- Theories are Partial - partiality: accounts that are only part of the story
- Theories are Partisan - partisanship: the story we choose to tell tends to be the one we favor
- Theories are Problematic - an account asks more questions it can answer, and answers provided are ones that are known rather on all that could be known
In the text, these P's are used in the context of historical accounts or storytelling, i.e. story of Native Americans and white settlers, however, I think these P's can relate to any account, not just historical ones. By accounts, I mean personal accounts involving interaction among two or more people--leading to the reason why I laughed upon reading this: I had just gotten into an argument with a 'significant other' and the whole thing is about whether we truly understand where the other person is coming from. He is constantly trying to share (in my opinion, his sharing is more like shoving) his theories with me... while I'm trying to explain my thoughts and feelings. So I can't help but think his theories are partial, partisan, and problematic! But not only that... I realize when I share the accounts of our disagreements with my friends (leading them to believe what a jerk he could be [such a girl thing, I know]), I know that my theories are partial, partisan and problematic! So..... really-- all personal interactions contain the three P's. And the best way to sum it up is what Eisenberg says about partisanship: it's "not so much about identifying facts as it is about interpreting their meanings" (p. 63). So I'm learning... that rather than picking a part what I believe to be facts (which usually ends up more of an assumption or generalization than actual facts), I should try to interpret their meaning... from the other side of the story.
I also blogged about the 3Ps today. Recognized the imperfectness of theories is crucial to understanding their utility but also their flaws. On the one hand, theories of organizational communication are essential to developing a pool of knowledge about organizations and organizing. On the other hand, theories can also send us off in the wrong direction, focusing on one thing while ignoring something else. For instance, classical theory was concerned with managing for efficiency, so the individual wasn't a concern. Then human relations highlighted individuals, especially motivations for working. But by emphasizing the importance of harmony, human relations left out the importance of conflict in the production of change.
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