THE VISIBLE PART OF THE PLANNING IS THE FIRM ORGANIZATION PLANNING IS ORGANIZING WITH A PLAN [email_address]
Phase 1 Phase 5 Phase 4 Phase 3 Phase 2 LE DEVELOPMENT D'UNE ORGANISATION Creation Management crisis Direction Autonomy crisis Delegation Control crisis Coordination Bureaucracy crisis Participation Crisis of Psy chological Satu ration Fig 2- Le developement d'une organisation (Source: Le management, Que sais-je? N° 1860? Raymond-Alain Thiétart, puf) + Age + Taille GS RADJOU
Steps in organizational development (Que sais-je) STEP 1-Birth of the organization: creation step. Settting : One man decides of all and control all and react in the face of events. He his deborded. Issue :This lead to a crisis managemment Solving: create new entities with people heads STEP 2-The new organization /management Setting: New created entities strive to emancipate from the central management Isue: Autonomy crisis: With time, these divisions will go to crisis by looking for autonomy from parents. Solving: use of delegations GS RADJOU
Step 3 : Setting : delegation amplification Issue: crisis control Lost of power through dilutions and complexitiy of the environment while the organization grows. It is a mindboggled organization Solving : Look for better coordination and look for specialized services to develop the organization in order to enlarge and reinforce managers' skills and responsibilities Step 4 Settings: during the coordination, routine works and bureaucratic organization lose its purposedly organizational design. Issue: bureaucracty crisis Solving: development of interdisciplinary group with functional services, participative organizations and decision making processes With light formal links GS RADJOU
STEP 5 Setting: Socio-pyschological and technical approach and the crisis of actor games that take into account this socio-technical psychological approaches into their own games Issue : The organisation is represented by an open system, in total interaction with their environment (D. Katz et R. L.Kahn, the Social Psychology of Organization, New York., Wiley & Sons, 1967, cited in Management, Number 1860, PUF pulishing house) and also with the technological dimension (Trist and Tavistock Institute in more restrictive way refering to the socia-technical approach, in E.L. Trist, On socio-technical systems, W.G. Bennis et al. (eds), The Planning of change, New York, Holt Rinehart & Winston, 1969) Solving: Adopt a very hierarchical organization with stable technologies And flexible and soft structure with technologies that change every 2-3 years -strategic changes- Crisis again due to the initial setting....leading to open crisis strategy not described by the author in the effort of the organization to structure with the environment. GS RADJOU
The real world of crisis My viewpoint is these structuration games for organization and its environment is theorize meaningfully by Jean Pierre Bucherot in his book: Table of Powers, Act, build, Construct ( A, B, C, of power), and Smile: Editions des Organisations I have described the methods to use power in organizations in another slide show presentation, that is based on the harmonious equilibrium between all actors of societies. The good news is that is not one or the other of actors, which is a liability but the balance of forces between all of them to keep the the socieatal cohesion. The more complex a systemand the more rheirachical ules and to follow and actor games to play in order to keep the balance right. GS RADJOU
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