. For it is not the evils of organization life that puzzle him, but its very beneficence. He is imprisoned in brotherhood. Because his area of maneuver seems so small and because the trapping so mundane, his fight lacks the heroic cast, but it is for all this as tough a fight as ever his predecessors had to fight.

Thus to my thesis. I believe the emphasis of the Social Ethic is wrong for him. People do have to work with others, yes; the well-functioning team is a whole greater than the sum of its parts, yes—all this is indeed true. But is it the truth that now needs belaboring? Precisely because it is an age of organization, it is the other side of the coin that needs emphasis. We do need to know how to cooperate with The Organization but, more than ever, so do we need to know how to resist it. Out of context this would be an irresponsible statement. Time and place are critical, and history has taught us that a philosophical individualism can venerate conflict too much and cooperation too little. But what is the context today? The tide has swung far enough the other way, I submit, that we need not worry that a counteremphasis will stimulate people to an excess of individualism.

The energies Americans have devoted to the cooperative, to the social, are not to be demeaned; we would not, after all, have such a problem to discuss unless we had learned to adapt ourselves to an increasingly collective society as well as we have. An ideal of individualism which denies the obligations of man to others is manifestly impossible in a society such as ours, and it is a credit to our wisdom that while we preached it, we never fully practiced it.

But in searching for that elusive middle of the road, we have gone very far afield, and in our attention to making organization work we have come close to deifying it. We are describing its defects as virtues and denying that there is—or should be—a conflict between the individual and organization. This denial is bad for the organization. It is worse for the individual. What it does, in soothing him, is to rob him of the intellectual armor he so badly needs. For the more power organization has over him, the more he needs to recognize the area where he must assert himself against it. And this, almost because we have made organization life so equable, has become excruciatingly difficult.

To say that we must recognize the dilemmas of organization society is not to be inconsistent with the hopeful premise that organization society can be as compatible for the individual as any previous society. We are not hapless beings caught in the grip of forces we can do little about, and wholesale damnations of our society only lend a further mystique to organization. Organization has been made by man; it can be changed by man. It has not been the immutable course of history that has produced such constrictions on the individual as personality tests. It is organization man who has brought them to pass and it is he who can stop them.

The fault is not in organization, in short; it is in our worship of it. It is in our vain quest for a utopian equilibrium, which would be horrible if it ever did come to pass; it is in the soft-minded denial that there is a conflict between the individual and society. There must always be, and it is the price of being an individual that he must face these conflicts. He cannot evade them, and in seeking an ethic that offers a spurious peace of mind, thus does he tyrannize himself.

There are only a few times in organization life when he can wrench his destiny into his own hands-and if he does not fight then, he will make a surrender that will later mock him. But when is that time? Will he know the time when he sees it? By what standards is he to judge? He does feel an obligation to the group; he does sense moral constraints on his free will. If he goes against the group, is he being courageous—or just stubborn? Helpful—or selfish? Is he, as he so often wonders, right after all? It is in the resolution of a multitude of such dilemmas, I submit, that the real issue of individualism lies today.