Organization Theory and Design

Abstract

This paper explains the various theories of organization and design by looking at historical theories, modern theories, symbolic theories and postmodern theories. It then compares and evaluates six major concepts central to organizational theory: organizational culture, leadership, motivation, scientific management, change management and conflict. It shows how each concept has to be understood in terms of the organizational environment and how theory to practice can be applied in the real world of today. It also provides a reflection on these concepts and how a leader can most effectively plan an organization that addresses each one while enabling the organization to maximize potential based on an assessment of its resources, internal and external environment, and mission and vision.

Introduction

Theories of organization have changed over history, with traditional or classical theories serving as the bedrock for most approaches to organization. However, with the application of humanism and postmodern perspective, these approaches have altered over time to include more of a focus on the interaction of people with their surroundings, how people relate in times of conflict, the role that leaders play, and the impact of culture on an organization. This paper examines the theories in the study of organization and six central concepts at the heart of these theoriesorganizational culture, motivation, leadership, scientific management, change management, and conflict.

Theories in the Study of Organization

Historical

Classical and neo-classical theories best represent the historical theories in the study of organization. These approaches refer to the formal structures of organizations and permit personnel specialists to plan the organization. The structure is developed so as to facilitate the achievement of the goals of the organization, but the principles of classical organization are essentially proverbial in nature rather than distinctly scientific (Onday, 2016). In classical organizational theory, a best-way for achieving results is identified and implemented and everyone is expected to adhere to it. In neoclassical theory there is more emphasis on internal-external organizational relationships.

Modern

Modern structural organizational theory posits that organizations are rational institutions that have clear aims, rules for operations and formalized authoritative structures. It is similar to classical theory in that a best-way of operations is identified; structure is important, and the division of labor, as depicted by Smith (1776), is implemented to optimize resources and maximize efficiency.

Symbolic

Symbolic organization theory is based on the idea of symbolic conditioning, itself a response to pre-established beliefs in which there is an unconscious link between a physical thing and the actions that are expected in response to that thing (Hatch, 2018). Symbolic organization is important in considering intuition and how emotions play a part in interactions. Social and emotional intelligence are strong qualities of value in this approach.

Postmodern

The postmodern perspective is such that it implies that no meaning can be constructed outside of language, which grants all context and clues as to a things worth. Without language, there is no context for the meaning of a things substance (Hatch, 2018). Culture plays a large role in applying the postmodern perspective as culture is viewed as setting the tone and underscoring the importance or value of rituals.

Explanation and Comparison of Six Theoretical Concepts about Organizations

Organizational Culture

Organizational culture plays a major role in how organizations are viewed in the postmodern perspective of organizations. Culture focuses on values, artifacts and the thought processes that go into the actions and beliefs of the people involved (Schein, 2001). Hofstede (2011) provides a cultural dimensions model that allows organizations to understand the values of the environment in which they are situated. The elements of the organizational culture will essentially impact the behavior and performance of stakeholders. Examples abound: for instance, at Enron, the organizational...

…is possible for leaders to plan organizations today by identifying the mission and vision of the organization first and foremost and then identifying the available resources of the organization, the internal and external environments, potential threats as well as strengths, weaknesses and opportunities. The organization should be planned according to the data found upon such investigations. The organizational plan has to be grounded in reality, meaning it must be established upon what is possible, what is desired, and what is expected, with risk management principles applied throughout. Ethical ramifications to consider in strategic planning are how the organization will impact stakeholders, what good can be achieved, what potential harm might result from decisions affecting the organization and stakeholders, and how the code of ethics underlying the organizational culture reflects the values of the community of staeholders.

A good transformational leader will understand the importance of these steps and the influence that organizational culture can have, especially if left unattended. When organizations merge, special attention must be given to culture because all too often silos develop and efficiency is hampered. This occurs when public agencies are merged together under an umbrella agency, as has happened with Department of Homeland Security often since 9/11.

Conclusion

When it comes to theories of organization history is replete with various examples of how to plan and structure organizations. From classical theories to postmodernism, evolution has occurred in major ways, with many organizations attempting to focus more on human involvement and engagement, applying concepts of motivation, leadership and culture so as to facilitate the development of a more engaging and active workplace experience. Understanding how conflict can play a part in the effectiveness of an organization, the role that leadership plays and how organizational culture can make or break an organization is crucial to being able to plan successfully an…