Posted on April 20, 2009 by Jordi
Several of you are planning to do the long form wiki article for your final paper.
Here is the link for topics under Organization Theory on wikipedia (the big English one, en.wikipedia.org).
As you can see, there is plenty of room for you to add a whole article.
You will need an account.
You will want to edit in a reference in the main organization theory/studies page.
I am ALSO exploring the possibility of starting my own organization studies wiki since I have not found a dedicated one and I would like to capture what you all are doing. Then, you could double post your article, to wikipedia and to the new one.
I could use some help. Anyone know a good wiki platform? Have you all looked for dedicated org theory wikis?
Filed under: Class, Resource | Tagged: final paper, organization theory, Wiki | Leave a comment »
Posted on April 16, 2009 by Kelli
After struggling to decide on my final paper topic, I have finally arrived at a decision. I would like to continue my studies from class on organizational culture especially those cultures impacted by tragedy or change. After reading The Smartest Guys in the Room I have become increasingly interested in the effects that culture has on the organization, and how organizational culture can be manipulated and changed for the better or worse.
Filed under: Blog | Tagged: Culture, organization theory | 3 Comments »
Posted on March 6, 2009 by Kelli
William G. Ouchi discusses in the article Markets, Bureaucracies, and Clans the importance of evaluating organizational efficiency in order to determine the value of individuals to an organization. He states that a transaction cost framework allows for this type of evaluation of organizational efficiency-the framework is based on two conditions, namely goal incongruence and performance ambiguity. These conditions can combine in several ways to determine the best mechanism for mediation or control in determining value. The three basic mechanisms are markets, bureaucracies, and clans. Once again, the organization chooses the mechanism based on combination of conditions with the organization.
Filed under: Blog | Tagged: bureaucracy, clans, goal incongruence, goals, markets, organization theory, performance, performance ambiguity | Leave a comment »
Posted on March 5, 2009 by zuffola
The article Expectations, Legitimation, and Dominance Behavior in Task Groups, Cecilia Ridgeway and Joseph Berger discuss how a group structure forms from expectation, is solidified through legitimation and is practiced with dominance behavior.
Expectations are what the group thinks will happen with the group structure based on the characteristics of the group and of the individuals. For example, individuals that are more highly skilled will be expected to outperform those that are less skilled at the task. Senior members of a group will be expected to do better as well. As these expectations are formed the a power and prestige bases is built around those who most meet or exceed expectations.
Legitimation is the process by which these power and prestige orders gain differences in status value. This becomes part of the group when individuals who have gained power and prestige begin to believe that what they do is of greater importance to the group and believe that they have group backing.
After a power structure is legitimated, those who are at the top will being to show dominating behavior. This includes commands, staring others down, and shouting. The opposite of this occurs at the bottom of the ranks and is referred to as propitiating behavior. This involves hand wringing, slumped posture and downcast eyes.
Filed under: Class | Tagged: legitimacy, organization theory, research | Leave a comment »
Posted on March 4, 2009 by Kelli
A little over a week ago I booked a spring break vacation to Cancun, Mexico. It took me a while to choose which tropical destination I wanted to visit, and then even longer to decide on a hotel in my country of choice. The only reason I finally came to a decision was because there was only one week left until spring break, and my friends began demanding I make a choice so we could all book it. When I finally did make a choice, everyone was very relieved…for less than 12 hours.
Filed under: Blog | Tagged: ethics, government, organization theory | 1 Comment »
Posted on February 25, 2009 by Nadir Sharif
I have heard many US Americans complain about the Government here and its flaws. I dare you to read this post, if by the end of it, you can draw me an organization chart of the Government I am about to compare the US Government to, I shall owe you a home-cooked South Asian meal.
This article relates to a current event. Click Here to follow these developments.
Filed under: Blog | Tagged: Formalization, government, organization theory, Organizational Structures, Pakistan | 1 Comment »
Posted on February 18, 2009 by Holly Boyle
As we learn more and more about what happened internally at Enron, I think it’s safe to say there are some pretty clear connections to the organizational structure there and some of the structures we are learning about in Scott and Davis’s “Organizing and Organizations.” Something that stood out in my mind in particular was the idea of a “loosely-coupled” organization and how it influences the behavior of the individuals within the company. What I took from their description of a loosely-coupled structure is that it allows for a higher level of autonomy, and that the goals and intentions of an individuals are not always in tune with the overall goal of the organization. The executives at Enron were essentially given free range (and unlimited resources) to carry out transactions that not even the CEO really understood. Rebecca Mark’s rampant adventure about the globe to gain as much of an international presence as possible was pretty much overseen by…no one. Andrew Fastow’s unmatched knowledge about how to tweak financial statements gave him complete autonomy and even authority where it was certainly unwarranted. These are just two examples among many of individuals at Enron being allowed to pursue a personal goal completely unchallenged (or enough that they weren’t stopped) by anyone else in the company.
Filed under: Blog | Tagged: complexity, Enron, goal, mis, mission, organization theory, Organizational Structures | 4 Comments »