Organizational life cycle
Prof.univ.dr. Ion Gh. ROŞCA
Prof.univ.dr. George MOLDOVEANU
Academ de Studii Economice din Bucureşti
This paper proposes an analogy between rational biological model and the organizations’ development during their existence. So, organizations’ "born" or creation are considered the result of genetic algorithms, transformations are identified with changes that aim the adapting to the environment, and finally the ”death” treats the state of crisis and bankruptcy. In every stage of life there are proposals to increase it, by extension of states identified in the human area and not taken into account in the artificial one, which must learn from the first system, which we consider superior in the process of evolution. Although the authors’ approaches, do not build operational models to support the thesis presented, ask questions and focus on elements of management philosophy that "tomorrow" will certainly be resolved.
Keywords: genetic algorithms, human genome, open organizational system, organizational pathology, step by step evolution, tandem management change - organizational change, TCR, changes period, duration of response to change, organizational transience.
Organizational life cycle - A rational - biological concept
1. Creation or organizational "birth" means harmonization, granting in a complete "network", symmetrical of four key elements namely: participants, goals, processing systems and structures, in order to meet effectively a range of social needs (Fig .1).
Figure 1. Correlation of essential organizational elements
The essential component is the human one (actors, participants) or rational life-size that articulates directly or indirectly through specific means or management tools, all components which have type 4! links. Details of each component of the organization in n subcomponents, generates type n! links, such as those of the elements of the human genome, whose combinations are at 40,000! Or 2,09 x 10166173. In our view, organizations are a form of structuring the living world or a network of individual human beings, with specific goals [ ]. The process of "organizational generation" can be studied through genetic algorithms, using the crossover and mutation operators [ ]. The first category "crossover" aims to embed in the new generation of a better genetic material, and the second one, "mutation", the way to a minimum minimorum and eliminating a local minimum. It follows that the rise of an organization generates socio-economic progress on a local or global area. We believe that most present organizations are, such as living organisms, open-rational systems, but we do not eliminate the existence of any natural-closed type ones, which from birth may not have a long life. During the current crisis, the adverse features of the organizational system, outlined in the last century, during the years '80 and '90, were amplified. Some of them are: i) participants alienation, lack of "neural" links between the components of each element in the presented figure and of these elements, in order to ensure functionality, system’s life; ii) inequality of the participants, destruction of ones for the supremacy of others, making life irrational; iii) increasing unemployment, which eliminates the human components of the system that can "work"; iv) economic and financial scandals that destroy the system or parts of it; v) Regression of ethics and financial rules, which eliminates the harmony and balance of organizational system [ ].
The corollary may be, by a "tough" approach organizational inefficiency and ineffectiveness of classical patterns. In order to maintain organizational performance, according to the initial creation, it is necessary the operation of features of the neoclassical kind staff and line models and line,...
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