Dissolution of organizational problems
The term Dissolution of organizational problems has its origin in the term Dissolve a problem, coined by Dr. Russell Ackoff in the middle 1990s, maybe even earlier. This concept means: to be able to get rid of a problem in a system, which can be an organization and its way of working, we need to re-design the system and in that way eliminate (dissolve) the problem.
In System Collaboration this is taken care of by the two methods SPPA - Systemic Problem Picture Analysis and SOSD - Systemic Organizational Systems Design, where the former method finds the organizational root causes to the organizational problems and the latter method re-designs the system, so that the organizational problems no longer exist.
The first key to Dissolution of Organizational Problems is the fact that the organizational root causes are always is a non-fulfilment of Our Organizational Principles. And that this is always valid. This means that we always need to find which of these principles we are not fulfilling, in order to re-design our way of working (system).
The second key to Dissolution of Organizational Problems is the need of changing our thought patterns, so we truly accept that if we are not fulfilling the principles, we can never find a proper solution to our organizational problems. We will then continue to sub-optimize our way of working (system), since we are lacking both analysis and synthesis, i.e., we are trying to guess the new systems design of our way of working. And since the commercial methods the last half century have neither understood that they are only sub-optimizing, nor have functions that look for built-in problems within themselves, the change of thought patterns is a major one.
For more detailed information about Dissolution of Organizational Problems, why it is needed and how and why it is working, see here.