Organizational Paradigm
Organizational Paradigms
Introduction
The purpose of this paper is to compare and contrast the three predominant organizational paradigms; rational, natural and open systems. Each paradigm has its own unique characteristics and understanding these paradigms can best be understood through real-life examples of the paradigms in use. Before the paradigms are described and related, the term organization and organizational theory must be defined.
Definitions
Applying a specific definition to organization is a difficult task. Organizations must be differentially idealized and separated from other social institutions. Schein (1970), as cited by McAuley, Duberly, & Johnson (2007), provides a working definition or organizations as “the rational coordination of the activities of a number of people for the achievement of some common explicit purpose or goal, through division of labor or function, and through a hierarchy of authority and responsibility (p. 9)” (p. 12). The key distinction between organizations and other systems is the issue of “goals” to organizations. Jones (2010) defines organizational theory as “the study of how organizations function and how they affect and are affected by the environment in when they operate” (p.7). Organizational theory maintains a master relationship with organizational structure, organizational change and design, and organizational culture. Organizational structure is “the formal system of task and authority relationships that control how people coordinate their actions and use resources to achieve organizational goals” (Jones, 2010, p. 7). Organizational change and design is “the process by which managers select and manage various dimensions and components of organization structure an culture so that an organization can control the activities necessary to achieve its goals” (Jones, 2010, p. 8). Organizational culture is “the set of shared values and norms that controls organizational members’ interactions with
Introduction
The purpose of this paper is to compare and contrast the three predominant organizational paradigms; rational, natural and open systems. Each paradigm has its own unique characteristics and understanding these paradigms can best be understood through real-life examples of the paradigms in use. Before the paradigms are described and related, the term organization and organizational theory must be defined.
Definitions
Applying a specific definition to organization is a difficult task. Organizations must be differentially idealized and separated from other social institutions. Schein (1970), as cited by McAuley, Duberly, & Johnson (2007), provides a working definition or organizations as “the rational coordination of the activities of a number of people for the achievement of some common explicit purpose or goal, through division of labor or function, and through a hierarchy of authority and responsibility (p. 9)” (p. 12). The key distinction between organizations and other systems is the issue of “goals” to organizations. Jones (2010) defines organizational theory as “the study of how organizations function and how they affect and are affected by the environment in when they operate” (p.7). Organizational theory maintains a master relationship with organizational structure, organizational change and design, and organizational culture. Organizational structure is “the formal system of task and authority relationships that control how people coordinate their actions and use resources to achieve organizational goals” (Jones, 2010, p. 7). Organizational change and design is “the process by which managers select and manage various dimensions and components of organization structure an culture so that an organization can control the activities necessary to achieve its goals” (Jones, 2010, p. 8). Organizational culture is “the set of shared values and norms that controls organizational members’ interactions with
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