Holacracy: redefining organizational ontology and epistemology

Abstract

[eng] Purpose: The purpose of this article is to examine the concept of Holacracy as a selfmanagement governance system and its implications for organizational theory. Specifically, it aims to highlight the transformative nature of Holacracy in redefining traditional organizational structures and its impact on organizational commitment. Design/Methodology/Approach: This article adopts a conceptual approach to analyze Holacracy as a self-management model. It draws upon existing literature and theoretical frameworks to explore the ontology and epistemology underlying Holacracy and its departurefrom conventional organizational theories. Findings: The findings indicate that Holacracy goes beyond being a mere alternative methodology for structuring organizations. It represents a paradigm shift in organizational theory, as it challenges hierarchical structures and introduces a radically different approach to organizing work. Holacracy offers increased adaptability to turbulent environments and fosters greater employee commitment by granting individuals more autonomy and power. Originality: This article contributes to the existing body of knowledge by emphasizing the originality of Holacracy as a self-management model. It highlights the ontological and epistemological distinctions of Holacracy, which set it apart from traditional organizational theories. By exploring its transformative nature, this article sheds light on the potential of Holacracy to redefine how organizations are structured and managed. Research limitations/implications: Although this article provides a conceptual analysis of Holacracy, further empirical research is needed to assess its practical implementation and longterm effects on organizational performance and employee well-being. Future studies could also explore potential challenges and limitations associated with adopting Holacracy in various organizational contexts. Practical implications: This article suggests that organizations considering alternative ways of working should carefully examine the principles and practices of Holacracy. Implementing Holacracy requires a thorough understanding of its underlying concepts and may require substantial changes to the organizational culture and processes. However, the potential benefits, such as increased agility and employee engagement, warrant consideration. Social implications: Holacracy's departure from traditional hierarchical structures and emphasis on self-management can have broader social implications. By empowering individuals and distributing decision-making authority, Holacracy aligns with principles of autonomy and empowerment in the workplace. This approach may contribute to more democratic and participatory organizational cultures, potentially influencing broader societal norms regarding work and power dynamics.