Organization Theory Design
Daft, (2010) defines organization as a diverse corporate affair, a bank or a government agency that make up of people setting policies and procedures and interact with one another to perform essential functions in order to attain organization goals. Daft, (2010) further ague that organizations cannot exist without external stakeholders like customers, suppliers and competitors. Thus, organizations are very important because they create values for customers, owners and employees. Moreover, modern organization facilitate innovation and produce goods and services as well as bringing together resources to achieve desired goals. Despite the benefits that organizations create to society, different organizations face both internal and external problems that require effective organizational design.

The paper analyzes the integrated case of Empire Plastics, identify the problems that the organization is facing and suggest effective organization design for the company in order to resolve the problem.

Key Fact

The Empire Plastics was facing challenges in successfully…...

mla

Reference

Daft, R.L. (2010). Organization Theory and Design. (10 Edition ). UK. Cengage Learning.

Thus, the H activities are currently more structured, but in the same time more decentralized to be able to respect the local characteristics of each market.
eference List

Barney J.B. 1986. Organizational Culture: Can it Be a Source of Competitive Advantage?, the Academy of Management eview, vol. 11(3): pp. 656-665.

Bass B.M. & Avolio B.J. 1994. Transformational Leadership and Organizational Culture, International Journal of Public Administration, vol. 17(3): pp. 541-554.

Beer M. & Nohria N. 2000. Cracking the Code of Change. Harvard Business eview, vol. 78(3): pp. 133-141.

Caldwell B. 1994. Missteps, Miscues: Business eengineering Failures Have Cost Corporations Billions and Spending is Still on the ise. Information Week (June 20): pp. 50-60.

Christensen C.M. 1997. The Innovator's Dilemma. Boston: Harvard Business School Press.

Christensen C.M., & Overdorf M. 2000. Meeting the Challenge of Disruptive Change. Harvard Business eview, vol. 78(2): pp. 66-78.

PBS. 2004. (February 2), Store Wars: When Wal-Mart Comes to Town, http://www.pbs.org/itvs/storewars/stores3.html

ioux S.M., Bernthal…...

mla

Reference List

Barney J.B. 1986. Organizational Culture: Can it Be a Source of Competitive Advantage?, the Academy of Management Review, vol. 11(3): pp. 656-665.

Bass B.M. & Avolio B.J. 1994. Transformational Leadership and Organizational Culture, International Journal of Public Administration, vol. 17(3): pp. 541-554.

Beer M. & Nohria N. 2000. Cracking the Code of Change. Harvard Business Review, vol. 78(3): pp. 133-141.

Caldwell B. 1994. Missteps, Miscues: Business Reengineering Failures Have Cost Corporations Billions and Spending is Still on the Rise. Information Week (June 20): pp. 50-60.

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, values have changed to "an emphasis on individual performance to teamwork, from an emphasis on stability to an emphasis on change and innovation, and from steep hierarchical organizations to significantly flattened organizations with more decentralized authority" (p. 289).

The confluence of factors that help to comprise this trend in the shifting of values is fairly comprehensive, and correlates to many facets of social science theory. Essentially, values are determined via a macrocosm that includes the interest of the public, the judiciary…...

The Philadelphia mayor, and any mayor in general, must be characterized by
power at a certain level. Public administration employees usually hold
great power, and mayors make no exception, on the contrary.
In our case, the mayor's sources of individual power are:
. The power to reward, to control the rewards process within the
organization
. The power to sanction other employees
. The mayor's formal position within the organization
. Personal charisma
. The mayor's authority as an expert
. The mayor's personal drive for power
. Self confidence

The organizational sources of power include elements of the
organizational system and extremely important management situations that
grant certain employees or groups of employees a relatively high ability to
influence others. One of the most important organizational sources of power
resides in controlled resources. The more directly a person controls more
resources, like human resources, financial resources, technical resources,
or information, deciding upon their allocation, the greater the influence
that person has on its subordinates.
Another organizational source of power…...

mla

Reference list:

1. Henry Mintzberg (2008). Wikipedia, the free encyclopedia.

Retrieved July 5, 2008 from

 

oryonOrganizationalForms.

2. Fiedler contingency model (2008). Wikipedia, the free

encyclopedia. Retrieved July 5, 2008 from

 http://en.wikipedia.org/wiki/Fiedlercontingencymodel .

3. Mintzberg, Henry. Developing Theory about the Development ofhttp://en.wikipedia.org/wiki/Mintzberg%27smanagerialroles#The 

Classic of Organization Theory
Classical theorists would incorporate Maslow's social science theory into an organization's culture fairly sparingly. Classical theorists were not as concerned with an organization's culture as they were its output and focus on commercialization. Therefore, it would deal less with the individual components of the members while formulating such a culture, and deal more with implementing the individual principles in a group effort in which all of the various needs would represent that of the company itself. Therefore, concepts such as esteem and self-actualization would apply to the esteem and actualization of the company's potential for success, while certain individual notions of love and safety would be valued considerably less.

Neo-classical theorists, on the other hand, would implement Maslow's notions with as much focus on the individual as possible. Therefore, concepts such as safety, love and esteem would take priority for employees and members of an organization, in efforts…...

ureaucracy is supposed to make the social system work, and this is its supreme goal. As far as the personal satisfactions of the individuals which are implied in the process are concerned, for the bureaucracy professional or the bureaucratic system they simply do not exist. Therefore, it can be stated that for bureaucracy the goal is a purely objective one, while for social entrepreneurship the subjective dimension is pretty strong.

ureaucracy is supposed to make the overall system function in an efficient manner, social entrepreneurship is specifically oriented towards a certain organization. It is true that society as an overall is supposed to benefit from its initiatives, but its targets are smaller in size and oriented towards pragmatic unilateral goals

As far as bureaucracy is concerned, it has five main characteristics. The first one is that it functions according to official jurisdictional areas which are fixed and established in an official and…...

mla

Bibliography:

Mair, j., Robinson, J., Hockerts, K. (2006) Social Entrepreneurship pp1-13. NY Palgrave MacMillan

Michels, R. Democracy and the iron law of oligarchy (1966) Political parties: a sociological studies of the oligarchical tendencies of modern democracy, NY Free press

Shafritz, JM, Ott, JS; Jang, YS (2005) Classics of organization theory, Thomson

Business Organization Theory: Sony
This is a paper that analyzes an article from the business organization theory perspective. It has 2 sources.

Organizations in the international business setting nowadays face tremendous competition as they are not only competing with local competitors but also with those abroad as well (Hill 1999). This had been the case with Sony whose arch rival Samsung and LG Electronics of South Korea have in the recent years replaced Sony products at the top positions. To compete effectively Sony according to an article by James Brook (2003) plans to cut down its staff in one of the operations units that would eliminate 20,000 workers from employment. Brook also reports that Sony plans to shift its operations to China and concentrate on business development in Japan.

Business organizations as competitive entities in the global setting are faced with multitude factors that affect their business competencies and competitiveness. Organizations not only…...

mla

References

Hill, Charles W.L., International Business: Competing in the Global Marketplace 4th Edition, McGraw Hill, 1999.

Brooke, James. Sony Plans to Eliminate 20,000 Jobs Over 3 Years, The New York Times Company, October 29, 2003 at  http://www.nytimes.com/2003/10/29/business/worldbusiness/29sony.html?pagewanted=print&position= 

OKYO, Oct. 28 - In an attempt to achieve a turnaround, the

Clipper's recent Outstanding Research and Development Partnership Award from the U.S. Department of Energy will hopefully be a harbinger of partnerships with the department.
Given that the significant potential of wind power to provide a renewable source of energy is currently unknown by much of the public, engaging in a public relations campaign through television and the Internet is essential to marketing Clipper and creating a demand for companies to use its sustainable source of energy. Promoting Clipper through noncommercial sources like public radio and local and network news stations in an informational, presentational fashion designed to educate the public about the power of wind to generate energy would be one way to spread the word about the advantages of wind power and create a positive buzz about the company. This would be a form of low-pressure, subtle advertising that would likely resonate amongst individuals who would want to promote…...

mla

Works Cited

Advantages and Disadvantages of Wind Energy." Wind and Hydropower Technologies

Program. 2 Aug 2008. http://www1.eere.energy.gov/windandhydro/wind_ad.html

Baron, David. "Wind Power: A family divided by thin air." All Things Considered. NPR Public transcript. 9 Apr 2008. 2 Aug 2008.  http://www.shifting-ground.com/wind_power_transcript.html 

Selko, Adrienne. "Largest Wind Turbine Manufactured in U.S. Gets Energy Award." Industry

Abraham Maslow, Elton Mayo, Douglas McGregor, and Chester Barnard are four theorists of numerous that assisted in building upon the formation of what is known as modern organizational theory. Modern organizational theory places emphasis on the examination of organizational behavior, use of varied methods, interdisciplinary research, as well as tries to reach generalizations applicable towards various types of organizations. Such a theory differs from other schools of thought like neoclassical and classical. Modern organizational theorists often attempt to minimize the influence of their views, beliefs, and values. Instead of the common assumption that management systems are apolitical, actual effort is put on separating values from evidence or facts. Therefore, the modern school of thought is therefore the most applicable for pubic and/or nonprofit organizations. This essay will explain why and the contributions of the aforementioned theorists. Elton Mayo discovered during his journey in understanding the ‘human side of enterprise’ that many…...

mla

References

Heil, G., McGregor, D., Stephens, D. C., & Bennis, W. G. (2000). Douglas McGregor, revisited: Managing the human side of the enterprise. New York: Wiley.

Hindle, T. (2006). Theories X and Y | The Economist. Retrieved from  

Maslow, A. H. (2013). A theory of human motivation. Lanham: Start Publishing LLC.

Stoyanov, S., & Diderich, M. (2017). The Human Side of Enterprise. CRC Press.

Williamson, O. E. (1995). Organization Theory: From Chester Barnard to the Present and Beyond. New York: Oxford University Press.http://www.economist.com/node/12370445 

 

Classical organization theories were developed in the late 1940’s by the likes of Taylor in 1947, Weber in 1947, and Fayol in 1949 (Rahim, 2017. These theories were created to help deal with ideas and the formal organization to enhance management efficiency. There contributions together help form what is known as classical organization theory today (Rahim, 2017). Taylor helped present scientific management concepts. Weber’s contribution was the bureaucratic approach. Fayol formed the administrative theory of organization (Rahim, 2017). These efforts contributed majorly to the understanding anf study of classical organization theory. Taylor developed what is known as the scientific management approach. This method has its root thanks to the desire to accomplish specialization, efficiency, simplification, and standardization with concept of planning of work. Back then workers were seen as tools rather than contributors to industry and as such formation of theory in this regard was going up against an undercurrent of…...

mla

References

Ashford, J. B., LeCroy, C. W., & Lortie, K. L. (2010). Human behavior in the social environment: A multidimensional perspective. Australia: Brooks/Cole, Cengage Learning.

Griffin, R. W., & Moorhead, G. (2014). Organizational behavior: Managing people and organizations. Mason, OH: South-Western/Cengage Learning.

Lussier, R. N. (2009). Management fundamentals: Concepts, applications, skill development. Australia: South-Westerm/Cengage learning.

Nanda, J. K. (2006). Management thought. New Delhi: Sarup & Sons.

Rahim, M. A. (2017). Managing Conflict in Organizations (4th ed.). Routledge.

 

Organizational Theory #2
What core competences give an organization competitive advantage? What are examples of an organization's functional-level strategies?

Core competencies are those capabilities that are critical to a business achieving a competitive advantage in the marketplace. Typically, core competencies can be identified by certain common characteristics -- offering a benefit to the customer, difficult to imitate, uniquely identify the organization and easily leveraged to create many products or operate in many markets (Kern, 2010). The organization that is best able to use its resources to create value is in an ideal position to outperform the competition, thus creating advantage (Jones, 2010). Core competencies tend to change in response to changes in the environment. They are flexible, evolve over time and enable the company to enter apparently different markets with a clear and distinctive brand proposition. Examples of core competencies include manufacturing, research and development, new technology or organizational design and change.…...

mla

References

Jones, G. (2010). Organizational theory, design, and change (6th ed.). Upper Saddle River, NJ: Prentice Hall.

Terry, L.D., & Hoefer, R.A. (1995). Making politics and power respectable. Public Administration Review, 55(3), 298.

Organizational Theory #1
Create a code of ethics for an organization of your choice. For each point in the code of ethics, describe an ethical dilemma that would be resolved using the code of ethics.

All employees will conduct business honestly and ethically. We will constantly improve the quality of our services, products and operations and create a reputation for honesty, fairness, respect, responsibility, integrity, trust and sound business judgment. (Provides a clearly stated, over-arching business philosophy for honesty and fair dealings that every employee can follow).

No illegal or unethical conduct on the part of company employees or affiliates is in the company's best interest. All are expected to adhere to high standards of personal integrity -- not allowing their personal interests to conflict with the interests of the company, its clients or affiliates. We will not compromise our principles for short-term advantage. (Encourages all employees to seek the company's interest first).

All…...

mla

References

Beauchamp, L., & O'Connor, A. (2012). America's most admired companies: A descriptive analysis of CEO corporate social responsibility statements. Public Relations Review, 38(3), 494-497. doi:10.1016/j.pubrev.2012.03.006

Jones, G. (2010). Organizational theory, design, and change (6th ed.). Upper Saddle River, NJ: Prentice Hall.

The theory sees human organizational behaviors and conceptions culturally bound, rather than natural, unlike advocates of systems theory. Systems theory has been more influenced by sociology and linguistics than the natural sciences.
Analyzing symbolic interpretations may be more useful in organizations serving diverse populations: if a public health organization wants to alleviate the prevalence of diabetes in an area, it is not enough to more effectively disseminate information through the existing channels of communication (as systems theory might suggest) or even change the environment to create healthy options for consumption. Rather the people being served may require counseling to change what they consider good foods, a healthy diet, and a positive body image, if their culture tends to reinforce unhealthy practices. An ideological overhaul is necessary to change some behaviors, like the decreased social acceptability of smoking, for example. Organizations are social as well as formal, and cultural in nature…...

mla

Works Cited

Hatch, Mary Jo. (1997). Organization theory: Modern, symbolic and postmodern perspectives.

Oxford University Press, 2nd edition.

At the same time, this already discovered knowledge can be shared with the existing employees on a common forum and then implemented by each in part under the form of imitation. As we can see, with positive impacts, innovation and imitation can be successfully implemented internally, within the organization, and can help in maximizing the organization's activity.
As we can see, organizational behavior helps, to some degree, shape the organization's encouragement of innovation or imitation and the way by which, internally, one or the other is fostered. The entrepreneur's personality is also often important in defining the relationship between the two and to determine where the line between them is likely to be traced. At the same time, both imitation and innovation are ways by which knowledge can be diffused within the organization or, often in the present, between different organizations.

ibliography

1. Ethiraj, Sendil, Levinthal, Daniel, Roy, Rishir. The Dual Role…...

mla

Bibliography

1. Ethiraj, Sendil, Levinthal, Daniel, Roy, Rishir. The Dual Role of Modularity: Innovation and Imitation. Management Science. March 2007.

2. Organization theory. On the Internet at retrieved on December 13, 2007http://www.hrmguide.co.uk/history/organization_theory.htm.Last

3. Yong, Grace, Ho, Weng, Kong. INNOVATION, IMITATION and ENTREPRENEURSHIP. Singapore Economic Review. June 2006.

4. Schmitz, Jr., J.A. Imitation, Entrepreneurship, and Long-run Growth. Journal of Political Economy, 1989, pp. 721-739.

The goal is approached through three distinct channels -- (1) a bottom up approach, focused on the individual administrator; (2) a top down approach focused on organizational culture, and (3) the approach to values from a functional and practical angle. The conclusions can easily be extrapolated to the totality of entities, public or private, to reveal how an incremental emphasis is being placed on culture, ideologies, reform and efficiency.
The third source to be analyzed is represented by Camilla Stivers' Gender Images in Public Administration: Legitimacy and the Administrative State (2002). With a slightly more specific agenda in mind, Stivers' book looks at the role of women in public institutions. Sadly enough, she finds that despite the growing number of public administration female students, their actual role and presence within public institutions remains reduced, due to a long lasting perception of public jobs as having a masculinity in nature. The…...

mla

References:

Fry, B.R., 1989, Mastering Public Administration: From Max Weber to Dwight Waldo, Chatham House Publishers, ISBN 093454056X

Stivers, C., 2002, Gender Images in Public Administration: Legitimacy and the Administrative State, 2nd Edition, SAGE, ISBN 0761921745

Van Wart, M., 1998, Changing Public Sector Values, Taylor and Francis, ISBN 0815320728

Do Teenage Curfews Decrease Crime Rates and Improve Public Safety?
The implementation of teenage curfews has been a controversial topic for many years, with proponents arguing that they enhance public safety and deter juvenile crime, while opponents maintain that they infringe upon the rights of youth and are ineffective in reducing criminal activity. While research on this issue has produced mixed results, the weight of evidence suggests that teenage curfews have a limited impact on crime rates and may even have negative consequences for young people.
Arguments in Favor of Teenage Curfews
Reduce Juvenile Crime: Proponents of curfews argue that they reduce....