ABSTRACT
This chapter focuses on reframing self-interest in relation to the role of management within more polyarchic oriented organizational cultures as a means of mitigating politicised conformance. However, what they rarely do is to recognise the extent and significant role that self-interest plays in shaping attitude and behaviour as part of organizational politics through conformance and therefore organizational performance, generally and in relation to change. A commonwealth of interest, however, can only be created if individuals realign self-interest based on benefits being received through organizational commonwealth, in that individual-collective self-interest is a prime motivator, whether generally and/or through change. A commonwealth that creates meaningful political liberty for all employees, and at all levels, as part of organizational citizenship behaviour through reframing organizational social contracts. Constitutions for the common good, equitable with the notion of commonwealth and peace, within which individuals have greater meaningful centrality, and have a voice that is unadulterated through politicised conformance.
