Holographic Design Building - Essay Example

Organizational reality is linked to the understanding of the uncertainty of the organizational environment by the key executives and their ability to drive the organization in a particular direction (Stacey, 2010).

It is through a systems thinking approach that (Senge, 1990) invites organization members to see their organizational reality and help co-create a learning organization.

The concept of a learning organization is taken to the next level by a particularly organic approach to systems thinking (Hämäläinen & Saarinen, 2008). This emergent approach is called the Holographic design of an organization. The principles of Holographic design (Morgan, 2006) are used hereunder to conceptualize the organization from a holographic perspective.

The first principle of holographic design represents the incorporation of the vision and values of the whole organization into individual parts. The principle directs organizations to integrate the above values into a corporate DNA and achieve a networked intelligence structure. The structure so achieved has an inherent ability to duplicate itself. Wherein teams with holistic visions of the organization are created. The x organization can achieve a collective sensory perception of the vision and values and enable its employees to see things in individual and collective gaze as one.

The second principle of Holographic design underlines the importance of redundancy in the processing of organizational information and the design of skill sets and the work of the team members. The X organization can enable and encourage its employees to help discard old thinking systems and bring in fresh approaches and thought processes.

The third holographic principle emphasizes the requisite variety in the sense that the internal complexity of an organization should align with the external variety. The X organization shall foster the inherent variety of ideas and capabilities of the members of the organization to match that of the external environment including the competitive as well as socio-political forces affecting the organization.

The fourth Principle of Holographic organization design calls for minimum specifications and instructions to and not more than what is required. Organization X should try and do away with lengthy operations manuals and detailed instructions for the employees. The meetings should be brief with a focus on the agenda which in itself is a bare minimum. The aim is to create an autonomous environment enhancing and better decision-making at the staff level.

The fifth principle of holographic design finally arrives upon the need and importance of inculcating a learning attitude amongst the organization members. Organization X should focus on the evolution of the learning process and thus the evolution of the organization by encouraging individual and collective learning through knowledge sharing and giving space to learn through mistakes (Ackoff, 2006) to the employees and this will help organization X become a learning organization.