Organizational Paradigms

ORGANIZATIONAL PARADIGMS

Organizational Paradigms: Rational, Natural and Open Systems
University of Phoenix

      Organizational Paradigms: Rational, Natural, and Open Systems
      What are organizations? How do we construct successful organizations? What is the most effective organizational structure or culture? Jones (2007) defines an organization as a tool individuals use to coordinate actions in an effort to achieve goals. “Organizational culture is a by-product of the interaction between employer and employee” (Baker, 2009, p.28). The culture, values and objectives of the organization are established by organizational leaders. According to Ohm (2006), “it is the set of unspoken interactions, relationships and expectations that spell out “how we do business” around here (p.15).
      Defining the structure or culture of an organization could be a daunting task for individuals. Baker (2009) suggested that simply put, organizational culture defines the way we do things around here. Organizational culture, clearly defined goals, visions and objectives as well as individuals are all contributors to the success of the organization. The purpose of this paper is to compare and contrast the three predominant organizational paradigms that provide additional insight required for in depth analysis and deeper understanding into the nature of organizations.
      In an effort to appreciate the significance of organizations, we must comprehend the varying perspectives on organizations. Rational, natural and open organizational perspectives will be discussed through the use of specific real-world organizations. The aspects of the aforementioned paradigms as reflected in the organization will be discussed through clear, concise examples. The subsequent section briefly highlights the characteristics of rational, natural and open systems.

Organizational Paradigms: Rational, Natural and Open Systems
Rational Systems
Rational organizations are defined as... [continues]

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