It has become customary to view MCDM as another OR/MS algorithm, characterized by a mere shift from k=1 to k=n with respect to number k of objective functions or criteria. MCDM research and applications has therefore neglected the search for organizational embedding of MCDM: what types of organizations and under what conditions have the propensity to operate under multiple and which under single criteria? Organizations which derive their structure, strategy and motivation from the singleness of purpose will not and can not be conducive to the notions of multiple criteria, no matter how skillfully or forcefully presented, or mathematically complete and computationally user-friendly. The organization, its structure and motivational culture have to change first. In short, traditional hierarchy of command, based on extreme specialization and little autonomy of employees and their departments will not be as open to the multiplicity of criteria as the self-managing teams of non-hierarchical companies which integrate task, labor and knowledge and which are only now starting to dominate certain business and management cultures.
