Understanding organizations Essay Example | Topics and Well Written Essays - 1000 words

Understanding organizations - Essay Example Understanding an organization involve thorough understanding of organizational structures and behavior of its human resources as an individual and as various groups. Studying an organization is a complex process. Various ways of evaluating behavior of an organization have developed over time. This document deals with the different thinking processes used to define direction of an organization and its leadership. It compares and analyzes ways of thinking about organizations and the ways organizations are managed.Perceiving the nature and types of organization; power, interest groups and control; job design and teamwork; individual motivation; organizational culture is always a tricky job.Various approaches towards understanding organizations may be seen as different paradigms of thinking. According to Khn a paradigm is the set of values, or principles, that we use when we think.Classical paradigm is also known as rationalistic paradigm. According to Heijden's explanation of classical paradigm in this way of thinking "the organizational self-perception dictates that the organization is a rather stable entity engaged in a mechanistic relationship with the surrounding environment. This self-perception is not ignorant of change, but it is conceptualized as moving from one stable phase to another and this movement can be initiated through certain, focused actions within the organization" Classical approach towards understanding an organization assumes diagnosis as a primary objective in a rational change of organization. This approach is more objective. Changes within an organization are considered in quasi-stationary equilibrium state for the purpose of classical analysis. Classical paradigm relies on the method of self questioning. Various questions such as in which strategic direction organization is moving, how developed the organization culture is, how should it be and how it could be planned to develop culture in a satisfactory rhythm are raised to evaluate the organizations and strength of their leaders. There are some basic problems with classical approach. First is that, type of questionnaire gives an impression of static nature of an organization ignoring the dynamic nature and emergent scenarios that originations are facing today. This is a sensitive issue as nature of human resources is always core of an organization. Second difficulty is that answers of these questionnaires are derived generally by analysis of associated numbers and statistics which gives a sense of vogue. They seem far from reality as organization's culture can not be treated just like profit and losses. The third problem is that the questionnaire is aimed within the organization whereas the organizational changes can be engineered from outside of the organization also. Classical paradigm thus is effective to analyze only mechanical metaphor of organization. Classical paradigm is always paralyzed because of its rational world view. This paradigm clearly defines the goals of organization without much caring about the execution of plans. It does not emphasize much on outcome maximizing behaviors of organizations and its resources. Classical thinking process is centered on the board room of organization without much caring about business' ground reality. In this case a single entity determines the success or failure of strategy. Processual Paradigm Processual paradigm is also referred as scenario planning paradigm. This approach towards understanding organization is based on the probability theory. Organizations are evaluated according to fact available from their previous performances. Different patterns of organizational performance are the basic of future performance analysis. Processual paradigms can be applied to the phases of linear changes or stable periods ut this probabilistic approach has some basic inherent difficulties as there is no guarantee that the past facts will reflect on future performance