was ‘to break the rigid divisions between British and Foreign, Historic and
Modern’ which had formed. Space limitations were addressed in an innovative
manner; Serota was afforded a marketing opportunity to re-launch the permanent
collection each year (treating it like a temporary exhibition). Furthermore, the
political purpose of the re-hang was recognized from the start by informed
observers: ‘By making such grand and generous use of available space, it argues
the absolute necessity for the building of a new and separate gallery wholly
devoted to modern art’ (McEwen 1990: 61). The re-hang may be read as the
opening salvo by Serota of his goal to have two Tate sites in London, which was
realized in 2000: the Tate Modern at Bankside was opened; and the site at Millbank
re-fashioned as Tate Britain. Serota suggested as much at the time of the first re-
hang: ‘Waiting for the new buildings would simply take too long … ’ (McEwen
1990: 46). (Not all attention is focused on the Tate Modern, given that the annual
Turner Prize, to recognize contemporary British artists, remains at the Tate
Britain.)
As an image, spider plants are used to represent the desire of organizations to be
more flexible and innovative. The umbilical cord (like those of a spider plant)
serves to reconcile the contradictory demands of creating decentralizations while
supporting accountability and control. Decentralization offers local units power
and autonomy for some kind of self-organizing activity; at the same time, a
measure of central control is retained. Consider the example of the Pittsburgh
Symphony Orchestra (PSO) which has adopted
hoshin
(the ‘shining needle’ that
points the way), a management process from Japan designed to make decision-
making more democratic (see the
Financial Times
, 27/28 May 2000). In 1997, the
PSO faced a shortage of cash and the management found itself unable to accom-
modate a new trade agreement that the musicians found acceptable. A board
member first mooted
hoshin
as a possible solution to money and management
problems. With the support of the managing director, Gideon Toeplitz, and the
then incoming music director, Mariss Jansons, a
hoshin
retreat was organized with
the PSO’s main constituencies: musicians, administrative staff, volunteers, and
board members. Musicians gain input to board decisions; volunteers develop
closer relations with staff and management; board members get to know the musi-
cians they have been listening to; and management gets input from all sides. Essen-
tially a process of democratization, the
hoshin
process seeks to bring together
groups that would normally operate independently, to set common goals and to
help each other work towards them. According to Toeplitz, ‘Looking back, the
biggest change we had to go through was giving up some control. For managers
like us, this is very, very difficult to do’. Questions remain. Is
hoshin
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