Rigidity rather than responsiveness has increasingly become the norm.
In a McDonalds-style approach to education, efficiency and speed when serving the customer and demonstrating that the customer is being served through quick and demonstrable statistical results, is most important. A McDonalds-style institution must meet uniform standards, rather than create a shared 'meal' or experience -- this is the goal of the McDonald's enterprise, and sadly, far too many schools and school administrators and legislatures, in terms of how they measure student, classroom, and teacher performance.
As schools can exhibit some of the worst as well as the best qualities of bureaucracy, the McDonaldization or franchise, factory system of quality standardization must not hold sway. Ideally, an educational organization should be not a franchise, even a healthy franchise like Subway, but a learning organization. Learning organizations actively seek input from all involved parties, which in the case of the school, would be teachers, students, and parents, rather than simply dispensing hierarchical authority. Learning organizations are responsive to the environment and are capable of change. For example, a learning organization would allow a teacher of proven excellence to do a several-weeks module involving students learning about local Native American tribes, building Indian homes based upon their research, reading Indian myths, doing fieldwork in the woods and presenting a final performance to the school, rather than to 'teach' a standardized test to the students. On the other hand, to inject a certain element of caution (or contingency theory) to one's enthusiasm for a learning approach to educational organizations, when teachers need more guidance because of youth, inexperience, or intransigence, or students are learning-resistant because of difficult socioeconomic circumstances, a leadership style that is stronger, more dominant, and sets very specific institutional goals in a task-oriented fashion may be more appropriate, if the leader can shift his or her personal style to meet the needs of the...
Organization Theory and Behavior Gender and Values The development of values in modern day organizations, particularly those that represent the public sector, are becoming increasingly aligned with principles that are part of social science and primary social science theory. As such, many of these values represent a degree of mutability that is representative of the dynamic nature of social science in general. As Montgomery Van Wart denotes in Changing Public Sector Values,
organizational theory, leadership theory development, and management theory and practices. This includes addressing the impact of these aspects on businesses and their efforts to bring about effective and successful performance in the business realm. To start with, organizations can be perceived as machines, cultures, organisms, political structures, transformational systems or structures, and also constituents of domination (Morgan, 2006). In order for any individual to gain an understanding regarding the
Organizational Change in the Public Sector This research proposal explores the feasibility of management in the public Sector as an organizational paradigm and new model in organizational development. The literature review reviews numerous journal articles that explore on the key concepts of change management strategies from a public sector project management perspective. The authors suggest that employee's participation, effective feedback across the board, and empowerment of subordinate staffs is a major
" (Simon, 188) the fundamental perspective here is that leadership and the ability to apply actions based on culturally driven decisions are central to helping members of the organization learn in a concrete manner how best to accord with the reigning culture. In order for this to occur though, there must be a certain initial scrutiny and selectiveness where leadership and personnel are concerned, endorsing an organization-wide emphasis on the quality
Organizational Analysis -- National Pesto An organization is a structure that comes together for a collective goal. There are a variety of types of organizations, both public and private, but from a process perspective, and organization is something that focuses on an agreed upon set of tasks or actions. There are four major types of organizations, pyramids or hierarchies, committees or juries, matrix, and ecological organizations. Pyramids/Hierarchies -- are organizations with a
Long-Term Employment -- Japanese organizations tend to have longer employee cycles than U.S. companies. Many U.S. companies treat employees as replaceable parts. It is far more cost-effective and efficient to retain expertise than continually retrain. This keeps the knowledge base inside the company. Providing incentives for long-term employment, then, is an essential component of Theory Z Consensual Decision Making -- When employees feel that they have input into decisions that affect
Our semester plans gives you unlimited, unrestricted access to our entire library of resources —writing tools, guides, example essays, tutorials, class notes, and more.
Get Started Now