I am pleased to announce that my new large article “Regaining the Soul Lost (The Limits of Depersonalization in Organizational Management)” has come out a little while since. It covers a core problem of management related to the prospects of automation of organizational management and the bounds beyond which the impersonal gets bereaved of its practical meaning and turns into its opposite, hampering the joint efforts of workers and ruining the collective mechanisms of their activity. The paper undermines the deeply implanted believe that management in organizations is to be much as possible delivered from the subjective and individual, that is, standardized and formalized. It is shown that the personal dimension cannot be eliminated from organizational life and should not be regarded only as a hindrance – that plays frequently useful and even salutary part.

Exposing to a thorough and detailed analysis the managerial practice and the results of most fundamental investigations, the author outlines the personal drives of organizational management and reveals the mechanisms of their influence on the decision-making and behavior of both the ranks and those heading an organization. In an integral and systematic shape are presented the factors preventing the organization from far-reaching depersonalization and determining the key events in its life. The automation of the routine content of management and, therethrough, the sharp shrinkage of the range of tasks being carried out immediately by humans does not eviscerate its personal “load”, but, on the contrary, makes an opportunity to focus the creative potential of managers on the most non-standard problems insoluble without personal involvement. Hence, in reality, personality is not removed from organizational life, but, to the contrary, regains its leading role and becomes the heart of organization anew.

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