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Participatory action research

Approach to research in social sciences

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Through Action research, Research and Statistical inference

PAR practitioners make a concerted effort to integrate three basic aspects of their work: participation (life in society and democracy), action (engagement with experience and history), and research (soundness in thought and the growth of knowledge). "Action unites, organically, with research" and collective processes of self-investigation. The way each component is actually understood and the relative emphasis it receives varies nonetheless from one PAR theory and practice to another. This means that PAR is not a monolithic body of ideas and methods but rather a pluralistic orientation to knowledge making and social change.

Overview

In the UK and North America the work of Kurt Lewin and the Tavistock Institute in the 1940s has been influential. However, alternative traditions of PAR begin with processes that include more bottom-up organising and popular education than were envisaged by Lewin.

PAR has multiple progenitors and resists definition. It is a broad tradition of collective self-experimentation backed up by evidential reasoning, fact-finding and learning. All formulations of PAR have in common the idea that research and action must be done 'with' people and not 'on' or 'for' people. It counters scientism by promoting the grounding of knowledge in human agency and social history (as in much of political economy). Inquiry based on PAR principles makes sense of the world through collective efforts to transform it, as opposed to simply observing and studying human behaviour and people's views about reality, in the hope that meaningful change will eventually emerge.

PAR draws on a wide range of influences, both among those with professional training and those who draw on their life experience and those of their ancestors. Many draw on the work of Paulo Freire, new thinking on adult education research, the Civil Rights Movement, South Asian social movements such as the Bhumi Sena, and key initiatives such as the Participatory Research Network created in 1978 and based in New Delhi. "It has benefited from an interdisciplinary development drawing its theoretical strength from adult education, sociology, political economy, community psychology, community development, feminist studies, critical psychology, organizational development and more". The Colombian sociologist Orlando Fals Borda and others organized the first explicitly PAR conference in Cartagena, Colombia in 1977. Based on his research with peasant groups in rural Boyaca and with other underserved groups, Fals Borda called for the 'community action' component to be incorporated into the research plans of traditionally trained researchers. His recommendations to researchers committed to the struggle for justice and greater democracy in all spheres, including the business of science, are useful for all researchers and echo the teaching from many schools of research:

"Do not monopolise your knowledge nor impose arrogantly your techniques, but respect and combine your skills with the knowledge of the researched or grassroots communities, taking them as full partners and co-researchers. Do not trust elitist versions of history and science which respond to dominant interests, but be receptive to counter-narratives and try to recapture them. Do not depend solely on your culture to interpret facts, but recover local values, traits, beliefs, and arts for action by and with the research organisations. Do not impose your own ponderous scientific style for communicating results, but diffuse and share what you have learned together with the people, in a manner that is wholly understandable and even literary and pleasant, for science should not be necessarily a mystery nor a monopoly of experts and intellectuals."

PAR can be thought of as a guiding paradigm to influence and democratize the creation of knowledge making, and ground it in real community needs and learning. Knowledge production controlled by elites can sometimes further oppress marginalized populations. PAR can be a way of overcoming the ineffectiveness and elitism of conventional schooling and science, and the negative effects of market forces and industry on the workplace, community life and sustainable livelihoods.

Fundamentally, PAR pushes against the notion that experiential distance is required for objectivity in scientific and sociological research. Instead, PAR values embodied knowledge beyond "gated communities" of scholarship, bridging academia and social movements such that research and advocacy — often thought to be mutually exclusive — become intertwined. Rather than be confined by academia, participatory settings are believed to have "social value," confronting epistemological gaps that may deepen ruts of inequality and injustice.

These principles and the ongoing evolution of PAR have had a lasting legacy in fields ranging from problem solving in the workplace to community development and sustainable livelihoods, education, public health, feminist research, civic engagement and criminal justice. These contributions are subject to many tensions and debates on key issues such as the role of clinical psychology, critical social thinking and the pragmatic concerns of organizational learning in PAR theory and practice. Labels used to define each approach (PAR, critical PAR, action research, psychosociology, sociotechnical analysis, etc.) reflect these tensions and point to major differences that may outweigh the similarities. While a common denominator, the combination of participation, action and research reflects the fragile unity of traditions whose diverse ideological and organizational contexts kept them separate and largely ignorant of one another for several decades.

The following review focuses on traditions that incorporate the three pillars of PAR. Closely related approaches that overlap but do not bring the three components together are left out. Applied research, for instance, is not necessarily committed to participatory principles and may be initiated and controlled mostly by experts, with the implication that 'human subjects' are not invited to play a key role in science building and the framing of the research questions. As in mainstream science, this process "regards people as sources of information, as having bits of isolated knowledge, but they are neither expected nor apparently assumed able to analyze a given social reality". PAR also differs from participatory inquiry or collaborative research, contributions to knowledge that may not involve direct engagement with transformative action and social history. PAR, in contrast, has evolved from the work of activists more concerned with empowering marginalized peoples than with generating academic knowledge for its own sake. Lastly, given its commitment to the research process, PAR overlaps but is not synonymous with action learning, action reflection learning (ARL), participatory development and community development—recognized forms of problem solving and capacity building that may be carried out with no immediate concern for research and the advancement of knowledge.

Organizational life

Action research in the workplace took its initial inspiration from Lewin's work on organizational development (and Dewey's emphasis on learning from experience). Lewin's seminal contribution involves a flexible, scientific approach to planned change that proceeds through a spiral of steps, each of which is composed of 'a circle of planning, action, and fact-finding about the result of the action', towards an organizational 'climate' of democratic leadership and responsible participation that promotes critical self-inquiry and collaborative work. These steps inform Lewin's work with basic skill training groups, T-groups where community leaders and group facilitators use feedback, problem solving, role play and cognitive aids (lectures, handouts, film) to gain insights into themselves, others and groups with a view to 'unfreezing' and changing their mindsets, attitudes and behaviours. Lewin's understanding of action-research coincides with key ideas and practices developed at the influential Tavistock Institute (created in 1947)) in the UK and National Training Laboratories (NTL) in the US. An important offshoot of Tavistock thinking and practise is the sociotechnical systems perspective on workplace dynamics, guided by the idea that greater productivity or efficiency does not hinge on improved technology alone. Improvements in organizational life call instead for the interaction and 'joint optimization' of the social and technical components of workplace activity. In this perspective, the best match between the social and technical factors of organized work lies in principles of 'responsible group autonomy' and industrial democracy, as opposed to deskilling and top-down bureaucracy guided by Taylor's scientific management and linear chain of command.

NTL played a central role in the evolution of experiential learning and the application of behavioral science to improving organizations. Process consultation, team building, conflict management, and workplace group democracy and autonomy have become recurrent themes in the prolific body of literature and practice known as organizational development (OD). As with 'action science', OD is a response to calls for planned change and 'rational social management' involving a normative human relations movement and approach to worklife in capital-dominated economies. Its principal goal is to enhance an organization's performance and the worklife experience, with the assistance of a consultant, a change agent or catalyst that helps the sponsoring organization define and solve its own problems, introduce new forms of leadership and change organizational culture and learning. Diagnostic and capacity-building activities are informed, to varying degrees, by psychology, the behavioural sciences, organizational studies, or theories of leadership and social innovation. Appreciative Inquiry (AI), for instance, is an offshoot of PAR based on positive psychology. Rigorous data gathering or fact-finding methods may be used to support the inquiry process and group thinking and planning. On the whole, however, science tends to be a means, not an end. Workplace and organizational learning interventions are first and foremost problem-based, action-oriented and client-centred.

Psychosociology

Tavistock broke new ground in other ways, by meshing general medicine and psychiatry with Freudian and Jungian psychology and the social sciences to help the British army face various human resource problems. This gave rise to a field of scholarly research and professional intervention loosely known as psychosociology, particularly influential in France (CIRFIP). Several schools of thought and 'social clinical' practise belong to this tradition, all of which are critical of the experimental and expert mindset of social psychology. Most formulations of psychosociology share with OD a commitment to the relative autonomy and active participation of individuals and groups coping with problems of self-realization and goal effectiveness within larger organizations and institutions. In addition to this humanistic and democratic agenda, psychosociology uses concepts of psychoanalytic inspiration to address interpersonal relations and the interplay between self and group. It acknowledges the role of the unconscious in social behaviour and collective representations and the inevitable expression of transference and countertransference—language and behaviour that redirect unspoken feelings and anxieties to other people or physical objects taking part in the action inquiry.

The works of Balint, Jaques, and Bion are turning points in the formative years of psychosociology. Commonly cited authors in France include Amado, Barus-Michel, Dubost, Enriquez, Lévy, Gaujelac, and Giust-Desprairies. Different schools of thought and practice include Mendel's action research framed in a 'sociopsychoanalytic' perspective and Dejours's psychodynamics of work, with its emphasis on work-induced suffering and defence mechanisms. Lapassade and Lourau's 'socianalytic' interventions focus rather on institutions viewed as systems that dismantle and recompose norms and rules of social interaction over time, a perspective that builds on the principles of institutional analysis and psychotherapy. Anzieu and Martin's work on group psychoanalysis and theory of the collective 'skin-ego' is generally considered as the most faithful to the Freudian tradition. Key differences between these schools and the methods they use stem from the weight they assign to the analyst's expertise in making sense of group behaviour and views and also the social aspects of group behaviour and affect. Another issue is the extent to which the intervention is critical of broader institutional and social systems. The use of psychoanalytic concepts and the relative weight of effort dedicated to research, training and action also vary.

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