In every branch of Timpsons there's a sign from the boss saying "our colleagues in this shop have my total authority to do whatever they can to give you amazing service." Dan Davies' wonderful The Unaccountability Machine is the story of why there are no such signs in other organizations.
It's because, he says, decisions are now made by processes and systems rather than by identifiable individuals, leaving little space for people to use discretion. The result is the emergence of "accountability sinks", complex systems wherein it is difficult to pin blame onto specific people. This is why public inquiries into organizational failures take years and end up making hundreds of recommendations.
Rather than even try to look for accountability, says Dan, we should follow the advice of cybernetician Stafford Beer and not peer into the black box but instead judge organizations by their outputs. Hence the phrase "the purpose of a system is what it does", or POSIWID. Just as market outcomes are independent of individuals' intentions - selfish people can sell great products and nobody intends stock market crashes - so too are organizational outcomes. To take Dan's example, academics might merely want to expand knowledge, but the outcome of academic publishing is citations for academics and profits for John Wiley and Elsevier. POSIWID.
Such accountability sinks are not necessarily bad things. Embedding knowledge in a company rather than merely within individuals permits it to do difficult things and to cope easily with the departure of even the best employees: organizational capital is important. As Alfred North Whitehead said, "civilization advances by extending the number of important operations which we can perform without thinking of them."
But there's a downside. One of the great strengths of The Unaccountability Machine is its history of cybernetics. This teaches us to regard organizations as information-processing devices. And accountability sinks, when combined with striving for profit maximization, can result in disastrous losses of information.
One of Dan's targets is the leveraged buy-out industry. When a private equity company buys a firm and loads it up with debt, it is setting up a system in which the only information that matters is: will we be able to meet the next interest payment? That can force managers to increase efficiency. But it can also cause them to neglect longer-term investment, leaving them with shabby places like WH Smith or KFC that can't compete against rivals.
In a similar vein Roland Bénabou and Jean Tirole have shown (pdf) how "distorted decisions and significant efficiency losses" arise when companies incentivize short-term performance such as sales targets or traders' profits to the neglect of longer-term goals such as investment in training, R&D or goodwill. In cybernetic terms, such companies prioritize information about short-term profits and throw away that about the longer-term.
The classic case of this was of course banks' risky behaviour in the run-up to the financial crisis. Charles Prince, then CEO of Citigroup, said in 2007:
When the music stops, in terms of liquidity, things will be complicated...But as long as the music is playing, you’ve got to get up and dance.
Prince knew Citi was heading for trouble but he was incentivized to discard this information and to focus instead on short-term profits. As Dan says:
Any system which is set up to maximize a single objective has the potential to go bonkers.
The inability of companies to process information wasn't confined to banks, though. Paul Ormerod and Bridget Rosewell have found (pdf) that the pattern of corporate failures is similar to that of the extinction of species, and conclude that "firms have very limited capacities to acquire knowledge about the likely impact of their strategies."
Everybody will learn a lot from Dan's book, and I urge you all to read it.
That said, I have some quibbles. I'd have liked a little more clarity about the precise link between the cybernetic movement and the rise of accountability sinks? Did companies build such sinks deliberately, or did they just emerge (as so many things do) through trial and error? I'd have welcomed some case studies of particular companies to tell us.
A bigger quibble, however, lies in the class aspect. Dan says that the "great unremarked class struggle" of the 70s and 80s was that between capitalism and managerialism, which managers lost. Maybe they did then. But since the 1990s the UK has seen rising CEO pay amidst quite modest stock market gains, suggesting managers have fought back.
And this doesn't mention workers. The rise of accountability sinks was accompanied not only by big rises in CEO pay but also by worsening relative pay and conditions for many workers - be it those who suffer from the power-biased technical change described by Frederick Guy and Peter Skott or frontline workers who must face customers' frustration when impersonal processes lead to them being bumped off of flights, having their trains cancelled or having self-service checkouts that don't work.
If we apply the POSIWID principle to accountability sinks themselves, we'd infer that their purpose is to generate inequality.
There is, though, a massive paradox here. Corporate systems and processes have reduced employees and managers' freedom, agency and autonomy. And yet these values have for centuries been highly prized. "Free will is intrinsically the noblest thing we can have, because it puts us (in a way) on a par with God" wrote (pdf) Descartes in 1647, a view followed by many, including cheerleaders for capitalism such as Hayek and Friedman.
It was of course Marx who saw this paradox. The "laws of capitalist production" he wrote, take the form of "external coercive laws having power over every individual capitalist." And for the worker:
His labour becomes an object, an external existence...that it exists outside him, independently, as something alien to him, and that it becomes a power on its own confronting him. It means that the life which he has conferred on the object confronts him as something hostile and alien.
In this way, social relations between men become "in their eyes, the fantastic form of a relation between things." Man-made systems come to dominate and oppress their creators.
Perhaps Marx's greatest criticism of capitalism was not that it generated inequality and injustice - which existed long before capitalism - but that it created oppression whilst promising freedom.
It's not just this, however, that brings the legitimacy of capitalism into question. Dan's book raises a question posed 50 years ago by Stephen Marglin: what do bosses do? We used to be able to say that they invented things and built companies, but in accountability sinks they are mere functionaries presiding over processes they barely understand. People might admire and defer to entrepreneurs, but why do so to overpaid bureaucrats?
This was the question raised by Joseph Schumpeter back in 1943 when he wrote (pdf) that large corporations replaced entrepreneurs with "rationalist and unheroic" bureaucrats who are "ill equipped to face the problems, both domestic and international, that have normally to be faced by a country of any importance," thereby anticipating the political backlash against managerialism:
The capitalist process, by substituting a mere parcel of shares for the walls of and the machines in a factory, takes the life out of the idea of property...Dematerialized, defunctionalized and absentee ownership does not impress and call forth moral allegiance as the vital form of property did. Eventually there will be nobody left who really cares to stand for it—nobody within and nobody without the precincts of the big concerns.
People could tolerate unfreedom, inequality and rule by faceless bureaucrats when capitalism was at least delivering higher living standards. But after almost two decades of stagnation, the question becomes more forceful: what's the point of capitalism?