The Various Theories of Organization - Admission/Application Essay Example

The work of the various theories of organization is to create some insight within the learners to understand how organizations operate. The idea is to use what one is familiar with in order to understand the new concept or idea that a theory advances. The ideas and facts that people take for granted can be useful in understanding the framework under which organizations operate. It is due to these, that various metaphors are in place to understand the image of organizations. These metaphors include machines, organisms, brains, culture, psychic prisons, and instruments of domination, flux and transformations as well as political systems. These metaphors come with varying concepts and it is such concepts which are used to make comparisons between the organizations and the metaphors. What are some concepts associated with the brain metaphor in organizational imagery? What are some examples of organizations that reflect the brain metaphor? How do these organizations apply brain metaphor concepts? Please have some examples. The brain metaphor in organizational imagery asserts that an organization operates in the manner in which the brain works. Various concepts associate with this type of imagery. Some of these concepts are feedback. Just like the brain receives feedback so does an organization, which operates with the brain metaphor. Feedback helps the organization to improve on its operations. Another concept is that of networks. The brain has a diverse network in the body and an organization using the brain imagery should also have an extensive network within its operations (Morgan, 2014). The other concept is that of parallel information processing which ensures that different units or departments process information which is useful for the overall goal of the organization just like the various parts of the brain function. The other major important concept is that of distributed control in such organizations. In these organizations, control is not central but distributed within the organization so that different units can work independently without interference from other quarters in the organization. Examples of organizations that exhibit brain metaphor Some of the major world companies that practice brain metaphor include Best Buy where the different departments such as the geek squad and the marketing team work independently thus showing distributed control. IBM is yet another major organization where the brain imagery is present. In this company, there are feedback mechanisms on the products they produce and a further improvement on the same is a possibility. The various departments within IBM work together to advance the sales of the computer machines that they produce as a company. The sales and marketing team work as a network with the innovation department in promoting their new products in the market. Within your dissertation area discuss two paradigms as well as two metaphors that have occurred? Do one past and present; but make the other focus on the future. That is, for either metaphors or paradigms, discuss what a future characteristic will likely be? Please have some examples Two paradigms that have occurred in the functionalist paradigm in which an assumption that the world creates a regulated state of affairs and that of radical structuralism, in which the society is viewed as a dominating force over individual interest. The functionalist paradigm is not common today since the definition of roles is no longer a prerogative of the society, but a decision made by an individual or forces, which are beyond the control of an individual. Such control may mean that the role of the individual in question in an organization setting does not conform to the wishes of the person yet the person has to perform them. The state of affairs is no longer regulated by the world, but is controlled by few influential individuals. Radical structuralism paradigm asserts that reality emanates from intrinsic factors and opposing viewpoints leading to radicalism in the world. This paradigm is common in the society as it looks at how those with power tend to influence issues in order to deny radicalism a chance to bring change in the world. The power influencing individuals work extra hard to ensure that they maintain their domination in the world (Pfeffer, 2013). The two metaphors in organizations include organism and political systems. In organisms, the concepts of different elements differentiated yet integrated is of a great importance. These elements normally attempt to live within a wider perspective and contributing to the same life. This metaphor has a great future within an organizational setting because it takes a look at the interrelationship between the organization and the environment. The survival of an organization depends on the good relationship it has with the environment and so just like an organism and the various elements that constitutes it, the environment is vital for the growth of an organization. Political system metaphor impresses on the backdoor dealings within an organization. It is interested in the various alliances, conflict management and at times even the leaders in the organization. This metaphor views organizations as political groupings where individuals have competing interests and there is a lot of power struggle between the leaders in the organization which affects even the way employees behave towards their leaders. This metaphor has no place in the current organizational setting since most organizations nowadays have an elaborate decision making process, giving room for a thorough consultative process, thus no specific interest benefits at the expense of the other (Shani, 2011). Define and discuss mechanistic and organic organizations. What are some examples of mechanical and organic organizations? What are the differences between these types of organizations? Provide examples that support your perspective. Organizations which are highly hierarchical and bureaucratic in nature are normally mechanistic organizations. In these organizations, there are a lot of formalities and procedures in place. The authorities in these organizations are centrally placed within their operations. In such organizations also it is common to find various departments with specific functions and activities. Examples of mechanistic organizations include universities and colleges which have strict rules and procedures. Organic organizations are those that have a decentralized authority with both formal and informal processes and procedures in place. The various departments in such organizations work hand in hand and knowledge resides in departments where it is most useful. The interactions and communication processes in such organizations is flat and horizontal in nature (Godwyn and Gittell, 2012). Examples of organic organizations include Google cooperation and IBM where communication is flat and authority is not central. The two approaches to organizational management have differing points. In mechanistic organizations the employees work in a specialized setting and separately in distinct tasks while inorganic organizations, the employees work in joint specialization setting thus coordinating their tasks in the process. In mechanistic organizations, there are simple integrating mechanisms. The hierarchy in these organizations is well defined while inorganic organizations, the integrating mechanisms are complex and are a subject to the various teams and task forces that work together as teams. The decision making process is highly centralized and the highest organ makes the decisions in mechanistic organizations. Inorganic organizations, the decision making process is flat and lateral. The communication process is highly delegated and informal in most cases. Choose two influential members of the organization in which you work or other organization you know well. Use the three variables (uncertainty, centrality, and substitutability) described in Hickson, Hinings, Lee, Schneck, and Pennings (1971) to characterize their power and influence in the organization. Please have some examples.  In my organization, the two most influential members are Mr. Dickins, the chief operations officer and Miss. Amanda the procurement manager. These two individuals wield a lot of power and influence in the operations of the organization. The organization cannot carry out any function that they do not approve. It is necessary that all departmental heads before transacting any business behalf of the organization seek their approval. The procurement manager has to approve the acquisition of all items by the various departments and the chief operations officer has to accredit such items as those that add value to the organization. In terms of uncertainty, the two wields power since the procurement manager looks at the monetary value of items as per the budgets that the various departmental heads come up with. She then decides whether the item is of the stated amount or there is a way of providing a cheaper item, thus erasing the uncertainty. The chief operations officer on the other hand gives the organization the direction on how the item is valuable for efficiency in the organization and general operations (Bacon, 2011). In terms of centrality, the activities of these two individuals are central to the daily running of the organization. The value aspect and the quality of the activities in the organization of the core work of the organization. It is vital that all items that the organization acquires are of value to the organization and at the same time provides value for the money that the organization spends. The inflation of item prices leads to loss for the organization, thus the work of procurement officer is vital. These two people have crucial and central roles in the organization, thus give them a lot of power and influence (Clegg and Dunkerley, 2013). Substitutability on the other hand means that the two cannot be easily substituted in the organization. Their positions do not allow for constant change as this would destabilize the operations of the organization. Getting someone with such skills in procurement and operations from time to time is normally not an easy task and at the same time changing such employees would mean that an organization loses on the grasp of the market. Conclusion Organizational imagery is important for one to understand the various operational mechanisms that an organization puts in place. At the same time the concepts that come with such metaphors are very important. There are various paradigms and metaphors useful in organizational learning. Some of these paradigms have a future while others are obsolete. It is thus necessary for organizations to assess and adopt the useful paradigms and metaphors. Finally, power and influence in an organization come from various sources. The three main sources of power and influence include uncertainty, centrality, and substitutability. It is vital that employees and even organizations understand these sources so that there is no interference with the operations of the organizations. References Bacon, T. R. (2011). The elements of power lessons on leadership and influence. New York: AMACOM American Management Association. Clegg, S., & Dunkerley, D. (2013). Critical issues in organizations. London: Routledge & K. Paul. Godwyn, M., & Gittell, J. H. (2012). Sociology of organizations: structures and relationships. Thousand Oaks: Pine Forge Press. Morgan, G. (2014). Images of organization (Repr. Ed.). Thousand Oaks: Sage Publications. Pfeffer, J. (2013). Managing with power: politics and influence in organizations. Boston, Mass.: Harvard Business School Press. Shani, A. B. (2011). Research in organizational change and development. Bingley, U.K.: Emerald. Read More