Organizational Systems and Style Essay Example | Topics and Well Written Essays - 1000 words

Organizational Systems and Style - Essay ExampleIt was majorly utilise to focus on company improvement, expected future changes, procedures during acquisition or a merger of departments and elementaryally how to go about the proposed plan to improve the company. It is based on seven elements that are grouped into two, the solid and soft elements. The backbreaking elements include strategy, structure and systems while the soft elements include skills, stuff, shared set and style. outline refers to the plan used to create and maintain the lead over other competitor in the commercialize while structure is simply how the framework of an organization works. The staffs are employees of the organization while the skills refer to the competences of the organization. It is worthy noting that organizations use external factors to gauge their relevance and achievements while others use internal factors. Both of the approaches are all important(predicate) since they are supposed to be complementary for the organization to optimize its goals and targets (Alvesson, 2002). In other words, coming up with relevant strategies requires a dynamic and well informed team. This may not be effective if the organisational style used to implement these strategies is not supportive. The staffs also need to buy the vision and the goals of the organization so that they net accurately deliver. This can happen without a motivated workforce with includes good remunerations and strong set that govern these employees. Again the style here is of great importance if this is to be of ultimate gain to the organization. The values simply refer to the last in the organization. In reference to Alvesson (2002), culture is a pattern of basic assumptions. Among the employees of every organization there are distinct ways of doing things. This is propagated through the generational influence among the staff. When brand-new staffs are hired, they perk up to learn these values subconsciously s ince that is the culture in the organization. We must ask ourselves this question. What pull up stakes happen if the culture of the organization leads to stagnation or even hampering of its intended results? This calls for stuffs with a different approach. In that case we need staffs who can think outside beyond the challenges, i.e. individuals who can influence the culture so that it can lead to a goal oriented approach. Sometimes changing the culture is not hard in comparison with coming up of a procedure of changing it. The organizational system should be designed in a way that it leaves room for improvement to the shared value if need be. harsh and stubborn systems can easily lock out new and fresh ideas leading to stagnation or deteriorating of an organization. This, however, calls for caution since the shared values upon which the organization was founded should never be entirely lost unless the organization wants to delineate itself. The staffs are very instrumental in pro pagating the goals of an organization. Arguably, the staffs are the image of an organization. When one talks about the culture, it mainly refers to the staffs, and, more importantly, how they implement the shared values of an organization. This touches on the leadership too. The system used becomes important. The system manages the culture of an organization in most cases (Alvesson, 2002). This author argues that the flow of ideas should be clear swift and effective. It is tragic to have a staff that is not goal oriented. This is because it reduces the impact of the organization. There are few reasons why this can happen when the staff is out of