Analysis of Organization Theory - Essay Example

Introduction Organizational theory is a current theory of the organization that outlines that goals and objectives of an organization results from the organization structure. Organization theory creates a challenge to the old assumptions of turnover maximization by organization management that is being seen currently as being content in just making satisfactory profits. However, Organization theory has continued to attract critical interest. (Hussey& Hussey, 1997, pp 5-45), for instance argues that, organization theory tends to have a narrow "management plus psychology" view that has little to do with real life organization. In attempting to create a science study of organizations, the major focus has been placed on identifying general behaviours in work place situations and related them to all enterprises, despite their different nature. In particular proponents of this concept have paid little attention to differences among organization, those that are subjected to market forces and those that are not. (Hussey& Hussey, 1997, pp 5-45) The organization theory can determine the organization culture, which in turn determines the success or failure of an organization to achieve its stated mission and objectives. Culture of an organization defines an organization since it a collective beliefs and ideology shared by the employees working in an organization. Kotter (1992, pp 86-99) also clearly defines organizational culture as "the values, beliefs and norms expressed in actual practices and behaviours of the organization's members." To Kotter (1992, pp 86-99), culture is the main motivating force that ensures the success of an organization; culture also determines and represents organizational values. Paradigm A paradigm offers a conceptual structure for considering and making good judgment about the social world. Burrell and Morgan (1979, pp 1-37), states that "to be located in a particular paradigm is to view the world in a particular way." The importance of paradigms is that they outline the way in which we view the world and at the same time reinforce the view of those around us. Philosophical assumptions and paradigms In organizational research the word paradigm includes three levels. The philosophical, which is fundamental beliefs concerning the world in which we live in, the social level, where guiding principle do exist as to how a social researcher should perform their activities and lastly, the technical level. This includes the processes and techniques ideally accepted when carrying out research. Burrell and Morgan (1979, pp 1-37), points out that at philosophical level, organizational theories differ in five sets of assumptions. These are 1. Subjectivist /objectivist dimension 2. Ontological, 3. Epistemological, 4. Axiological, 5. Methodological assumptions and also assumptions in relation to human nature These assumptions ooze through from top to lower levels and impact the research process. Burrell & Morgan paradigms Over the past two decades Burrell, G has made a several noteworthy contributions in regard to the development of a fundamental organization theory. As pertaining Sociological paradigms and also organizational analysis (co-authored with Morgan G in 1979) Burrell drafted a position for radical "structuralism and humanist" work which has provided legality for viewpoints critical of the "managerialist" direction of many organization theory. However times change, and so do theoretical modes change. "Pandemonium" is Burrell's most recent effort to create a drastic organization theory, in the outline of a "retro-organization theory". (Burrell and Morgan, 1979, pp 1-37) When looking at subjective-objective a dimension that is used to separate radical humanism and interpretive sociology and "radical structuralism and Functionalist sociology" Burrell and Morgan (1979, pp 1-37), outlines four philosophical aspects that distinguish objectivist from subjective studies. These aspects are 1. Ontology 2. Epistemology 3. Human nature 4. Methodology Ontology According to Burrell and Morgan (1979 pp 1-37), there are two extreme approaches by which one can debate; these are "realism and nominalism". To those who are "nominalist", they argue that in the social world there are no real structures, but only names, labels and concepts which are used to describe and also make sense so as to negotiate around the world. On the contra realist hold on the view that there is a real social world beyond an individual cognition, which consists of tangible and also immutable structures. (Burrell and Morgan, 1979 pp 1-37) Ontology is the manner of social reality. According to the realist, social world is physical, hard consisting of fairly immutable structures, which exist independently of our human being descriptions. The social world is real and it is also external to a person. However, the nominalist views reality as created by the names, tags and concepts, which are applied to configure that reality. People create the social world; consequently there are numerous realities. (Burrell and Morgan, 1979 pp 1-37) The difficult of realism viewpoint is the exact trust in "real" structures, though it is true that the actual incidents occurring in the social world exists without any individual cognition, one can argue that the structuring concepts which are used to represents incidents in this case organizations don't have a real equivalent. Epistemology: anti-positivism In Accordance to Burrell and Morgan (1979, pp 1-37), the epistemological deliberation between subjectivists and objectivists is illustrated by the disagreement on anti-positivism verses positivism. Subjectivist anti-positivism point out that social world is "relativistic" by its natural world and it can be best understood only through the "inside", from the viewpoint of those who were occupied in studied activities. On the other hand the anti-positivists argue that there can't be any objective knowledge, while positivists search for collective, objective knowledge through studying regularities and fundamental relationships as in natural sciences. Epistemological is used to refer to the manner of knowing and creation of knowledge and is divided into the positivist and anti-positivist stance. The former believing that true objectivity, as an external observer is possible, the latter that the knower and known are interdependent and that social science is essentially subjective. The positivist studies the parts to understand the whole, they look for regularities and causal relationships to understand and predict the social world. To the anti-positivist the social world can only be understood by occupying the frame of reference of the participant in action. (Burrell and Morgan, 1979 pp 1-37), Axiological Axiological suppositions are closely associated to the epistemological. Axiological assumptions are related to the function of values. Can an organization suspend its values in order to understand, or do values of an organization mediate and form what is understood. (Hussey & Hussey, 1997, pp 10-54) Assumptions concerning human nature are voluntarist or deterministic. One perceives individuals as outcome of their environment, while the other considers that individuals produce their own environment (Hussey & Hussey, 1997, pp 10-54). Lastly there are suppositions regarding the process of research and methodology. Hussey & Hussey (1997, pp 10-54) suggest that one can only understand the social world by getting first hand information of the subject under investigation. Human nature According to Burrell and Morgan (1979 pp 1-37), objectivism and subjectivism also vary in their observation of human nature. While subjectivist emphasizes the definitive autonomy and free will of individuals, a determinist viewpoint of objectivists views that human beings and their activities are entirely determined by the circumstances or environment. There is also a possibility to assume an intermediary position, where both voluntary factors and situation may influence activities of man It seems relatively clear that the underlying assumption of human being is prone to be much more a voluntarist one. Consequently, regardless of the organization's occasionally ways of presenting some issues as convincing and restricting a person in their work, ultimately people are still are comparatively autonomous in the manner they choose to actually work in the organization. Nevertheless, the manner in which organizations work is not autonomous. Discussion Interpretive vs. radical humanist paradigm Thus to Burrell and Morgan (1979, pp 1-37), the two paradigms vary in their perceptions on the nature of social society. Researchers concerned about interpretive deduce that the world in which human beings carry out their affairs is ordered, cohesive and integrated, as a result human beings are committed to the sociology of rule, that tries to explain as to why society stay together. Researchers in the radical humanist paradigm, on the contra, disapprove of the status quo and also the anti-human personality of society, and highlights issues of drastic change, domination, deprivation, emancipation, and potentiality. Organizational theory together with organizational studies and also organizational behaviour are correlated in connection to the study of organizations. Organization theory is used to assist in identifying some particular themes in an organization in order to assist in helping problems, maximizing both organization productivity and efficiency. At the same time organization theory is also used to meet the requirements of the stakeholders in the organization. In many cases organization theory takes a look at three types in relation to the organization. These are: 1. The processes undertaken by an individual 2. The processes undertaken by a group 3. The processes, which the organization carries out as a whole However, theories provide the mainstay of a specific field pertaining the organization, and at the same time provide objectives on how to investigate the manner in which organizations really works. This then offers a clearer understanding of the organization's structure, organization's functions and the ways which will assist in improving the productivity of an organization. A lot of theories agree that when analyzing an organization, each organization should be treated as a unique identity. Thus when looking for solutions for an organization, different approaches will need to be taken into account in relation to the particular organization. Some of the elements to be looked at include: The organization size The technological needs that the organization The environmental surrounding the organization The nature of the organization operations All theories concerning organizations are interdisciplinary and are based on knowledge which is provided through economics, psychology political science, anthropology and sociology. These fields provide a group with ways in which they can explain some dynamics, which occurs in n organizations. The application of these theories is becoming more important because of the diversity of people working in an organization. An organization will need to revisit its corporate goals and performance standards and cascaded them from top to downwards through all the sections so that each employee knows what exactly is expected from him/herself. To achieve this every department of the organization has to analysis the goals of the department and makes sure those actions steps being undertaken by the departments do support and also integrate with actions steps undertaken in other departments. Kotter (1992, pp 86-99)) observes that, an organization should also design management structures which help in the flow of information. Meaning it should avoid overloading managers and expecting them to be the providers of information and lastly the firm should have written records including the assumptions they make about their work this point makes it clear that one should not assume that everyone else in the company thinks in the same way he does where by one should make sure that key decisions are recorded such as points of agreement reached during project meetings. (Kotter (1992, pp 86-99) Communication is a very important tool in any set up. It is even more important in the business world. As Kotter (1992, pp 86-99) states, for a business organization to be successful, the management has to use very effective communication strategies. Poor communication is caused by structural problem of an organization. Organization with several employees, who may be able to meet easily but the communication across teams is often much harder. This happens because the employees have their own specialist in common and are working to their own objectives and operating plans. Under which the time to share each others ideas is rarely built into the plans and objectives of the firm. These structures can hide the situations under which the work of different employees overlaps. To help in this kind of behaviour in an organization the following points should be practiced to strengthen the employee's communication: The organization needs to have a well structure communication plan and strategies that create effective communication. The management should plan regular exchanges of employees between the departments this will enable the employees to have a broader idea of the range of work taking place within the organization, it should also plan employees' discussions which focuses on common issues and concerns about the organization, it should find ways of helping new staff to appreciate the organization communicant behaviour during their inductions, the links between their roles and the roles of other employees. This will go along way in creating an organization behaviour that encourage free flowing communication and help in achieving the organization goals and objectives. (Kotter 1992, pp 86-99) Organizations should also be aware that its staffing structures may also be the main cause of the crisis in which titles of posts may vary in the organization though the functions required are the same. Thus, organizations are advised to build its structure around the tasks and responsibilities that are needed not the names of the individuals, thus organizations should consider the key functions of various employees in the organization, the number of the staff of what level of skills that are needed in a specific department, it should also know which staff is responsible for managing the work of the other employees, the size of the management team should also be considered. To avoid emergencies the firms' management should avoid overloading the manager and the management team, meaning that it should delegate responsibilities as much as possible so that the managers have time to concentrate on the key issues affecting the organization. It should also think about appointing a team leader in a situation where the group of employees is larger. The management should also build links in the structure between the employees and the management team that will be working together, it should also make sure that the reporting lines within the structure are clear and that every one in the organization understands who is responsible for a particular function. Kotter (1992, pp 86-99) The achievement of core values by exercising fairness to all individuals within the organization is one of the key sections of the mission of any organization. Being fair to all members of the organization and respecting each and every employee regardless of the education or position in the organization is in itself strategic business management. Analysts argue that well laid down organization behaviour can add value to the organization through the following; Increases innovation and creativity among employees Problem solving becomes easier With better recruitment, selection, retention and dismissal, quality personnel are at one time available for the organization leading to better productivity Organizational flexibility is increased Marketing strategies are at the long run improved especially those that deal directly with the products and services Management executives have today discovered that new ideas resulting to new products and services have all comes from organizations which have strong emphasizes on innovative and creative behaviour. Organizations therefore need a streamline flow of ideas and service in order to thrive. They can do this by hiring people of diverse nature with a view to ensuring that they reap the best of them. (Kotter, 1992, pp 86-99) Organizational development dictates that every individual gives his or her best to the organization they serve. Employee satisfaction is the key to the economic success of any company. Research has shown that a satisfied employee does his job well and in return the company's performance is greatly improved. Some studies have suggested that people with diverse backgrounds find it hard to motivate themselves as a result of the differences on how they approach issues. Employer and employee relations are very important in ensuring that a company realizes its mission and team spirit is built. In fact, it has been researched and found out satisfied employees usually translate to satisfied customers. Hence, with proper organizational structures, behaviours, policies and administrative skills, managers can create satisfied employees even without the utilization of teamwork strategies. This approves that organizations need to have people who posses some form of similarities to avoid misinterpretations of its policies, guidelines and schedules. (JKM, 2005 pp 87-91) Normally, organization behaviour and culture affects the way employees in an organization carry their duties and their thinking attitudes. However, habits and social pleasures which people have learnt within their communities are also brought into the organization. This will result in re-structuring of organization to effectively determine the culture that should be adopted by all people in the organization with a view to creating harmony among all the employees. Proper management of diversity within the organization is suitable for allowing the diverse people in the organization that share varied experiences or background to effectively combine forces and boost the organization's productivity. The different dimensions that people who are considered diverse have include; gender, ethnicity, race, colour, age, physical abilities, occupation, industry, career, among others. Proper communications lines have to be addressed in order to for the organization diverse work force to correlate well without any crisis or friction. (Kotter, 1992, pp 86-99) Important organizational change takes place, for instance, once an organization changes its general strategy in order to succeed, includes or removes a key practice or section, and/or desires to change the same nature by which it has been operating. Organizational change also transpires when an organization progresses through different life cycles, just as individuals have to successfully evolve in the course of life cycles, in order for organizations to grow, they frequently must undertake important change at different stages in their development. As a result the subject of organizational change and development has increasingly become extensive in communications regarding organizations, business, leadership and management. (Kotter, 1992, pp 86-99) To actually comprehend organizational change and commence guiding winning change efforts, the organization management should have slightest broad understanding of the framework of the change attempts. This will include comprehending the fundamental structures and systems in organizations, which include their typical roles and terms. This prerequisite applies to the comprehending the management and leadership of the organizations well. That is why organization theory is important in understanding the way in which an organization can implement any changes in its structures or operations. (Kotter, 1992, pp 86-99) Conclusion A paradigm provides a conceptual formation for considering and making good judgment about the social world. In organizational the word paradigm includes three levels. The philosophical, which is fundamental beliefs concerning the world in which we live in, The social level, where guiding principle do exist as to how a social researcher should perform their activities and lastly, the technical level The significance of paradigms is that they give a framework on the way in which we view the world and at the same time reinforce the view of those around us. Thus to Burrell and Morgan (1979, pp 1-37), the two paradigms vary in their perceptions on the nature of social society. Researchers concerned about interpretive deduce that the world in which human beings carry out their affairs is ordered, cohesive and integrated, as a result human beings are committed to the sociology of rule, that tries to explain as to why society stay together Organizational theory can be defined as study of organization from different perspectives, techniques, and using various standards of analysis. Burrell and Morgan (1979, pp 1-37 ), Provides an important aspect in paradigm concerning organization theory through giving an explanation concerning the way in which different paradigm affects the working of an organization. With the increased awareness of the organizations studies, it has also become increasingly important that companies evaluate their structure, climate, and culture to ensure that they don't hinder the organization's objectives and goals. Studies show that organization performance is highly affected by its structure. Burrell and Morgan, 1979) stress this point when they point out that an organization theory defines the structure and culture of an organization. Reference: Burrell, G & Morgan, G (1979): Sociological Paradigms and Organizational Analysis, Ashgate Press, UK, pp 1-37 Hussey, J & Hussey, R (1997): Business Research: A practical guide for undergraduate and postgraduate students, Basingstoke, Macmillan, pp 10-54 Kotter, J. (1992): Corporate Culture and Performance, Free Press; pp 86-99 Read More