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. 42).
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 as well as purely bureaucratic.
Symbolic interpretation suggests that we as humans are trapped in symbolic webs we ourselves have unconsciously created -- it is impossible to escape this fact, but through self-consciousness, we can have greater control over them. It is thus more dynamic in nature than the modern systems perspective -- just as human beings change their points-of-view, organizations can change, rather than remain static bureaucracies. Red tape is not an inevitable obstacle unless organizational actors view it as such. And studying the symbolic realities created through language and organization tells us a great deal about ourselves as a society -- the separation of juvenile from adult systems of justice show 'us' how we see juveniles as a separate and less responsible category of offenders for their crimes, the mechanization of the original construction of the inexpensive Model T. reveal American assumptions about the value of ...
One criticism of symbolic interpretation is that it is difficult to quantify such findings in useful terms -- it is more academic and impressionistic than useful to managers. However, its sense of cultural construction of social realities has become even more intensified in postmodern theories of organizational development. Knowledge cannot be systematically and objectively obtained according to postmodernists, contrary to the modern systems view. Policies are created by proceeding through diverse and irrational systems of knowledge, amongst individuals and the organizations that make up individuals. Rather than a holistic system of symbolic interpretation, current meaning systems have become fragmented. In particular, the modern workplace is divided and torn, especially in 21st century life. Telecommuting means one is separate from work, yet always 'working,' and for almost all individuals, the workplace is more part of the home than ever before, due to the way technology connects people. Yet there is also greater fragmentation socially, as different parts of people's complicated lives become more specialized and compartmentalized. People move farther away from their original families, and bring their clashing systems of meaning to new areas, changing the nature of traditional organizations (Hatch 1994, p. 44). They are affected by the different value systems of their colleagues, and a new patchwork culture (or non-culture) is created.
Postmodernism challenges traditional modern notions of 'best practices' -- there is no one best practice, there is only the best practice for right now. This may mean that what works in a business' place of origin may not be functional in another area of the world, or what works for local government does not work nationally. The postmodern idea of instability of values and processes seems well-suited for our constantly changing economic times. Organizations are now composed of people with radically different value systems, and public organizations must suit the needs of extremely diverse populations. Although it can be frustrating, it seems that, like it or not, we have entered the postmodern, technological age, and it is important to use diverse media and highly segmented approaches to connect to the population being served on a highly personalized level. Individuals must be addressed in a specific fashion, in ways that are tailored their generational and cultural perspective, so that they are willing to change.
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
Organizational Structure There is one structural issue that will be examined. The hierarchical structure of CI is causing problems that affect the contingency factors most important to the CI organization including, Strategy, Sales cycle, and culture (Cengage, 2010). In the case study, Daly has assessed internal and external weaknesses and threats due to strategic direction. The analysis reveals two internal threats to the organization that stem from the hierarchical organizational structure and
Organization Analysis Analysing Organisation: Using relevant theoretical perspectives frameworks, critically analyse organisation choice. Analyzing organization is the process of assessing the organizations systems, functionality and capacity so as to increase the organizations performance, efficiency and overall output. This is done by using various theories and models whose aim is to understand the structure of the organization, technology and behavioral relationships Bate, Khan, & Pye, 2000. This should be a periodic and detailed activity
Organizational Reframing Program Four Frames of Organizational Reframing Structural:- Human Resource: - Political:- Symbolic:- Structural Contingency Theory Structural Contingency Theory in Human Resource Management:- Social Network Analysis Impact of reframing plan and ethical issue's Impact on the department being reframed:- Impact of reframing on other departments:- Ethical Aspects:- The study shows an organizational plan of a department. The aim of the study is to emphasize on how the theory of organizational life is applicable with the help of utilization of the action research
Organization Behavior "Performance Management" and "People Performance" Performance Management and People "Performance Management" and "People Performance" Management SUMMARY The purpose of this paper is to discuss and critically evaluate the Performance Management model by Michael Armstrong and People Performance model by John Purcell. The paper starts with an ample introduction and significance of the employee performance management practices and proceeds by discussing the various concepts and strategies which are incorporated by business organizations all over
Organizational Case Analysis Organization Overview Apple Inc. is a multinational companies specializing in the designing, manufacturing and marketing of mobile communication devices such as personal computers and digital music players. The company also sells varieties of mobile telecommunication devices such as iPhone, iPod, iPad, and Mac. Additionally, Apple Inc. sells some professional software application such as Mac OS, iOS, iCloud and other varieties of communication accessories. Apple Inc. sells its products through