How Modernist and Postmodernist Theories Contribute to Understanding of Organizational Culture - Essay Example

Organizational Theory Name: Professor: Institution: Course: Date: Organizational Theory Power, Organizational structure and organizational culture are dynamic fields and extremely complex as far as studying various concepts regarding an organization is concerned. The best way to understand these organization dynamics is through the lenses of different theoretical perspectives and how they contribute to the different ideas regarding organizational structure, culture and power. This paper seeks to address the modern and the post modern theoretical perspectives within the scope of an organization. To begin with, it is crucial to understand what is meant by organizational culture, organizational structure and power before assessing them in light of the modernist and post modernist theoretical perspectives. Organizational culture implies to the norms and values shared among the people or groups within an organization. It is the culture that is practiced within an organization that shapes interactions between members of organization as well as with the outside world (Baron, Robert and Jerald 2005, p.45). Therefore in regard to organizational there are certain standards of behavior that should be achieved by its members if the set goals and objectives are to be achieved. Power simply implies to the ability that an individual or a group may have to influence actions of others including emotions and thoughts. Mostly power is viewed as a structural phenomenon whereby its existence is based on unequal relationship of among or between individuals in an organization. The implication is that for power to exist there must be a party that depends on another. From this understanding of power it is thus a sense of authority that results from a position in the set up of an organization. Lastly, Organizational structure Implies to the hierarchical positioning of the lines of communication, duties, rights and authority within an organization. It is the structure of an organization that establishes how various assignments are made in an organization in relation to responsibilities, power and roles of individuals. It also governs the control processes, coordination and the flow of information between the management levels in an organization. Structure is dependent on the strategies and objectives set by an organization. The modernist perspective takes an objective approach to the ideas of power, structure and culture within an organization. The belief demonstrated from the perspective is that of those living in a certain reality its existence is independent. Basically the understanding presented by the belief is that there is always something in existence regardless of whether one has knowledge that it exists. From this point of view the focus is placed upon an organization being the independent objective. The perspective asserts that power within an organization should be modified in such manner that there is increased effectiveness and efficiency among the working of employees (Bolman and Deal 2008, p.77). Additionally the exercise of power should result to positive outcomes from the assessment of objective indicators of the level of performance as far as the culture within the organization and structures are concerned. In relation to the modernist perspective there exist two aspects in vie w of what reality is. They include ontology and epistemology. Ontology involves what individual assume about he reality. The question in place is usually whether there exists a reality of objectivity or rather whether the idea is just that of subjective nature in the minds of people. In an organizational set up people have the understanding of the daily routines, culture and control within the organization as something that is usual. Rarely is it questioned whether there is some reality connected to these aspects. Therefore from the ontological perspective the matters of culture, power and structural phenomenon of an organization exists as just a mere illusion. On the other hand Epistemology perspective is concerned with identifying ways of trying to know more about a reality. It largely concerns matter of knowledge seeking to find out what should be the representation of reality. Its contribution to the understanding of the ideas of power, culture and structure of an organization is presumed to relate to the discovery of what actually happens in an organizational set up through the measurement of behavior in an organization by applying scientific methods as well as categorization. The application of scientific approach in the process assessing the behavioral and cultural perspectives in an organization is what brings forth the entire of concept of scientific management. The modernism perspective favors the process of coming up with universal laws to govern organizations and how power is effected through the hierarchical positions as well as the development of organizational structures that are rational. In regard to the culture of an organization it allows for the standardization of procedures and practices that form part of the daily routines in an organization (Hatch and Cunliffe 2006, p.72). Modernist perspectives presumes that the truth regarding an organizations culture, exercise of power and understanding its structure can be obtained through measurements and conceptualization of behavior. The belief is that application of scientific methods for instance surveys and experiments may aid in the process of generating quantitative information. Furthermore the assertion is that the surveys and experiments may be used to find out the degrees of productivity of employees and how reliable they are. The modernism perspective thus demonstrates that an entire glimpse of the structure, culture and power within an organization may be extracted through a study of the organization (Hatch 2006, p.55). For instance a study to measure organizational productivity of members some of the factors identified to have major influence on the productivity levels may be culture, power and the structure of the organization hence the goal of modernism is realized as far as the discovery of truths is concerned. The post modernist perspective takes a different view as compared to the modernist perspective. An argument is posed that reality is not at all an illusion from the already brought forth understanding that there is always something in existence regardless of whether one has knowledge that it exists from the modernist perspective. The post modern approach in relation to the culture of organizations asserts that when standards as set to govern culture the main is usually to mask the manipulative nature of those in power and the control that they have on others (Hatch 2006, p.67). In this case the post-modernist perspective presents a desire to bring clarity as concerns exercise of power in an organization that is hidden behind the illusions of the standardized procedures and practices within the culture of an organization. Post-modern perspective contributes to the understanding of power and culture in an organization from the assertion that when members of an organization anticipate a certain sense of control they are forced to engage themselves in a state of self surveillance. This leads to them being disciplined without any external influence (Fredric, Jablin and Putnam 2000, p.100).The post-modernist approach places emphasis on the crucial role played by technology to facilitate and enhance a self disciplinary culture among the members of an organization. The new age of information with the introduction of computers whose functionality is advanced day after day surveillance has been made easy and less costly. This has resulted to state whereby much of the operations within an organization being including the interactions between members is controlled. Disciplinary power is thus made a constant state in an organization. The post modernist perspective different from the modernist perspective does not demonstrate any kind of reliance on any ordered or hierarchical systems it solely indicates dependence on shaping the perceptions of individuals as a disciplinary measure and a way to exercise disciplinary power within an organization (Tompkins and Jonathan 2005, p.90). Each perspective approaches the concept of power differently and as such, represents a unique way in which people can acquire, manage, and use power within organizations. The post modernist theoretical perspective of culture, power and structure of an organization is demonstrated to largely rely on fostering and enhancing clarity of these aspects in an organization in a bid to prevent instances of abuse through marginalization and domination. On the other hand the modernist theoretical perspectives is centered on the fact that it is crucial to have in place knowledge that can be translated into prescriptions that may be used to facilitate governance in an organization. This is directly related to ideas of culture, power and structure of an organization. It is seen from the point that for an organization to be successful and realize its set goals and objectives there needs to be a set of defined rules and regulations. In conclusion, this paper has attempted to show how the modernist and the post modernist theoretical perspectives contributes in the understanding of the ideas of organizational structure, organizational culture and power within an organization. Each approach provides a unique view of these concepts due to the fact that there exists diverse cultures, different structures and different ways through which power is exercised within an organization. These standards are what have been presented as to mirror the outcome of the kind of structure, culture and power that is within an organization. Basically the difference between the modernist and the post-modernist perspective arises from the context in which an organization is in as well that of its members. However, in line with the two theoretical perspectives each bear a significant importance in the understanding of the ideas of organizational culture organizational structure and power within an organization. References Baron, R and Jerald, G 2005, Behavior in organizations, New Jersey, Pearson Education Inc. Bolman, L and Deal T 2008, Reframing Organizations: Artistry, Choice and Leadership, New York, Jossey-Bass. Hatch, M 2006, Organization Theory: Modern, Symbolic, and Postmodern Perspectives, Oxford, Oxford University Press. Fredric, M and Putnam, L 2000, The new handbook of organizational communication: advances in theory, London, Springer. Hatch, M and Cunliffe, A 2006, Organization Theory, Oxford, Oxford University Press. Tompkins, M and Jonathan, R 2005, Organization Theory and Public Management, New York, Thompson Wadsworth. Read More