(Professor) (Subject) Why is it important to maintain a balance of power between different groups of organizational stakeholders? It is very important to maintain a balance of power between different groups of organizational stakeholders…
This will improve the quality of the decision making as the interests of all stakeholders are considered and hence all aspects of business have been taken into account during decision making. But if there is power imbalance among the stakeholders then the decision making may be influenced by stakeholders with greater power and the interests of the other stakeholders will be jeopardized. The quality of the decision making and in turn the overall interest of the organization is compromised when there is an imbalance of power among the various groups of organizational stakeholders. Organizational politics can have positive as well as negative impact on an organization. Therefore to manage and gain benefits from organizational politics, it is essential to ensure that there is balance of power among the various stakeholder groups in an organization. Balance of power will lead to alternate views and solutions to various organizational problems form various quarters of the organization. Therefore balance of power among various organizational stakeholder groups is vital for the overall success of the organization (Jones, 2009). Works Cited Jones, G. (2009). Organizational Theory Design and Change. NJ: Prentice Hall. Print ...
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“Organizational Theory Design and Change Essay Example | Topics and Well Written Essays - 250 Words - 6”, n.d. https://studentshare.net/other/16406-organizational-theory-design-and-change.
These include most importantly the employees and the customers. Companies and various organizations are therefore forced to embark on strategies which will ensure the ultimate satisfaction of these classes of people. The methods used by the companies are either of immediate economic significance or social significance regardless of whether the organization is non-profit making or for profit.
My workplace gives great importance to collaborative team work in which people communicate with each other without hesitation. Supervisors care for their sub-ordinates and there is a proper reward and bonus system for employees who work hard in achieving the organizational goals.
A functional structure is very simple and is commonly employed in businesses. Functional structure has significantly developed functional departments having specific functions and well defined role in the overall work. Departments in a functional structure include but are not limited to accounting, administration, operations, HR, marketing, design and engineering (Jones).
Abilities shown in such activities make the system more efficient, innovative, creative and conducive for a higher quality, and hence, the satisfaction of the customer (Jones). In order for an organization to gain competitive advantage, its strategies should be consistent with the macro and micro environment and also, make part of the organization’s value creation process.
These competitive advantages can be acquired through division of labor in the growth stage. Organizations need their entrepreneurs to develop the skills to create and introduce new products, and to enhance organizational learning. To achieve this, organizations need to put in efforts to grow in different stages which include growth through creativity (stage 1), growth through direction (stage 2), growth through delegation (stage 3), growth through coordination (stage 4), and growth through collaboration (stage 5).
Innovation within an organization sees quantum technological change and incremental technological change. Since innovation is expensive, it needs to be protected through copyrights, patents and trademarks. Intrapreneurship is the innovation and new product development by entrepreneurs within established organizations.
The organization’s structure decides role of subunits as per the requirements of its strategic goals that it maintains in order to get competitive advantaged. The level of interdependence of subunits varies from one organization’s structure to another.
Some of the factors leading to organizational decline are:
Too much bureaucracy in the culture of an organization may easily lead it to decline. In many big organizations, rights of property become very well-built and strong. Their strength often causes