Sign Up Now
Get instant access to over 1 million+ study documents
OR
Already registered? click here to login
By creating your account, you agree to our terms of service, privacy policy and student honor code.
Problem solving, leadership, planning, and many other areas of organizational operations are cited as becoming far more effective with open systems.
3. The website is operated as a non-profit by a consulting firm. There is a bias towards labor concerns here, though information is still likely accurate.
4. There is no notable bias in this article, though it is strongly in favor of open systems.
5. Detailed analysis of benefits and explanations of these benefits.
1. http://www.visitask.com/matrix-organization.asp
2. This site describes a matrix organizational structure as a combination of the pure functional structure and the product organizational structure. It essentially creates a leadership/management hierarchy that has both vertical and horizontal power relationships and supervisory connections. Interdepartmental sharing of human resources is easily accomplished through this organizational model, reducing conflicts and creating a greater balance between the project components of time, cost, and performance.
3. Vistask.com provides management training resources and courses for a fee.
4. Though the site charges for some of its services, other information is freely available and appears to e entirely unbiased.
5. Though brief, the pictorial representation as well as the textual explanation of matrix organization provided on this site is quite clear and comprehensive.
1. http://www.ilo.org/public/english/region/afpro/abidjan/publ/ilo8/social8.pdf
2. In an interesting change from many business documents, this report details an extensive governmental and NGO project to illustrate basic management principles. The efforts to promote occupational health and safety in developing countries in Francophone Africa are the focus of this article, and both practices and effects of such a project are given. Basic training and education on the development of trade unions were seen as especially effective techniques in promoting occupational health and safety.
3. ILO is an international NGO promoting worker's rights.
5. Bulleted description of the program and effects presents a concise overview.
1. http://www.siliconyogi.com/andreas/it_professional/sol/complexsystems / ImagesofOrganizationbyGarethMorgan.html
2. This website provides a review and summary of a book on different images or metaphors with which organizations are viewed and explained. In the metaphorical description of organizations as holographic-brains, organizations are observed to store and process data in many different parts and departments simultaneously, with no real discernible center of control. Patterns and order then emerge from these processes, rather than being imposed upon it, just as in the brain (according to this description).
3. Both the website and the author of the reviewed book are affiliated with separate educational institutions in the area of organizational system.
4. There is no discernable bias in the review or summary portions of the sit's text.
5. The site manages to provide a detailed view of many different organizational explanations, including the organization as a holographic brain.
1. http://changingminds.org/disciplines/leadership/theories/contingency_theory.htm
2. This article describes contingency theory as the supposition that leadership efficacy and therefore style should be contingent on several interpersonal and environmental factors. The ability to change leadership styles or even leaders as these forces change is key to organizational success according to contingency theory. Having the wrong leadership style for the environmental situation, on the other hand, can be disastrous.
3. ChangingMinds.org is run as a non-profit operating primarily from ad revenue.
4. There is no bias noticeable in this description of contingency theory.
5. The descriptions are detailed yet delivered in a highly engaging and non-technical language.
Management Yes, managers are important to organizational success. But this is a logical fallacy question. All organizations, both the successful ones and the utter failures, have managers. So the question isn't about whether managers are important to success -- mathematically there is 100% correlation between having managers and being successful, but also 100% correlation between having managers and being unsuccessful. Then there is the issue of where organizational success comes from. First,
" Organic organizations are considered more hands off and let things occur instead of forcing them to happen. Command and control over an organic organizations is widespread and distributed amongst its components. Trust and faith are more a part of the practices in this type of firm where creating revenues, instead of focusing on costs is a more important practice. The word "organization" and "organic" are nearly the same and it
Authority is centralized and highly controlled. In contrast, organic organizations focus on generating revenue (i.e., making a profit) and this focus leads them to stress the need to create innovative products. Employees are valued for their creative talents and are given free rein to generate new ideas. An excellent example of a mechanistic organization is that of Wal-Mart. Wal-Mart boasts that it offers consumers the lowest possible prices, all of
Management of Organizations Significance of Managers in Achieving Organizational Success Organic vs. Mechanistic Organization Process of Formulating Corporate Strategy Meaning of Organizational Culture Management of Organizations Organizational management is one of the most crucial components for organizational success and productivity. This is primarily because the process entails handling various aspects that are geared towards achieving the organization's overall objectives. Some of the most important issues in organizational management include effective decision making and conflict resolution. These
Organizational Behavior and Management Coursework The objective of this report is to describe the organizational changes in the context of strategy, structure and design as a result of the changes. The report also consists of recommendations on approaches to achieve organizational effectiveness for the organization identified. With reference to a hypothetical organization example, the company which has been identified is ZingFresh Holdings Pte Ltd. As the subject organization of this report. The
Smith provided the appropriate managerial direction which struck the right balance between creativity, performance and productivity. His farsightedness which encompassed a wide vision was long-term, ambitious and the same time entirely practical and feasible. (Section 7: Leadership and Management, p. 243) Having earlier steered a floundering company towards a successful path, Smith's work was uphill. He had to drastically change the organizational culture and structure while reducing conflict within the