Can people really be managed?

The purpose of this paper is to present a general framework for the comprehension and advancement of sociocultural homeostasis (not to be confused with a steady state, but a dynamic constantly evolving process) in order to increase worker engagement, productivity and innovation within the enterprises.

The latest research findings in neuroscience, social neuroscience and social network analyses are used to determine what types of organizational dynamics best support voluntary worker engagement.

The paper offers convincing evidence why certain organizations prosper while others falter depending on their knowledge and advancement of sociocultural homeostasis principles.

The paper provides practical suggestions in how to move an organization from an environment of structure and compliance to one reliant on emergence and individual commitment.

The general framework/models presented in the paper can be applied to any social institution (for profit or non‐profit) interested in boosting member voluntary engagement.

It is a unique work suggesting how to apply the latest research findings in the rapidly advancing fields of neuroscience and social neuroscience to business management in order to increase productivity and innovation. It also shows how to identify and expand the organizational sweet spots (emergent innovative/productive organizational domains defined by the author) and their vital importance to the success of every venture.