Systems summary and overview

¶ … Systems

Organizational reframing plan

Organizational reframing is an essential part of every organization's corporate lifespan and strategizing. It is more than mere cosmetic change: it forces organizations to fundamentally reconsider their basic values and capabilities from the ground up on a structural, human, political, and symbolic level. Reframing is a multidimensional process, although all three reframing levels must be integrated. The leader has a critical role to play because of the holistic nature of the reframing. However, the human resource department must also be 'on board' with the changes, given the importance of people in creating new organizational attitudes and processes.

The reframing process must take hold in all facets of the organization. It is a process of organizational learning, in which change that begins on the individual level gradually begins to take root in the entire organizational culture. The culture must engage in self-reflection about how it works, rather than merely correct mistakes in a singular fashion. Organizational learning takes place on three levels: single, double, and triple loop learning. Single loop learning is when single, enclosed errors are corrected on a 'one off' basis while double loop learning actually strives to address the deeper problems, issues, and situational factors to prevent errors from happening again. Triple loop learning is when the organization is capable of self-critique on a macro level: is what it doing rational, in light of its goals?

The article concludes with an analysis of other theories of firm behavior. Resource dependence stresses the need for firms to become independent, often through acquiring the other firms and companies necessary for it to produce or for its supply chain to function. Mergers mean complete organizational reframing. Organizational ecology theory emphasizes the need for the organization's social, cultural and working environment to be in harmony with the external world, which also requires constant adjustment and reframing.

Summary 2

This paper uses organizational ecology theory to evaluate a sole proprietorship called Tropex, Inc. specializing in interior plant landscaping. The company is in a state of relative flux, as it has been rapidly expanding recently, and has experienced high turnover in the crucial position of the Human Resources Director position, which is currently vacant. The need to create a harmonious organizational construct is one reason why organizational ecology theory is so valuable, given its stress upon the need to foster positive relationships. It is also useful for a sole proprietorship, because its principles are not confined to large organizations alone. The theory is customer-specific and individually-directed in nature, which is a critical component of justifying the need to patronize a sole proprietorship from a customer's point-of-view.