Organizational design is a metaphor that provides a structural framework through which the firm manages to realize its main qualities as indicated in its vision statement. In simple terms, organizational change helps in providing the infrastructure in which organizational…
In this case, managing organizational change entails planning and implementing change throughout the organization in order to minimize organizational costs and employee resistance in the organization (Cummings & Worley, 2009).
Environmental uncertainty in the organization entails the degree to which the company is related to different environmental forces that the company has to deal with including the suppliers, customers and technology (Daft, Murphy, & Willmott, 2010). Uncertainty in the organization applies to predictable future events especially to physical measurements, which are already established in the organizational environment. Uncertainty tends to arise in stochastic or observable organizational environments or due to organizational ignorance. Dealing with uncertainty calls for managers to put in strategies that see to it that they are dealt with them when occur, and this prevents stalling of processes.
Organizational design/change tends to generate uncertainties in the organizational environments. In most cases, complicated organizational framework through which the organization manages to realize its main qualities may end up creating complexities in the organizational environments. In simple terms, organizational changes and design lead to ambiguity in working environments (Daft, Murphy, & Willmott, 2010). Managing change and design in the organization perhaps remains the biggest challenge, which organizational managers face in most organizations today. Staying competitive in most markets would require that the organization remain open and adaptable to change. Therefore, organizational changes in this case would mean new processes and designs in the organization. Alternatively, it would mean keeping employees motivated, maintaining market demands and being open to organizational changes. In most cases, these aspects may create uncertainties in any working environment especially when the ...
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(Organizational Theories Essay Example | Topics and Well Written Essays - 500 Words)
“Organizational Theories Essay Example | Topics and Well Written Essays - 500 Words”, n.d. https://studentshare.net/nursing/763842-organizational-theories.
This research aims to evaluate and present two theories: F.W Taylor scientific management theory and The Human Relations Movements 'Needs Theories. The notions that the two theories are irrelevant cannot be substantiated in the scientific management conjecture due to the relevance of its concepts to the existing situation in the UK.
98). Organizational culture is primarily a set of shared basic assumptions, and is usually multidimensional. Different levels of this ‘culture’ comprise those aspects or elements that are valued by an organization. External adaptations as well as internal integration are two chief features of organizational culture.
In other words, an organization is a lifeless entity and the employees are responsible for providing life to the organization. Modern organizations are operating cross culturally and they are keen in keeping a diverse workforce as a measure to increase competitive power.
Management of any organization has the critical task of sufficiently enthusing, molding and shaping the human resources in order to get assurance that such human resources would work in consonance with organizational goals and objectives. Motivation theories provide ready and general constructs to analyze the behavior of human resources at work place.
Once a group of people has established an organization to accomplish collective goals, organizational structure evolves to increase the effectiveness of the organization's control of the activities necessary to achieve its goals. Organizational structure is the formal system of task and authority relationships that control how people coordinate their actions and use resources to achieve organizational goals.
Thus the concept of power is central to all three theories and they essentially identify power as the most important link within the organizational environment. The only difference comes from the fact that three theories mentioned above locate the power concept in three different areas or groups of members within the organization.
This team of workers like the five different fingers in one’s hand will be different from one another having different characters, attitudes, education, background etc, etc…and the unison of these different humans under a single organization to
It focuses on the strategies which have been used to attain globalization by the Sheraton group. The human resource challenges faced by the group in its quest to attain globalization have also been analyzed. The report
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