Organizational Theory in Businesses Research Paper

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organizational theory, leadership theory development, and management theory and practices. This includes addressing the impact of these aspects on businesses and their efforts to bring about effective and successful performance in the business realm. To start with, organizations can be perceived as machines, cultures, organisms, political structures, transformational systems or structures, and also constituents of domination (Morgan, 2006). In order for any individual to gain an understanding regarding the form of an organization it is considered necessary to employ metaphors. This is because using metaphors may prevent one-sided perspectives. In general, a flawless viewpoint cannot consist of only one theory.

Taking into perspective contemporary scholarly researchers, according to Heugens and Scherer (2010), comparisons are made between an organization and a machine. This analogy works from the sense that an organization has a dominant body, and also that it partly operates as a machine because it possesses dissimilar parts. The view or understanding of an organization can also be perceived by means of culture. An organization becomes relational with a community by the exemplification of beliefs that are acknowledged as being representative of crowds or groups' philosophies and opinions. Finally, from a postmodern standpoint, the depiction of an organization is by a set structured principle by which individuals are administered.

Organizational theory can be defined as the use of the intellectual capabilities to attain information concerning the proposed determination and the practice of change in the social structure that consists of the organizations in an intricate contemporary way. The designs are bound to take into consideration incidents that are both internal and environmental. As pronounced in the modern viewpoint of an organization, as offering support to the parts that are moving, the theory of organization addresses consistent and definite factors supporting its purposes entirely so as to be effective and efficient (Heugens and Scherer, 2010).

Organizational Theory Perspectives

Organizational theory is centered on three perspectives. These three perspectives are the post-modern perspective, the modern perspective, and the symbolic-interpretive perspective. Each of the aforementioned perspectives has dissimilar approaches when it comes to the manner in which an organization is managed (Hatch and Cunliffe, 2006). The modernist perspective encompasses objectivists who lay emphasis on the realism of knowledge that is constructed by being centered on theorization as well as conceptualization. For instance, an organization generates its earnings or profits based upon the ability of the chief executive to initiate and institute the right decisions during a period of investing the capital for the organization (Amlus et al., 2014). The outcomes of these decisions and actions are measured in a direct manner in the form of profits and also losses. In this organizational theory, outcomes of the decisions and actions made are acknowledged by making use of the five senses that human beings have, through what humans touch, taste, hear, see, and smell (Hatch and Cunliffe, 2006).

Another perspective of organizational theory is the symbolic interpretive perspective. This perspective in particular takes into account experiences that cannot be felt, or are beyond the five senses of human beings, such as emotion and intuition. The outcomes of this particular perspective cannot be effortlessly simulated by others; this is the reason why modernists disdain symbolic interpretive outcomes. The assurance the researchers address is to be spot-on to individual experiences and to take into consideration explanations and clarifications made by others. The symbolic interpretive perspective concentrates on significance and understanding, and the outcomes ought not to be extended further than the setting in which they were fashioned. Symbolic interpretive organizations have the sense that if employees have an understanding of the organizational culture and the cultural connotation of actions, verbal and nonverbal communication, and internal signs and objects that employees will start to comprehend themselves (Hatch & Cunliffe, 2006).

In particular, this perspective outlines organizational structure in the sense that it looks to what adds to work that is significant by reforming structure via observation and involvement. The symbolic interpretive approach recognizes the reasons why work is fashioned in a particular manner by having steady practices in work through understanding and human collaborations to achieve organizational objectives (Hatch & Cunliffe, 2006).

Lastly, there is the post-modern perspective of organizational theory. This particular perspective swerves and deviates from the two previously mentioned perspectives. This is because it has an indisposition or reluctance to pursue truth or to create long-lasting ontological or epistemological obligations. For example, the post-modern perspective differs from viewpoints of the modernist customs of scientific attempts, or the symbolic-interpretive explanations of the significance of human implications leading to action.

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Perceived from these other perspectives, postmodernists appear to skim between theoretical situations. They every so often decline to take even a momentary metaphysical stand because that they have confidence in that doing so honors some kinds of understanding over others and this encroaches upon postmodern ethics. (Hatch & Cunliffe, 2006).

Synthesize interdisciplinary business knowledge, concepts, and models to advance the theory and practice of business management

Organizational behavior is a study that encompasses the examination and analysis of the influence that persons, groups, and structure have on behavior within organizations. The main intent is to employ such behavioral understanding so as to make organizations function in a more effective manner. In other words, it is the analysis of what individuals undertake in an organization and how their behavior has an influence on the performance of the organization. By having an understanding of the manner in which individuals interrelate and work together with others in the organization, then improvements can be undertaken for a company. An apparent characteristic of organizational behavior is discerning the detailed behaviors of personnel or groups of workers in diverse settings, and how they respond to certain occasions or circumstances (Robbins and Judge, 2013).

Organizational culture, also referred to as corporate culture, is considered to encompass the association and affiliation between members of the organization and the manner in which they interact and interconnect with each other as they undertake their duties and roles for the organization. Having confidence in and partaking in similar objectives and expectations within an organization is what outlines the organizational culture (Hatch, 1993). An organization that has resilient and solid mutual beliefs and strives towards a common objective and vision is able to have an effective and efficient business operation. Organizational culture has noticeable features and characteristics that take account of day-to-day observations of work practices within the organization or through individual considerations or understandings from members of the organization who are directly influenced by occurrences that have taken place (Stokyo, 2009).

Form of an Organization Model

Organizations can be considered to be comparatively current or contemporary in the history of mankind. However, organizations have risen and have come to be largely important and of great significance in the present day society. Organizations have come to be essential and fundamental to the lives of people with immense influence. It is imperative to take note that organizations presently are around or encircle us and fashion our lives in several manners as they pool and bring together resources to attain certain objectives (John, 2014).

Organizations have individualities in common in the sense that they are in existence with a mission. In particular, the mission statement speaks out and proclaims the purpose of the organization with causes for its presence and being. A mission statement delivers context and perspective to aid direct the organization's policies and activities by explaining in simple terms the general objectives of the organization and/or corporation. For that reason, they are purposely designed in a structural and organized manner, connecting the entity to external setting (John, 2014).

The organizational model can come about in different forms. There are four forms of organizational structures which are most common or prevalent and which can be applied by any organization. These four forms include: [1] the matrix structure; [2] the divisional structure; [3] the functional structure; and [4] the entrepreneurial structure. To start with, the functional structure encompasses where work flow that is effective is reliant on the incorporation of different tasks within the organization. The majority of businesses make use of this basic approach in structuring their organizations. In particular, the functional form of an organization is deemed to be forthright and more often than not effective in practice. This organizational form is considered one that is the most appropriate for businesses that are small sized or medium sized, and that do not have a wide array of product portfolios or requirements for production. This implies that this organizational form is best suitable for businesses that offer products or services which are one-lined. Functional structure can be labeled as an organizational form which embraces the least possible departmental units; the form is not intricate with connecting each top management section with more sub-departmental partitions connecting to the relevant departments. This form of organizational structure is best utilized by organizations that are made up of a small number of organizational members and participants (John, 2014; Aguirre and Alpern, 2014).

The entrepreneurial organizational form is.....

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