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Students learn about organization theory not only because it is a must, but because they acquire the skills essential for theorizing. For example, students examine themselves once in a while and this allows them to form ideas and expectations that are likely to motivate them to theorize. It is a process that would not work when there is no training. Most students would also not care to take it seriously, if it were not a requirement. Hence, because it is a requirement, a student has to train and learn everyday about organization theory. Moreover, it ensures that their theorizing skill gets refined, resulting to students with accumulated body of knowledge.
The other purpose is that it guides research (Professor Kelsey, 2012). To researchers, knowing how to learn and apply organizational theory allows them to adopt a positive view of an organization. A view that is less mechanical. For this reason, researchers carrying out surveys on organizations pay more attention to the staff members, seeking to establish how human satisfaction functions in an organization.
Organizational theory informs practice in three different ways. The first way is that it forms a frame of reference. Application of organizational theory in organizations, allows members of an organization to take note of how the political and human resource flames relate to them. For instance, the human resource frames in an organization reflect on its management and the political frames show its leadership relations (Nelson & Quick, 2012). The theory allows leaders to understand the nature of organizations, which in turn allows them to know how to deal with certain organizational situations. Such knowledge allows the leaders to know how to manage the organization most effectively.
The other way that the theory informs practice is that it acts as a guide to reflective decision-making. Correctly applying organizational theory influences the behavior or the people applying it
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