Organizational Analysis - Elements and Concepts of an Open System - Essay Example

?Bolman, L.G. & Deal, T.E. (2002). Bolman and Deal’s Four Framework Approach. Retrieved from http www.scribd.com/doc/40758273/Bolman-and-Deal%E2%80%99s-Four-Framework-Approach This article summarized the main points of Bolman and Deal’s Four Framework. The Structural Framework values productivity gains and asserts that classrooms and schools can work more efficiently and effectively, when rules and roles are clear to all stakeholders. The Human Resource Frame emphasizes the value of individual motivations to organizational effectiveness, and to satisfy these motivations depends on nurturing relationships and environments. The Political Frame recognizes the power play within and between institutions. The Symbolic Frame believes that schools produce symbols to create commitment and meaning. This article is important, because it describes different forms of leadership. However, it does not consider that some school leaders may be integrating these different frameworks. This source is important to my field of study, because it will help me analyze and prescribe the best frameworks for different goals and conditions in the Training and Doctrine Command. Managementhelp.org. (no date). What is an open system? Retrieved from http://managementhelp.org/misc/orgs-open-systems.pdf This article describes the main elements and concepts of an open system. An open system is a system that interacts with its external environment through feedback processes. Some of the important components of an open system are inputs, processes, outputs, goals, assessment, and learning. This article is a good source of the basics of an open system, but further research on its real-life applications is needed to understand its strengths and limitations further. This source is important to my field of study, because I want to know how the Training and Doctrine Command works as an open system and what can be done to exploit the advantages of this system. I also want to learn the issues with an open system, especially in how the external environment affects the internal system. Nadler, D.A., & Nadler, M.B. (2000). The Congruence framework - a roadmap for understanding organizational performance. Mercer Management Journal, (13), 4-10. Retrieved from http://www.oliverwyman.com/deu-insights/MMJ13-OrganizationalTrans.pdf Nadler and Nadler (2000) argued that the congruence framework analyzes the roots of organizational performance. They described that it is not a prescriptive model, but an analytical framework that helps leaders understand the interaction between social and technical factors that affect the performance of each organization, so that people can design and execute their own solutions to their organization’s distinctive performance problems. The strengths of the article are its explanation of the components of the congruence model and its application of the model on the Harley-Davidson’s case. Its weakness is that it was not tested empirically using other companies and industries. This source is important to my field of study, because it will help me analyze the best way to implement large-scales changes to the Training and Doctrine Command. McLeod, S. (2007, June 25). Bolman & Deal frameworks. Big think.com. Retrieved from http://bigthink.com/ideas/bolman-deal-frameworks McLeod explains the Bolman & Deal frameworks. These frames are different on their main beliefs about schools as organizations, and the means in achieving their goals. The strength of this article is that it underlines that it is possible to use all frames in understanding and resolving school problems and in implementing organizational changes. It is not an academic source, however, and it will help to do more research on these frameworks and how they are actually used or changed during design and implementation changes. This source is important to my field of study, because I am interested in knowing different ways of analyzing issues in the Training and Doctrine Command and in determining the best leadership approaches. Bolman & Deal frameworks present interesting aspects of leadership, including power and symbolism, which are part of existing leadership styles in the Training and Doctrine Command. Mindtools.com. (no date). The McKinsey 7S Framework. Retrieved from http://www.mindtools.com/pages/article/newSTR_91.htm This webpage explains that the McKinsey 7S Framework can help understand how well an organization is poised to attain its objectives. The main assumption of this model is that there are seven inner facets of an organization that must be coordinated, if it wants to be successful in achieving its goals. This article’s strengths are that it provides the conditions, where the framework is applicable, and it ascertains the interplay between hard and soft elements of management strategy. Like other resources from the web, it needs additional academic research that can enhance its credibility. This source is important to my field of study, because I believe that McKinsey 7S Framework will be helpful in improving the performance of Training and Doctrine Command. Uky.edu (n.d.). System theory (Power Point). Retrieved from www.uky.edu/~drlane/orgcomm/325ch04.ppt   This is a PowerPoint file on Systems Theory. The Systems Theory believes in the role of synergy and interdependence to organizations. It compares an organization to an organism, instead of a machine, like classical theories on organizations did in the past. The strength of this presentation is that determines the benefits of the Systems Theory. It does not provide detailed information though. This source is important to my field of study, because it will help me apply systems thinking to the Training and Doctrine Command. It provides preliminary ideas on what systems theory is and how it can shape organizational behavior and outcomes.  University-essays.tripod.com. (2010). McKinsey 7S Framework. Retrieved from http://university-essays.tripod.com/mckinsey_7s_framework.html This article provides more information than Mindtools.com in describing the components of the McKinsey 7S Framework. It realizes that changing the culture and handling the staff resistance to changes are some of the “soft” factors, but they may be the greatest challenges during the implementation of organizational changes. The strength of this article is that it provided its sources, while it is weak in providing empirical support for the relevance of the McKinsey 7S Framework to different organizations. This source is important to my field of study, because it will help me learn more about the McKinsey 7S Framework. It gives information on how I can use it for analyzing the changes needed to improve the performance of the Training and Doctrine Command.  12manage.com (2011). The 7-S Framework. Retrieved from http://www.12manage.com/methods_7S.html   This article asserts that the 7-S Framework is helpful in organizing organizations more effectively, because it considers the diverse soft and hard factors of organizations. Its strength is that it indicates the connection between the 7-S Framework and treating organizations as open systems. Its information is too summarized, however. It is a good source for students who already know what the 7-S Framework is and wants a basic summary of its features. This source is important to my field of study, because it made me realize the connections between the 7-S Framework and open systems. Read More