Organizational Systems and Style - Essay Example

Download file to see previous pages It was majorly used to focus on company improvement, expected future changes, procedures during acquisition or a merger of departments and basically how to go about the proposed plan to improve the company. It is based on seven elements that are grouped into two, the hard and soft elements. The hard elements include strategy, structure and systems while the soft elements include skills, stuff, shared values and style. Strategy refers to the plan used to create and maintain the lead over other competitor in the market while structure is simply how the framework of an organization works. The staffs are employees of the organization while the skills refer to the competences of the organization. It is worth noting that organizations use external factors to gauge their relevance and achievements while others use internal factors. Both of the approaches are important since they are supposed to be complementary for the organization to optimize its goals and targets (Alvesson, 2002). In other words, coming up with relevant strategies requires a dynamic and well informed team. This may not be effective if the organizational style used to implement these strategies is not supportive. The staffs also need to buy the vision and the goals of the organization so that they can accurately deliver. This can happen without a motivated workforce with includes good remunerations and strong values that govern these employees. Again the style here is of great importance if this is to be of ultimate gain to the organization. The values simply refer to the culture in the organization. In reference to Alvesson (2002), culture is a pattern of basic assumptions. Among the employees of every organization there are distinct ways of doing things. This is propagated through the ‘generational influence’ among the staff. When new staffs are hired, they have to learn these values subconsciously since that is the culture in the organization. We must ask ourselves this question. What will happen if the culture of the organization leads to stagnation or even hampering of its intended results? This calls for stuffs with a different approach. In that case we need staffs who can think outside beyond the challenges, i.e. individuals who can influence the culture so that it can lead to a goal oriented approach. Sometimes changing the culture is not hard in comparison with coming up of a procedure of changing it. The organizational system should be designed in a way that it leaves room for improvement to the shared value if need be. Strict and stubborn systems can easily lock out new and fresh ideas leading to stagnation or deteriorating of an organization. This, however, calls for caution since the shared values upon which the organization was founded should never be entirely lost unless the organization wants to redefine itself. The staffs are very instrumental in propagating the goals of an organization. Arguably, the staffs are the image of an organization. When one talks about the culture, it mainly refers to the staffs, and, more importantly, how they implement the shared values of an organization. This touches on the leadership too. The system used becomes important. The system manages the culture of an organization in most cases (Alvesson, 2002). This author argues that the flow of ideas should be clear swift and effective. It is tragic to have a staff that is not goal oriented. This is because it reduces the impact of the organization. There are few reasons why this can happen when the staff is out of ...Download file to see next pagesRead More