Teaser

Social Friction is my lab for the productive tension of social life. I examine how frictions between persons, roles, and systems are both proof (there is a relationship/order) and motor (there is movement/change) of the social and the personal.

Why friction?

Friction is not a failure mode; it is a form principle of social order. Classic sociology shows how conflict generates belonging and change (see Simmel 1908/1992; Dahrendorf 1959; Goffman 1967). Social psychology clarifies why friction presses and binds—through cognitive dissonance and social identity (Festinger 1957; Tajfel & Turner 1979). In a praxeological key, friction is a condition of possibility for practice: without resistance there is no orientation, no learning (Bourdieu 1977).

What I mean by “social friction”

I call social friction any experienced tension that arises when expectations collide—within me (intrapersonal), between us (interpersonal), in teams/organizations, and across fields/societies. Friction is an ambivalence amplifier: it can be productive (clarification, creativity, adaptation) or destructive (exhaustion, escalation, cynicism) (Coser 1956; Deutsch 1973).

Our theoretical tripod: sociology × social psychology × philosophy

Sociology

• Conflict as a social form: conflict makes boundaries, loyalties, and rules visible (Simmel 1908/1992; Dahrendorf 1959).
• Interaction order: face-work, tact, and the management of embarrassment (Goffman 1967).
• Habitus–field misfit: friction as a learning moment between practice and structure (Bourdieu 1977).
• Civilizing pressures & systems: self-constraint, affect control, complexity management (Elias 1939/1976; Luhmann 1984).

Social psychology

• Cognitive dissonance: tensions between beliefs and actions drive adjustment (Festinger 1957).
• Field and group processes: frictions are malleable via force fields, roles, and rules (Lewin 1947).
• Social identity: “we–they” distinctions structure evaluation, cooperation, and escalation (Tajfel & Turner 1979).
• Psychological safety: good friction requires licensed dissent and tolerance for error (Edmondson 1999).

Philosophy of practice

I follow a practice-theoretical reading: friction is the resistance against which meaning and agency calibrate. In this sense friction is both proof of the social (no alter, no “we”) and motor of change (no resistance, no redirection).

My “Friction Map” (for cases, teaching, intervention)

• Levels: intrapersonal • interpersonal • group/organization • field/society
• Types: norms/values • identity/status • resources/structure • procedure/coordination
• Valence: productive ↔ destructive
• Temporal: acute (events) ↔ chronic (patterns)
• Visibility: overt ↔ latent
  I use this map to code real situations and select fitting interventions (e.g., role clarification vs. norms work). Methodologically, I iterate via Grounded Theory (open coding → analytic memos → model sharpening).

What you’ll find here (formats)

• Friction Case File: concise real-world case with diagnosis & intervention.
• Theory Spotlight: one concept, one diagram, one exercise.
• Methods Window: mini how-to (e.g., debriefs, role retros).
• Friction Lab: seminar/team exercises; scripts for productive friction.
• Press Watch: weekly examples from work, sport, science, politics.

Practice heuristics (short)

1. Don’t smooth all friction. First frame it, then act (Lewin 1947).
2. Enable licensed dissent: rules that authorize disagreement (Edmondson 1999).
3. Support habitus translations: read irritation as a learning signal (Bourdieu 1977).
4. Think conflict functionally—boundaries, loyalties, renewal (Coser 1956; Dahrendorf 1959).

Transparency & ethics

• AI co-author: I use AI for search, structuring, and drafting; I decide what gets published and remain responsible.
• Empirical material: Any synthetic vignettes are marked [HYPOTHESE] and contain no identifying data.
• Privacy & contact: See Imprint/Privacy.

Literature

• Bourdieu, P. (1977). Outline of a Theory of Practice. Cambridge University Press. Outline of a Theory of Practice. (Cambridge University Press & Assessment)
• Coser, L. A. (1956). The Functions of Social Conflict. Free Press / Routledge (later ed.). The Functions of Social Conflict. (Simon & Schuster)
• Dahrendorf, R. (1959). Class and Conflict in an Industrial Society. Routledge. Class and Conflict in an Industrial Society. (Taylor & Francis)
• Deutsch, M. (1973). The Resolution of Conflict: Constructive and Destructive Processes. Yale University Press. The Resolution of Conflict. (Yale University Press)
• Edmondson, A. C. (1999). Psychological safety and learning behavior in work teams. Administrative Science Quarterly, 44(2), 350–383. Psychological Safety and Learning Behavior in Work Teams. (JSTOR)
• Elias, N. (1939/1976). Über den Prozeß der Zivilisation. Suhrkamp. Über den Prozeß der Zivilisation. (Suhrkamp Verlag)
• Festinger, L. (1957). A Theory of Cognitive Dissonance. Stanford University Press. A Theory of Cognitive Dissonance. (Stanford University Press)
• Goffman, E. (1967). Interaction Ritual: Essays in Face-to-Face Behavior. Routledge. Interaction Ritual. (Taylor & Francis)
• Lewin, K. (1947). Frontiers in group dynamics. Human Relations, 1(1), 5–41. Frontiers in Group Dynamics. (CoLab)
• Luhmann, N. (1984). Soziale Systeme. Grundriß einer allgemeinen Theorie. Suhrkamp. Soziale Systeme. (Suhrkamp Verlag)
• Simmel, G. (1908/1992). Soziologie. Untersuchungen über die Formen der Vergesellschaftung. Suhrkamp. Soziologie. (Suhrkamp Verlag)
• Tajfel, H., & Turner, J. C. (1979). An integrative theory of intergroup conflict. In The Social Psychology of Intergroup Relations. Brooks/Cole. An Integrative Theory of Intergroup Conflict. (alnap.cdn.ngo)

Check log

Status: Version 1.0 (initial publication).
Checks: Clickable APA citations; publisher-first links
Date: 26 Oct 2025.