Framing an Appropriate Research Question 6b9b26d93da94caf993c038d9efcdedb.pdf
Modernism And Symbolic-Interpretivism Theory &Amp;...
1. Modernism and Symbolic-Interpretivism Theory &...
Abstract
The basic definition of an organization is an assembly of people working together to achieve
common objectives through a division of labor. According to Mote (2012), an organization provides
a means of using individual strengths within a group to achieve more than can be accomplished by
the aggregate efforts of group members working individually. This proposal will look at modernism
and symbolic interpretivism (SI) theories and how they apply to organizational structure. The
organization of study is a global healthcare organization dealing in genetic testing, drug testing, and
clinical trials.
Introduction A perspective or view involves certain assumptions about behavior whether in
individuals or ... Show more content on Helpwriting.net ...
Modernism supports the notion of scientific progress as a series of linear, cumulative steps toward
the ideals of complete knowledge and human perfection (Hatch, 2006). The author asserts that to
take a modernist perspective, one must commit to limiting what is known as knowledge to what one
can know though the five senses. On the other hand, SI extends the definition of empirical reality to
include forms of experience that lie outside the reach of the five senses, as do emotions and intuition
and as a result of this subjectivity, their findings cannot be easily replicated by others (Hatch, 2006).
Variables that contribute to organizational effectiveness Some of the variables that contribute to
organizational effectiveness are technology, economic, political/legal, social/culture and physical
(Hatch, 2006). The advances in information and communication technologies, the artifact
technology, and the knowledge society have highlighted the importance of knowledge and the need
for knowledge management. However, it is important to explore the mediating role of knowledge
management in the relationship between technology and organizational effectiveness (Tung–Sheng
Kuo & Dorjgotov, 2011).
Organizations
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2.
3. Reflection Of The Organizational Theory
Final essay Self reflection When looking back at all of the weekly written assignments there are a
few things I should note. There were some questions like naming the 'theories of rationality' in the
written assignments which I did not yet fully grasp at the moment of answering the questions. When
I look back at the first assignment I now understand what was asked of me. To some degree, this
also applies to some of the other exercises. What I have noticed is that my writing skills have
improved hugely thanks to the Organization Theory course, which can be seen in the difference in
quality between my first assignment and this final essay. Out of all of the subjects we covered in the
Organization Theory course isomorphism and innovation in organizations were the two ... Show
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In this case, employees are feeling less bound to follow bureaucratic standards, as a result the degree
of creativity is higher and this has an effect on the entire company, which will have a lower degree
of isomorphism. Looking at both of these concepts in this way, there is a clear correlation between
the two concepts, which is inverse. If the degree of isomorphism is higher in a certain company, the
likelihood that there is a high degree of innovation in this company is lower. If the degree of
isomorphism is lower in a certain company, the likelihood that there is a high degree of innovation
in this company is higher. However, when looking at organizations and the degree of isomorphism
they have, it is hard to say if an organization that has a high degree of isomorphism automatically
also has a low degree of innovation. This means that to check if there is a causational effect between
the two concepts, further research has to be done in different
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8. organizational theory Essay
Question #1
"Despite the economic progress brought about in part by scientific management, critics were calling
attention to the 'seamy side of progress' which included severe labor management conflict, apathy,
boredom, and wasted human resources to examine the discrepancy between how an organization
was supposed to work versus how the workers actually behaved. In addition, factors like World War
I, developments in psychology and later the depression, all bought into question, some of the basic
assumptions of Scientific Management." (Internet) This is where the Human Relations School steps
in. Its primary focus is the importance of attitudes and feelings of workers, while informal roles and
norms influence performance. "At the most ... Show more content on Helpwriting.net ...
To Mayo, this was not only the key to organizational success, but also the goal to achieving social
stability. He also viewed informal group processes as the promoting tool for social integration, as
well as stopping absenteeism, turnover, and discontent among employees.
Another important person at this time was Chester Barnard, who combined practical experience in
management and corporate affairs with a complex and sophisticated theory of organization and
human behavior. His focus projected from an emphasis on the organization to an analysis of the
nature of an individual. He placed priority on tension between the organization and the individual
noting that "...organizations are constructed for particular purposes, but they employ individuals
who may have widely divergent objectives and desires." (Jaffe, 74) Barnard noted that cooperation
was needed for the organization to work effectively and efficiently. He discussed in his book, The
Functions of the Executive, the relationship between incentives and contributions, and the need to
join these together to meet an equilibrium of some sort. He claimed that this system would satisfy
individuals and obtain contributions from them while at the same time making everyone happy. To
do this, he used distribution hoping to gain cooperative activity from the employees. The executive
needs to note that distribution can be good in one situation but
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9.
10. Organizational Knowledge Theory And Practice
Portfolio Project – Organizational Knowledge
Mike Meeker
ORG502– Effective Organizations: Theory and Practice
Colorado State University– Global Campus
Dr. Mike Lavelle
November 23, 2014
Organizational Knowledge Theory
In 2007, the worldwide volume announced that mergers and acquisitions (M&As) had reached more
than $4.74 trillion according to The Wall Street Journal. Despite their persistent acceptance, M&As
remain highly debatable (Muehlfeld, Rao & Van Witteloostuijn, 2012). The constant debate about
post acquisition performance repercussions of M&As (Rooney, Mandeville, Kastelle, 2013) points
to important questions as to whether and under what conditions organizations learn from past
acquisition experience. However, outside of operational backdrops, the effects of experience on
learning as well as their outcomes have proved more intangible. Multifaceted environments as
observed in typical corporate level executive and strategic activities prevent reinforced learning and
diminish the identification between current actions and observed outcomes (Finkelstein S,
Haleblian, 2002). Thus, it can take years to witness effective wisdom obtained regarding mergers
between large organizations (Muehlfeld, Rao & Van Witteloostuijn, 2012).
Abstract: Overview of Problem & Thesis
Davita transformed itself from an outpatient based and acute hospital dialysis provider to an
international healthcare organization. This has been accomplished through organic growth as well as
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11.
12. The Theory Of Organizational Behavior
In organizational behavior, there are many topics researched. Motivation happens to be the most
researched (Robbins & Judge, 2014, p. 96). According to Robbins and Judge (2014), motivation
includes the processes accounting for a person's intensity, persistence of effort, and direction toward
completing a goal (p. 97). The three concepts capturing the essence of motivation include hope,
action, and vision.
Pinder's (2008) findings explained the following: Hope is one of many energizing internal forces
that can arouse an individual towards action. Vision provides direction for the person's actions as
well as the sense of conviction and tenacity to persist when the going gets tough. Finally, action
itself is what brings about change in a person's circumstances, such as those of Dr. Frank O'Dea
when he realized that he would not survive long unless he radically changed his and, along the way,
the lives of countless beneficiaries in Canada and abroad (p. 3).
It is easy to discuss the different theories pertaining to motivation such as Maslow's hierarchy of
needs, theory X and theory Y, the two–factor theory, and McClelland's theory of needs (Robbins &
Judge, 2014). However, there is more to motivation such as the job characteristics model, work
motivation, and rewards used to inspire employees. Job design outlines the manner in which
elements of a job are categorized and arranged and how they decrease or increase effort. It also
suggests what the elements are. (Robbins &
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13.
14. Case Study Of DHL: The Organizational Theory Of MNC
In the beginning, DHL is strong industry firm which it innovative MNC. And it will apply many
views and theories to DHL case study. In the briefly, when took about Don Zimmerman theory, It
will took about bureaucratic which defined as" A bureaucracy is a form of organization in which
officeholders have defined positions and (usually) titles. Formal rules specify the duties of the
officeholders. Personality distinctions are usually discouraged by the rules."( Google.. Definition of
Bureaucracy. Available: http://economics.about.com/cs/economicsglossary/g/bureaucracy.htm. Last
accessed 17th May 2012.) There are basic concepts in the behavioral theory of the firm which
introduced by Cyert and March, whatever; there are variables that affected ... Show more content on
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(Google. decision. Available: http://www.businessdictionary.com/definition/decision.html. Last
accessed 14th may 2012.) Although it good to apply theoretical rules or in other meaning make a
decision with rationality, but in fact most managers interested in action and finally results not in
decision itself also sometimes peoples are not behave in rationally because many causes, the first
one, that people are not cleaver enough to behave rationally. The second one it is a common and
inherent characteristics and features of human being which are difficult to change them by training.
And the third one related to decision– makers information who have incomplete information or have
more those information which can human beings understand. Taking one action between several
initiating actions illustrate in simply a making decision. In the action perspective as away of
understanding organization behavior, initiated actions must incorporate three aspects which are:
cognitive aspect of decision which meant what the expectation of exactly actions that will take
place. Also motivational aspect to be makes motivated decision makers to take actions and the last
aspect is commitments to specific
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15.
16. Kurt Lewin's Theory Of Organizational Development
1.0 Introduction
Organizational development can be defined as any situation in which two or more persons are
involved in a common pursuit or objectives. (McLean, 2009) It is a process that applies a broad
range of behavioral science knowledge and practices to help organizations build their capacity to
change and to achieve greater effectiveness, including increased financial performance, customer
satisfaction, and organization member engagement.(Republic, 2012). Organizational development
also can be defined as a systematic process of unleashing human expertise which must be supported
by the top management. Organizational development is very important subject matter to the
organization. It is a strategy to enhances the effectiveness and of ... Show more content on
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(Ehrich & Hansford, 1999). If the mentee is one of the new employee, it is not possible for the HR
managers to know and understand his/her personality. This might cause the unrealistic expectation
from their mentor. Thus, it will affect the performance of the mentee because of the unrealistic
expectation and goal.
To the mentor, according to (Ehrich & Hansford, 1999), there are many potential concerns, for
example, do they have the capacities required? Are they to be rewarder? How will they be selected?
Other than these simple issues, those who are qualified and standout in the organization are already
burdened by other job or task. It must be considered, what if they been selected to be a mentor, can
he/she perform well? Is he/she able to engaged and commit to the new task given?
To the organization, the first main concern is about budget. It is unknown whether the cost to do the
program can be cover by the anticipated outcomes (Ehrich & Hansford, 1999). Other than budget
issues, it is also a main concern of the HR managers, commitment from both parties. The mentoring
program cannot be done if either one of the parties do not commit. It is a waste of time and budget.
4.0
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17.
18. Organizational Design : Management And Organization Theory...
Name
Professor
Institution
Course
Date Current business environments are complex due to imposed constantly changing organizational
settings. Much focus is on acquiring, motivating and above all retaining the human resources.
Employees create sustainable agility and competitive advantage.
An organizational design is the strategy or process of creating an organization's structure and mode
of operation. Organization structure is a framework of roles and procedures. An organizational
design usually develops a rational model of a formal organization but when it is implemented it is
normally referred to as informal organization, reason being the implementation differs from what
the rational design intended, hence the theory of contingency.
Managers may not be able to avoid contingency in management and organization theory.
Contingencies results from routines rather than from emergencies. Manager's way of handling
contingencies can be seen in the organizational design.
There exist three significant issues that should be managed according to contingency theory. These
are the environment, size, and technology. Contingency theory argues that organizations have
similar design if they are similar in technology and size, despite wherever they are in the world.
When an organization gets globalized, it is the organizational design that spreads multinational.
There are contemporary theorists that argue that there is a tendency towards organizations having
consistency in organizational
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19.
20. Organisational Theory Case Study: The Organizational...
Organisational Theory Project
Name: Darragh Mugan
Student Number:g00293790
Introduction
The case study which I have decided to choose is Ryanair. The company began in 1985 by
Christopher Ryan, Liam Lonergan and Tony Ryan the airline started with just 25 employees and 15
aircraft. In 1987 Ryanair purchased their first jet and began to fly to various destinations throughout
Europe. In 1990 Ryanair accumulated losses of £20 Million and Michael O Leary was made Chief
Executive of Ryanair. Michael O Leary wanted to make Ryanair a low cost airline which would
provide cheap flights throughout Europe and use a low cost leadership strategy. In 1995 Ryanair
overtook Aer Lingus and become Irelands Largest Airliner. Following years of success ... Show
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Michael O Leary uses a centralized management style in the company which is also used a
functional structure. The organisation structure of Ryanair is tall. As illustrated in my diagram
Michael O Leary is the CEO of Ryanair and he deals directly with the chief financial officer, head of
marketing, head of customer service, head of pilots union and all the other departments displayed in
the structure. A functional structure is a structure that groups people in different departments or
functions because they all share common skills or they can make use of the same resources. The
members of these teams working in these different departments become very skilled and become
more specialized within each function. My reason for choosing functional structure for Ryanair is
that there no real hierarchy in the organisation, this improves the channels of communication and
ensure there is no confusion. Michael O Leary makes the decisions in the firm and uses a very hands
on approach in the business by dealing with other managers in the business on a day to day basis. If
any problems are ever encountered Michael O Leary would deal with the problems internally. Staff
within the company are also matched with their expertise and assigned to a certain group such as
marketing, finance etc. A functional structure helps organisations to group tasks into functions to
increase their effectiveness in which the company will be allowed to reach their company goals such
as providing customers with cheap flights with excellent customer service. As Ryanair grows in size
there may well be more departments added to the structure as there will be more employees and
more roles and responsibilities to be
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21.
22. Organizational Theory
Organizational Theory – an introduction
Carl Borge–Andersen, Norwegian School of Management, Oslo
Introduction
This is article, section, 1 presents an overview of Organizational theory.
Definition of an Organization
" An organization is a social system that is consciously constructed to achieve specific goals".[1]
The term social system reflects the notion that there are groups of individuals working together.
Management organizes the group(s) which, will cooperate in reaching the organization's determined
and set goals. Thus an organization can be defined as: "a group of people, with individual goals,
who work together to achieve and materialize the organization's set, common goals within the frame
of their own goals and ... Show more content on Helpwriting.net ...
In figure 1 you will find a model describing the classical organizational principles of an
organization. During the lectures, these elements will be covered in detail.
[pic]
Fig1 The basic elements of organizations (Notes, HAS3260, Lecture 8 Organizing, Culture and
Design, Burton University)
Organizational Behaviour
Each organization has an individual organizational behaviour that can be described through the
organizational mix consisting of the five issues listed previously.
Organizational Behaviour can also be defined as:
How the members of the organization understand and interpret goals and guidelines for the tasks.
How the members choose to give priority to the different tasks How the members of the
organization solve the tasks
The term Organizational Behaviour can, based on the definition above, be divided into two central
23. elements:
people actions people attitudes
There is however an implicit presupposition that the actions and the attitudes of the organization
members are influenced and shaped by the organizations individuals, groups and leaders and by the
impact of the environment.
Organizational Behaviour can thus be said to consist of the following three main organizational
characteristics:
1. The Effect – the organizational structure impose on the organizational behaviour[6]
2. The Significance – the human factor impose on the organizational behaviour[7]
3. The
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24.
25. The Theory Of Organizational Change
Literature Synthesis The idea of change can alarm any system and lead to unexpected reactions from
the members associated with the system. As the change begins to be implemented, these
uncertainties intensify and can lead to crisis. This phenomenon becomes even more crucial when the
system involves an organization with leaders and those members with non–managerial
responsibilities. When change is being implemented within an organization by its leaders, the
consequences of it can be underestimated or ignored by them, resulting in crises and, eventually,
failure of the change efforts. In order for change to succeed, specifically in today's business world,
where organizations are constantly undergoing change at a fast rate, companies should educate their
employees in understanding and supporting change. Taking both organizational and employee
perspectives into account, Armenakis and Bedeian (1999) have reviewed major research
publications on the theory of organizational change from 1987 to 1999. To set a basis for selecting
from the vast number of the available material, their study was concentrated on those researches
focusing on the fundamentals of organizational change dynamics. The researchers acknowledge the
effect of the extent of their resource selection on the literature review outcome, stating that their
choice of subject area will provide a deeper understanding of the existing approaches governing
organizational change. In order to make their research manageable,
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26.
27. Applying Organizational Behavior Theory? Essay
Applying Organizational Behavior Theory
Ahmed Salman
Argosy University
September, 23, 2015
Applying Organizational Behavior Theory
Introduction
Organizational behavior entails the study of individual and also group performance and their
interactions and ability to work in groups. It aims at identifying major problems that affects
performance within the teams to work together, in a bid to develop a more efficient business
operation (Hiriyappa, 2009). It relies heavily on organizational cultures since they reflect how
organizations behave One major problem in the organization is the issue of appreciating diversity
within the workplace. Most employees and some management personnel see this as a threat and
therefore there cannot be efficient teamwork cohesion in doing projects. This may be due to the fact
that they have reinforcing homogeneity perspectives or color–blind perspectives (Prasad, 1997).
Leaders should try to make changes to this major issue since it affects operations where diversity is
required to achieve strategic goals. The organization should plan to change the mentality of those
rejecting diversity, to embrace Fairness perspective, access perspective, integration and learning
perspectives which will ensure a unison move to prosperity of the organization (Clements & Jones,
2008). The organization's vision requires diversity in place since diversity offers:
New and better opportunities, capabilities, skills and potential innovations to achieve goals
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28.
29. Organizational Theory Of Organizational Management
Organizational theory studies the various variables that influence the behavior of an individual(s)
working within an organization, but also, "prescribes how work and workers ought to be organized
and attempts to explain the actual consequences of organizational behavior (including individual
actions) on work being performed and on the organization itself." (Milakovich & Gordon, 2013,
p.145). Of the many approaches to organizational analysis, Classical Organizational theory has
been, even to this day, extremely influential by focusing on more formal concepts such as
bureaucracy, rationalization and scientific management. Although, over the decades organizational
management has taken on a more human relations approach to getting more productivity out of
employees, it is contributors like Max Webber, Fredrick Taylor, and Luther Gulick that laid down
the basic foundation organizational theories by recognizing the need for control and procedures.
Weber's bureaucratic approach focuses on the importance of hierarchy by putting great emphasis on
the use of rules, procedures and making impartial personnel decisions when managing. He put great
emphasis on the jurisdiction, explaining that work should be "divided according to type and
purpose" staying within the correct working unit just as the organization's rules and laws would state
(Milakovich, et. al., 2013, p. 146). A hierarchy would be established with a chain of command
clearly identifying a system of super– and
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30.
31. Organizational Theory
Organizational Theory
Angele Muhammad
February 5, 2014
Assistant Professor Darren Gil
Southern University at New Orleans
Abstract I will discuss the basis of an organizational theory as it applies to the criminal justice
system. I am discussing and giving a clear understanding of the criminal justice system as an
organization of a bureaucratic management system with hierarchies and processes of inputs,
processes, and outputs within one aspect of the criminal justice system i.e. police, within one city. I
will also discuss how New Orleans Police Department was created throughout history and what
organizational theory has been implemented. This is a brief history of the New Orleans Police
Department and why a bureaucratic ... Show more content on Helpwriting.net ...
After being admitted into the Union, New Orleans created a police force organization that resembled
a small army. The main reason for this type of policing was to control the slave populations that
outnumbered the white population.
Throughout the years the police force evolved and the New Orleans Police Department was created
in 1852. This allowed for a consolidation of independent police jurisdiction and was apart of a
reform of all city government levels. To create an atmosphere of internal honesty a hierarchy was
put in place to hold employees accountable and to crack down on local offenders of the law. This
organizational structure added to the control of employees and held the hierarchy accountable. With
the control, clear policy and procedures and consistency in organizing rules it helped the police
department to fashion a bureaucracy in action.
Conclusion
The Organizational theory of Bureaucracy management as explained by Webber, creates controls of
internal accountability that has levels of supervisory control. This is one aspect that to aid in the
processes of inputs and outputs that streamline the process from one criminal justice sector to
another. The New Orleans Police Department is an example of bureaucracy as an organizational
theory. As the
34. Application Paper : Organizational Communication Theory
December 2, 2015
Alethea Hong Chan
COM 314 Organizational Theory
Dr. Horowitz
Alethea Hong Chan
COM 314 Organizational Communication Theory
Dr. Horowitz
December 2, 2015
Application paper
Identified by consumers the most recognizable brand in the real estate field, Century 21 West Coast
Brokers is a real estate agency aiming to provide brand marks, generate people–oriented
organization, as well as communicative and innovative technologies. I work as an administrative
assistant as I create advertisements and perform marketing tasks in helping to lease and sell our
office properties. Working as a real estate administrative assistant, I am fortunate to have the
opportunity to interact with a variety of people at ... Show more content on Helpwriting.net ...
"In a very basic sense, we grow up learning about what work means" (Miller, 2014, p.121). Even
when similar background like this may be relatable, it is natural and necessary for me to go through
the first stage of socialization– anticipatory stage. Anticipatory socialization is the socialization
process that occurs before newcomers enter the organization. Going through job searching
processes, I am able to learn about Century 21 West Coast Brokers itself as a company, along with
its mission goals and core values.
As I apply for this specific job position, it is when I first learn about the requirement of my job
responsibility. I may be confused and worried that this may not be the right and best job for me,
because I still do not have a clear direction and feeling for what this job is going to be like. As
mentioned in the book, interviews are served as recruiting and screening tool, information–gathering
tool, and socialization tool. I am fortunate to have received a call for an interview where it has given
me an opportunity to see a realistic picture of the company itself as well as to ease my uncertainty
by asking questions during the interview. The second stage, encounter phase, occurs when I was
hired and began working at Century 21 West Coast Brokers. "Louis describes the encounter
experience as one of change, contrast, and surprise, and she argues that the newcomer must work
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35.
36. Comparing the Modern Organizational Theory and...
"Organization theory deals with the formal structure, internal working, and external environment of
complex human behavior within organizations. As a field spanning several disciplines, it prescribes
how work and workers out to be organized and attempts to explain the actual consequences of
organizational behavior (including individual behavior) on work done and on the organization
itself."(Gordon and Milkavoich, 147) It has been evolving for centuries on how should work be
done in the public administration and how the organization should be. "Research findings have
emerged about what motivates workers and how different incentives affect various tasks, employees,
and situations; and the environments in which they operate." (Gordon and ... Show more content on
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Improvisation is made inevitable in a situation where problems must be dealt with expediently and
on the spur of the moment. Taking into consideration the conflict between the Arabs and the Israelis,
improvisation is essential to running administrations. The formal theory such of Max Weber cannot
apply since its framework of rules and procedures are to ensure stability, predictability, and
reliability of performance; yet, with no stability or predictability in the environment these theories
only fall short of their expectations. Rational panning has already been pointed out a century ago by
Herbert Simon (1976) to be "bounded" by many factors such as: "skills, habits, and reflexes, values,
etc, which makes it impossible to achieve rational planning that is suited for the
situation…Moreover, rational planning does not have primary value in Israel's cultural
heritage. Survival in the Diaspora often depended on an ability to act quickly, with limited
resources, under harsh, changing, and uncertain conditions."(Sharkansky and Zalmanovitch, 2) With
endless terrorism, continuous war, and a population growth that shifts from month to month there is
the perpetual challenge to respond to each situation expediently and ingeniously. Even with the
scientific management organizational theory, the formal structure and rules, the highly centralized
top management levels, and especially the standardizing procedures would make policy–making
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37.
38. Overview of Organizational Theories
Organizational Theories Introduction Organizations have become important social institutions that
affect nearly everyone's life in one way or another. However, there are many different perspectives
that can be used in understanding these organizations. Theorists have produced many different ideas
about the best vantage point in which to try to understand how an organization functions.
Furthermore, it is important for leaders in the organization to understand these theories so that they
can tailor their own concepts and theories and the organizations in which they are members of. This
translates in the need for multiple perspectives to be used in the pursuit of understanding an
organization and how it functions. The more knowledge that is acquired from multiple perspectives,
concepts and theories, the greater will be your capacity to choose a better approach with regards to
the problems faced in your current company. Looking at the organization through different lens can
provide insights that could be missed otherwise. Multi perspectives can be based upon a set of
beliefs, assumptions, and knowledge of the world and these factors can affect how the organization
is perceived. It can also influence how researchers carry out their research and manage their
organization. Having the ability to view organizations from different perspectives can allow a
stakeholder to be able to tailor their approach so that they can choose what's best for their
organizations and the industries
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39.
40. Organizational Theories Of Change Within Human Organizations
Introduction An Organizations ability to survive and manage change has become increasingly
important in an environment where globalization and competition are more intensifying. In the mid–
20th century there has been increased attempts that apply to an organizational's theories of change
within human organizations. The first theory is concerned only with stability and equilibrium and
the control of negativity or feedback. Cao and Mchugh's (2005) system views many organizations as
interacting within the environment. The orgazational environment is set up of relationships that
relate to stakeholders or agents that factor beyond an organizations control. In dealing with a
phenomena comples, the syaste no longer sees the concept adequate.
This has led to the new theory which focuses on non–equilibrium, instability and the emergence of
new structures and patterns. Systems are considered self organizing or evolving in the complexity
paradigm. Contemporary organizations are pervasive with change and interdepencies can be either
drawn between the public or private sectors where similar environmental challenges. Many of these
changes have taken place in the economic and political environment. In order to help understand the
changes the better the management process more effectively, a more comprehensive and dynamic
change of management is suggested. By intergrating systems theories, complexity, the fluid process
of organizational change and the disruptive, organizational change
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41.
42. What Is Organizational Theory And The Key Procedure Worked...
The Quandong Community Health Service (QCHS). I am predominantly clarifying the idea of
Organizational Theory and the key procedure worked on the Quandong Community Health Service
(QCHS) .The QCHS is putting forth best administration in the advising in Health Service
Management in the territorial region. QCHS has its focal points like doing administration in local
territory and detriments likewise like absence of expert workforce and subsidizing. I might want to
clarify the vital choice on advising and structural association that needs to be taken so as to convey
the best administrations to the QCHS customers. Presently, QCHS framework is working on an
administration model. This implies clients who obliges directing administrations energy be alluded
by health awareness specialist or quality self allude to the administration. That incorporates
customers going to an introductory advising errand where the rostered admission guiding specialist
surveys the client needs. QCHS has it constraints despite the fact that working its administrations
effectively. The significant limit is the holding up period. At the same time at present it takes of 3
months former arrangement booking for interview and these holding up of customer 's was
relentlessly expanding from most recent 12 months furthermore holding up of 4 to 9 months for
their errand altering dates as well. In the event that if there is any critical prerequisite of discussion
the patients are seen by the administration staff
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43.
44. Applying the Lean Quality Theory in the Modern...
Part 1 Lean Quality Theory and Quality Theory In the modern organizational environment,
sometimes issues are so complex that a small change in design, manufacturing, or control can
impact the organization dramatically. Lean quality theory, sometimes called "flexible" theory or
"flexible" manufacturing, attempts to improve quality, customer service, and cost savings by taking
all parts of the process, using them interdependently, and then combined for the best results. It uses
highly trained (to the nth level) employees at every step of the process, incorporates the most
modern and efficient uses of technology, and requires a clear change in organization systems and
culture that focus on employee participation and accountability and a robust effort to focus upon the
customer. The process is continually evolving, and employees and management alike are trained to
attack waste and inefficiency; there is always room for improvement. Quality theory is more generic
it uses theory as a process management improvement method that works to improve the quality or
service of the product. It is a methodology that tends to operate on a variety of levels, depending on
that theory. Six Sigma, for instance, is problem focused and focuses on reducing variation; the
Theory of Constraints tries to manage constraints at each step of the process; while lean thinking is
flow focused and focuses on removing waste (Daft, 2008, 262–5; Nave, 2002).
Part 2 Development of Lean Quality Theory Lean
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45.
46. Situational Leadership Theory And Organizational Leadership
Situational Leadership Theory and Organizational Leadership
Why are some employees happier and more satisfied with their work environment than others? Why
are some teams within the same organization more productive than others? How can you get
subordinates to trust your decisions, readily cooperate with others and follow your lead? The answer
to these questions boils down to one thing; effective leadership. For our purpose, effective
leadership can be defined as the art of influencing individuals and groups to accomplish the goals
and objectives of the organization (Plunkett, Allan, and Attner, 2013). Effective leadership has a
direct impact on the motivation, or lack thereof, of employees and how they interact with others
within the organization. Followers will also act in ways that reflect their leaders example, whether it
is positive or negative. It is obvious that the leadership culture within our organization is ineffective
and employee productivity and morale has slipped to unacceptable levels. Because of our current
situation, the following information is presented to you, as managers and supervisors, as a guide to
help you become a more effective leader. There are many theories on how best to lead and motivate
employees, however, for our purposes, we will concentrate our study and efforts on the situational
leadership theories.
Situational Leadership Theory and The Leadership Culture
One of the ways we can improve our leadership skills is through the study
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47.
48. The Organizational And Management Theory Of A Startup Company
How our leaders will motivate
Our leadership style for our company is very supportive and achievement oriented. We will use a
process–based theory called expectancy theory to motivate our employees. Our leaders will
motivate by making sure that our employees have high expectancy, instrumentality, and valence.
This section will cover how we will keep these three elements high as a startup company and as a
bigger company.
Expectancy– To keep expectancy high with our employees we will make sure that our employees
have the proper skills, abilities, and knowledge about accounting before they are hired. Our
company will make sure that our employees have the right resources to get their work done and that
their roles in their team are clear to ... Show more content on Helpwriting.net ...
How our leaders will use Performance management to keep motivation high. In the previous section
we determined how our leaders will motivate our employees. The rewards we described before will
be based on Performance. In order to measure employee performance we will create a performance
management system. In the beginning, our company will use a dynamic performance management
system that will have the goal of ensuring that people are working productively and on the right
things. Our company will use this process to create a motivational work environment through 4
steps.
Step 1: defining performance expectations and setting company goals.
Our company would make sure that each employee knows what is expected of them by setting
specific and challenging S.M.A.R.T goals at the team level and the organizational level. These goals
will create an action plan that will motivate the employee by giving them direction and providing
challenges, while also giving them a clear line of sight in what they should be doing. These goals
will directly tie to the organization's strategy and operational plan.
Step 2: Performance monitoring and evaluation step.
Once a goal is set and it creates an action plan for our organization, our managers would start
monitoring and evaluating the progress being made toward the goal. We would do this as a way to
keep our goals front and center to our employees. This would be done through quarterly
performance
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49.
50. Organizational Theory and Designs
CHAPTER 1: ORGANIZATIONS AND ORGANIZATIONAL EFFECTIVENESS
1
PART 1: LECTURE OUTLINES
CHAPTER 1 ORGANIZATIONS AND ORGANIZATIONAL EFFECTIVENESS
TEACHING OBJECTIVES
1. To define an organization and explain how it creates value in three stages: input, conversion, and
output. (1.1) 2. To discuss why organizations exist and how they achieve goals collectively. (1.1) 3.
To describe organizational theory, how organizations function, and relate to organizational structure,
culture, and design. (1.2) 4. To show how organizational design helps a company gain a competitive
advantage, deal with contingencies, manage diversity, increase efficiency, increase innovation, and
effectively manage change. (1.2) 5. To illustrate the consequences of ... Show more content on
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PHAM HOANG HIEN
CHAPTER 1: ORGANIZATIONS AND ORGANIZATIONAL EFFECTIVENESS
To Economize on Transaction Costs An organization can reduce transaction costs and expenses
associated with negotiating, monitoring, and governing exchanges between people and can control
exchanges. To Exert Power and Control Organizations exert pressure on employees to conform to
task requirements through employment, promotions, and rewards. Employees who fail to meet
organizational needs can be fired. These factors create stability, allow skills to develop, and increase
value creation. Notes_______________________________________________________
_________________________
____________________________________________________________
________________________
____________________________________________________________
________________________
3
1.2
51. What Is Organizational Theory?
Organizational theory is the study of how organizations work and how they impact and are impacted
by the environment. Organizational theory relates to organizational structure, culture, and design.
(Fig. 1.4) Organizational structure is the formal setup of task and authority relationships. Structure
controls the coordination of activities and employee motivation to attain goals. Structure must be
continually evaluated. Organizational culture, a set of shared values and norms, shapes and controls
behavior in an organization. Q: What determines culture?
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52.
53. Organizational Theory and Behavior Essay
Organizational Theory and Behavior
Homework #3
October 9, 2007
What advancement barriers did Lisa encounter?
Although Lisa Weber was a highly qualified, ambitious analyst for the firm, she never had a chance
for advancement because of that glass ceiling. The idea of becoming a partner was always visible,
but never attainable because of the various obstacles she had to face. The same obstacles most
women face when trying to climb the corporate ladder.
Several barriers stood in Lisa's path of becoming a partner. One such barrier was the fact that even
though her credentials, commendations, and work ethic were extremely high, she was never
respected by the CEO, Michael Breyer, as someone who deserved to be on an executive level. His ...
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Lisa was a vital asset to the company. She brought in new business, her accounts were prosperous,
and her opinion was coveted on a daily basis by partners that she longed to be equal with.
What type of organizational policies and opportunities might have benefited Lisa and Pamela? One
organizational policy that would have benefited Lisa and Pamela is a zero tolerance of
discrimination, whether it is sexual, racial, age, or gender. Most companies today would not have
tolerated the way these women were treated. Not only because it is not right, but because of the
negative publicity it would cause if one of these women were to bring a discrimination charge up
against the company. One accusation of discrimination or harassment against a company is usually
the catalyst for whatever else may be hiding behind those closed doors.
What could the organization do to raise the gender consciousness of Michael Breyer and Lisa's male
colleagues? One thing the organization could do to raise the gender consciousness would be to do an
ongoing series of sensitivity training for all staff. Along with this training would be annual
assessment seminars that will teach people the different types of discrimination and harassment and
the steps they need to take when such a situation is posed upon them. In the Cancer center where I
am employed, women make up nearly 70% of the managerial and supervisory staff in all
departments. At the executive level they only make up
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54.
55. Drop Box Application and Organizational Behavior Theory,...
Part 1: Organizational Issue From its birth, Dropbox has been known for its light–hearted consumer
product, cutesy drawings on its website, and some may call it, immature attitude. It's not a far stretch
to say business consumers did not take Dropbox's mascot, an AK–47 wielding T–Rex riding a shark,
with a bald eagle on its back, seriously, which did not bode well for the company's future. It was
time for Dropbox to "grow up." Businesses needed to know that Dropbox could be "secure, scalable,
and great for complex teams" with a serious demeanor. (Constine) In response to this criticism and
the opportunity to grow its product architecture, Dropbox launched Business Dropbox in late 2012
and created the second massive growth period for Dropbox's workforce (200 to 500 employees in a
matter of months). Though the new software had many of the features the consumers of the business
world had been asking for, was it enough? It seems Dropbox cannot shake its immature reputation in
the eyes of business owners. Dropbox's main competitor, Box, has released a product similar to
Business Dropbox and, due to their serious business culture, has acquired many Fortune 500
companies including Procter & Gamble, MTV, and other large companies. Currently, Dropbox's
fun–loving, laid back culture is strong and loved by all employees, but the external environment,
mainly its business consumers, are not as fond. Business clients would like a feeling of security and
trust with the company they
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56.
57. Essay on Organizational Theory
This is a study to examine the background of various organization theories and their development
from the perspective of legitimacy and efficacy; to evaluate selected discussions regarding theory
development and various theories; to encourage the use of evidence based theory development and
to provide a look into the model and related theories that are created after looking at the existing
theories. While not rejecting the need for thorough testing of theories, I am simply looking into the
suggestion of theories and models for their worth. Only is that when we begin to thoroughly looking
into the application of the theories, that they can then be tested in conditions of their authenticity and
the level that they are useful. ... Show more content on Helpwriting.net ...
There are several new theories, models and extensions of existing theories out there that in the
future should be available to be presented for discussion and to be tested for the soundness in their
application ability (Miles, McKenny, Short, Davis, Wu). With this thought, we must start the
movement of progress for the organizational theory development so we can be prepared for the
beginning and use in the current changing environment of business. In using an evidence based
approach, we will begin to discover new approaches and expand the existing theories and current
models.
Research has shown that there have been several management and organization theories that have
been tested through the years and a lot of those were introduced as very sound and logical prior to
testing and were accepted by the majority of theorist. The finding of these theories and models
simply do not mean that there is a necessity in depth testing and validation for them to be measured
justifiable theories. There are theorists that have said that the incorporation of this theory creation
and testing is vital. With that said, all of the building and formation of new theories needs to be
evaluated so that an evaluation is feasible through sound and dependable testing. But with all of this
testing, several problems have emerged as theorist and researchers
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58.
59. Organizational Theory Essay
Andrea K. Rivers
ORG6503 : Organizational Theories & System
Instructor: Kathleen Henry
September 24, 2011
Introduction
The owner of Creative Colors has taking my advice regarding restructuring and downsizing the
company. The organization is now operating much more efficiently and has seen revenues begin to
climb in its retail stores. With the improving economic climate in the region and the growing
strength of the U.S. dollar compared to the Canadian dollar, the owner now sees an opportunity to
acquire a regional competitor, Art Depot, based in Vancouver, Canada. The Owner of Creative
Colors wants to expand the retail service capacity of Creative Colors by bringing Art Depot's two
retail stores (both located in Vancouver, ... Show more content on Helpwriting.net ...
I would suggest that they take a number of steps in providing the entire customer with these services
if they can put their self in the customer shoes and ask what it means to be this customer or what I
would feel like when i walk into a store for the first time and needed someone to help me. Ask
yourself what I expect for the worker. With that in mind the same thing I expect is the same thing I
should be doing in the art depot what do you expect from an associate? Whether they're coming in to
just peruse, make a purchase or even to return an item. Some other things the employee can do is to
drop whatever they're doing when your customer comes in because you have to keep in mind that
they are the number one priority to the business. Next something we may over look but the customer
won't and that is a Smile because that is sometimes the very first thing a customer would and should.
It also creates a warm and welcome first impression. By smiling it makes you approachable and that
is something an employee has to be. Your employees at the art depot need to use a welcome
message, greeting customer with a pleasing, upbeat voice and be consistent.
Building Blocks of organizational culture Patterns of interaction are typical behaviors, emotional
replies, actions, and interactions that transpire between employees in the workplace. They
sometimes happen with on any though put into it because it is based on the traits of the managers
and staff
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60.
61. What is Organizational Theory
Organizational Theories
Organizational theory deals with the study of the interaction of an organization with its environment.
Emphasis on organizational theories has over time changed from the stiff and hierarchical structures,
widespread during the industrial era to more broader and flexible structures prevalent in the modern,
technological era. In this regard, organizational theories have attracted serious attention. This post
focuses on three organizational theories of the 20th century and if or not they are applicable in the
21st century integrating organizational culture, structures, leadership and enabling technologies.
These are classical organizational theory, human relation theory, and contingency theory.
Classical Organizational Theory
Classical organizational theory originated in the first half of the 20th century. This theory
concentrated on formal organizations and ideas to increase efficiency in their management. This
theory merged together the scientific, bureaucratic and administrative theories. Relative to structure,
this theory was constructed on a hierarchical structure dividing workers based on functionality with
various reporting paths on every working unit. That is, workers report to their respective manager(s)
for their tasks as well as disciplinary matters. This theory puts the manager/owner of the
organization in total control over the workers. Furthermore, this theory employed enabling
technologies to increase efficiency. The classical
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62.
63. Situational Leadership Theory And Organizational Leadership
Situational Leadership Theory and Organizational Leadership
Dwight D. Eisenhower said, "Leadership is the art of getting someone else to do something you
want done because he wants to do it." Leadership is the art of directing others in the pursuit of
reaching a common goal or desired outcome. At the most essential level, a leader is a person who
inspires, encourages and directs others toward fixed goals. Great leaders are able to motivate their
team through the coaching, establishment, and setting of goals, providing and receiving feedback
and by offering them ongoing support. Although leaders set the team's course, by using proper
managerial skills, they are able to effortlessly and efficiently direct their staff to their objective. ...
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7). Leaders may choose one or more of several leadership models to help them address the strategies
they may need to help them make proper decisions.
Developed by Paul Hersey and Ken Blanchard, the situational leadership model, also known as the
life cycle theory of leadership, dictates that there is no lone best style of leadership, and that
leadership should be tailored to the skills, abilities, and occupational maturity of the individual
employee. Based on this theory, the most effectual leaders are those that are capable of looking at a
task or situation, take cues or other factors from it that may be a factor in completing the job, and
then adapt their style of leadership to fit the situation. The authors focus on three leadership models
that address contingency factors – situational leadership theory, contingency theory, and path–goal
theory.
Situational leadership theory is just what it sounds like, leadership that changes depending on the
current situation. Per Hersey and Blanchard (1977), this behavior integrates a leader's supportive
and directive behaviors. Hershey and Blanchard go on to suggest the following leadership styles that
may be adapted based on an employee's personality: directive (telling), coaching (selling),
supportive (participative), and delegating (leader) styles of leadership. Depending on the employee,
a manager can adopt one of these styles.
For the unmotivated, unskilled employee, the
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64.
65. Organisational Theory In Organizational Behavior
Sociology, psychology, communication, management, economics and human resource studies are
fields that comprise of organizational behavior. Within each of the theorists preferred model of
theory, their basis for conducting research is to examine how individuals and their behaviors
influence the environment. As evident by the available literature, each theorist uses modern
organizational studies in order to understand, control, predict, and explain some phenomenon based
on a particular need. In the 1900s, theories were formulated around production and economic goals.
In the 1960 and 70s, theories were heavily influenced by social psychology and quantitative
research and in the 1980s, literature then expanded to providing cultural explanations of
organizations with influences from psychology, sociology and anthropology, shifting from
quantitative to qualitative research as an acceptable method for conducting research.
The vast literature on organizational theory demonstrates that while there is no single way to
structure an organization, there are some commonly accepted general principles that can be
identified. For this particular literature review, my topic will focus primarily on the variation of
productivity and its influence in organizational theory as it relates to participant involvement,
motivation and decision–making.
Classical Model:
Organizational theory starts general and moves to specifics. Beginning with the classical model,
which its organizations operate
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66.
67. Organizational Behavior: Motivational Theories
1. Impact of Leadership Styles on Motivation in Periods of Change Contemporary theories describe
leaders according to their traits or how they use influence and power to accomplish their purposes
(Germano 2010), especially in times of change. These leadership styles and their impact are
autocratic, democratic, bureaucratic, charismatic, situational, transactional and transformational
(Germano). A leader who uses the autocratic style is usually appointed to the position, which is often
new to him (Germano 2010). He is high–handed and applies coercion in getting his orders done by
subordinates. He does not share their vision or win their loyalty and affection. He sees them only as
mechanical followers for whom he fells nothing. The followers, for their part, resent him and
patiently wait for his replacement or downfall or new employments for them elsewhere (Germano).
A bureaucratic leader leans completely on organizational policies and procedures and is quite
inflexible about them (Germano 2010). In the process, he overlooks opportunities to motivate and
develop employees in ways beyond stiff procedures and policies. He places greater value in them
than in people and resists complaints and suggestions from employees. While policies are not
inherently damaging to employee motivation, their blind implementation and adherence are often
counterproductive to employees. A bureaucratic leader in this sense is similar to the autocratic leader
in their failure to motivate and
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68.
69. Organizational Behavior Theory : Trait Theory
Organizational Behavior Theory:
Trait Theory
Michael Sinnett
MGT500 – Organizational Behavior
Colorado State University – Global Campus
Dr. Larry Key
September 24, 2017
Organizational Behavior Theory: Trait Theory
There are so many aspects that make up human behavior. For example, a person 's environment and
their genetics are a couple of aspects that make up an individual 's behavior. Therefore, it would
make sense that when you have a group of individuals together there would be just as many aspects
that make up the group's behavior as well. The study of individual behaviors within a group and how
the group interacts with each other is known as organizational behavioral theory (Howard, 2014).
There are many theories located ... Show more content on Helpwriting.net ...
These traits separate leaders from others within an organization (Colbert, Judge, Choi and Wang,
2012). Leadership traits were personality traits that early researchers tried define originally (Wynn,
2006). Even more recent, an article came out describing ten traits for innovative leaders which
included: excellent strategic vision, strong customer service, creates a climate of trust, and always
available to name a few of the traits (Business Mirror, 2014). Researchers are still looking for
specific traits identified to be innate to great leaders.
History of Trait theory
At the turn of the twentieth century, researchers suggested that there were specific personality
characteristics associated with individuals that were distinctive to a person that predisposed them to
better than others when it came to leadership position within an organization (Wynn, 2006). One of
those researchers was Ralph M. Stogdill. Stogdill proposed, like previous researchers in trait theory,
that certain personality traits a leader exhibited were observable and could be defined by others
(Stogdill, 1969). In 1969, Stogdill conducted research where he would use actors who would
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70.
71. Questions On Organizational Theory And Behavior
COURSE: ORGANISATIONAL THEORY AND BEHAVIOR
COURSE CODE: MGT 4020
INSTRUCTOR: DR. SIKALEI DAMARY
GROUP ONE INTERNET EXERCISE: ORGANISATIONAL CONTEXT: DESIGN AND
CULTURE
MEMBERS ID NO
GITATA IAN MWANGI 639068
MBEERA KEITH 641323
NDERITU SUSAN NJERI 636221
NJIGUA CAROLINE NJOKI 629067
OKUNA JOHN BEVAN 638330
WAINAINAAMANDA NKIROTE 638552
WANJIKU JANET WAMBUI 641102
1. Compare structure and culture of two or more firms in the same industry. Which would you prefer
to work for?
The two firms being compared were Google and Apple, both firms dominate the intersection of
technology and consumer access. In addition, they both compete across a huge range of sub–
industries such as computing software, hardware, operating systems, applications and web browsing
among others. However each firm takes a different approach from an organizational perspective.
GOOGLE
Google Inc. is an American multinational technology company specializing in internet related
services and
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72.
73. Organizational Theory Integrative Term Project: Concepts...
Organizational Theory: Concepts and Applications
Andrea F. Bass
Columbia College
Annotated Bibliography
Aslam, H. D., Javaid, T., Tanveer, A., Khan, M., & Shabbir, F. (2011). A Journey from
Individual to Organizational Learning (Exploring the Linking Bridge: Team Learning). International
Journal of Academic Research, 3(3), 738–745.
The article addresses the need to adopt knowledge retention initiatives and continuous learning
commitments amidst the challenges in today's business environment. This begins with the topic of
individual learning and further details the operational and procedural levels of learning, as well as
how learning is applied in the organizational context. The authors focus on how to effectively apply
the ... Show more content on Helpwriting.net ...
The authors focus on the need to identify the unique heritage and values that translate into the
organization's personality because of their belief that having a winning culture is as important as
well–developed strategies for organizational success.
The authors note that it might be necessary to perform a cultural audit, in order to see where the
organization falls short and to expose how these weaknesses are preventing the company from
realizing its strategic goals. The need to promote cooperation across different levels of the
organization, along with changes to the organization structure, will drive the changes needed to
maximize the development of a winning culture.
Miller, F. A. (1998). Strategic Culture Change: The Door to Achieving High Performance and
Inclusion. Public Personnel Management, 27(2), 151–160.
Miller's review identifies the need for cultural diversity in organizations as a means of strategic
culture change, which he argues ultimately, promotes inclusion and high performance. He details
that organizations need to focus on the maximization of their workforce. This translates to the
elimination of any diversity barriers that have been formed in the organization, which could prevent
management and employees from committing to a fundamental change of the organization's
structure, activities,
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74.
75. Organizational Systems Theory And The Macro System
Organisational Systems Theory
The macro system is the most prominent and significant theory. The macro system consists of all the
variables in any society. Bronfenbrenner (1979) described the macro system as, "The macro system
refers to the consistency observed within a given culture or subculture in the form and content of its
constituent micro–, meso–, and exosystems, as well as any belief systems or ideology underlying
such consistencies" (p. 258). The macro system consists of the following six super systems,
globalisation, government, economy, family, religion and media. These six super systems all
influence the daily life of individuals and contribute to the incidence of drug use in Australia.
The government needs to try to control the incidence of drug use in society. There needs to be more
legislation against the use of drugs and harsher penalties for those caught using drugs. Globalisation
has caused changes in the economy, with changes in trade, money and the mixing of cultures. With
the changes in the economy it has made it harder for some people to survive, as almost everything
has had a dramatic increase in price. This has caused people to turn to dealing drugs to make money
and also turn to using drugs to feel less stress and worry.
Ludwig von Bertalanffy, an Austrian biologist, was the founder of general systems theory.
According to Robbins, Bergman, Stagg & Coulter (2008) a system is defined as, " a set of
interrelated and interdependent parts arranged in a
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76.
77. Organizational Theory and Practice
Organizational Theory & Practice Introduction
Previously people were less interested in an organizational culture. Cultural perspectives were not
really important. When it comes to cultural change, leaders used to take an action at the end, at the
time where company was facing bankruptcy, and they were not succeeded. Unlike now, culture is
significantly important aspect in an organization. It shapes how people think and behave. Once an
employee gets hired, firstly he or she tries to identify existing culture. This is important for a new
employee because he or she will be able to adopt themselves to the new environment. On top of that,
the practice of cultural change has become different. Leaders now, start changing an organizational
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The personality of the organization.
A powerful force that can provide an engine to achieve market success or an anchor pulling the
organization down towards failure.
The environment which is resulted from the interaction between employees in the workplace
The life experiences, strengths, weaknesses, education, upbringing and so on of the employees.
Walk the talk. Say what matters and do it consistently.
The unique whole, the heart and soul, that determines how people will behave.
The collective programming of the organizational mind which distinguishes the members of one
human group from another.
Question 2
How do you identify 'culture' in an organization?
When one talks about culture, we think of something that we actually cannot see, the environment
which surrounds us in particular organizations, behavior of the people in organizations, the rites and
rituals of the companies, the climate of the companies, and so on. These are all manifestations of the
culture, but none is the culture at the level where culture matters. A better way to think about culture
is to realize that culture exists at different "levels" where it helps to determine strategy, goals, and
models of operating.
Culture exists at three "levels". (Schein, 1999). They are:
Level One: Artifacts
This level is the easiest to observe: what you see, hear and feel as
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78.
79. The Theory Of Organizational Learning And Performance...
Introduction With the changing economic climate and the notion of a global market, corporations all
over the world grapple with the idea of management learning as it relates to performance
management in an effort to remain competitive. Hall and Rowland's article explores these ideas in
great detail that are rooted in a fifteen–year research project. I will analyze their research problem,
purpose of the study, research question, method of research, significance of the study and its global
implications, research findings and finally the relevancy of findings as it relates to my experience in
my current corporation.
Research problem Hall and Rowland (2012) re–evaluate the supposition of organizational learning
and performance management as it relates to reward within corporations (Hall &Rowland, 2012).
The theory of Organizational learning has been an area of study for several decades, in fact, the
notion was first asserted in the mid nineteen fifties with Simon (1955). Since then, scholars have
studied and documented the theory many times over creating rich literature that indicates evidence
of "... learning to organizational effectiveness" (Hall & Rowland, 2012, p. 342). According to Hall,
and Rowland (2012), there is no strong accounting of this notion evidenced in performance
measured by corporations (Hall & Rowland, 2012). Purpose of the study Moreover, the motivation
behind the study was twofold. First, to understand if there were any changes in the results which
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80.
81. Organizational Theories Of Organizational Theory
ORGANIZATIONAL THEORY
Organizational theory studies various organizations to identify the patterns and structures, the
organizations use to sort out the problems they face, to maximize their efficiency and productivity of
goods or services they provide, and meet the expectations of stakeholders. Organizational theory
then uses these patterns to introduce standard theories of how organizations can do their best. It
includes the study of behaviour of groups and individuals working in an organisation as well.
Therefore, organizational theory is used to learn the best ways to achieve its major goals.
TYPES OF ORGANIZATIONAL THEORIES CLASSICAL ORGANIZATIONAL THEORY
TAYLOR'S SCIENTIFIC MANAGEMENT APPROACH "Scientific management means ... Show
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There should be an equal division of work and responsibility between workers and managements.
Managers should work almost side by side with the workers helping and encouraging them. This is
called 'paternalistic style' of management, whereby the employer takes care of the needs of the
employees.
4.) Development of each person to his/her greatest efficiency and prosperity:
To increase efficiency each and every person should be scientifically selected and the work assigned
should suit his/her physical, mental and intellectual capabilities. They should be given the required
training to learn "the best" method to perform their job. Efficient employees would produce more
and earn more. This will ensure their greatest efficiency and prosperity for both company and
workers.
5.) Maximum, not restricted output:
Continuous increase in production and productivity is another basic principle of scientific
management. The aim of both workers and management should be to maximize output. This is in
the interest of all. Increased output means lower cost of production and more profits. For workers,
increased output means can provide better wages and other benefits.
Even though scientific management was considered background in the 1930s, it continues to make
significant contributions to management theory today. With the advancement of statistical methods
used in scientific management, quality assurance and quality
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