And while I’m no expert in the philosophy of autonomy, it’s very clear that it’s absolutely essential to the development of networks. Without autonomy, networks resist formation, and instead lay dormant in traditional frameworks, like “employees” or “customers”. And it appears that there are two conceptions of autonomy that are worth examining in the workplace: the ability to self-direct work, and the ability to work toward a common, socially accepted good. Both provide a desirable foundation for something that Stowe Boyd mentioned last month – unintended order – and drive engagement. If you’re in charge of your destiny, and you agree on the future you’re building toward, more frequently than not you’ll be engaged in the work of the enterprise.