ABSTRACT
In this work, we assume that there are three fundamental elements in the bonds between individuals in a specific social or organizational context: (a) personal interests, which can be interpreted in utilitarian terms; (b) affective and emotional relationships, which involve companionate love and can be interpreted in psychological terms; and (c) managerial tools, which are oriented toward the achievement of common aims. All of these elements have a fundamental role in the cohesion, functionality, and elasticity of an organization. Human collective entities are held together by several aims; however, beyond their opportunistic forms of cohesion, a more powerful centripetal tension is needed for group survival and effectiveness. Such tension is presented here as forms of love, where the other is implied beyond an individual’s economic or functional role. We consider, in particular, the three typical forms of love found in interpersonal relationships – eros, philia, and agape – which create different organizational models. First, eros-based organizations are centered on the self, who is fulfilled in relation to the other. In this context, organizational relationships could be based on competition and conceived of in the term’s Latin root, cum-petere, which means “to strive together.” These forms of competitive collaboration may stimulate creativity and a sense of accomplishment. Second, a philia-based (or fraternal) organization is based on mutual trust and growing together. Finally, there is the agape-based organization in which the main elements of organizational relationships are based on compassion, help, attention, and responsibility toward others inside and outside the organizational context. Moreover, in the agape-based organization, the bonds between people and the organization are based on unconditional reciprocity. In this chapter, we examine three organizational models derived from an organizational interpretation of these three forms of love, with a special emphasis on agapic organizations.
