Michael N. Matheis Jr.
January 17, 2015
Why is shared information so important in a learning organization in comparison to an efficient performance organization? On this forum a learning organization refers to the organizational style allow for a certain degree of flexibility that hinder being constrain by structure; in simple terms, this approach allows for the organization to not only adapt to, but embrace change in order to attain the desired market position (Purhaghshenas, and Esmatnia, 2012, p.244). On the other hand, an efficient performance organization refers to the classical approach in which a scientific and systematic approach that primarily focused on the administrative and performance efficiency of the organization in order to meet its mission (Daft, 2013, p.27-28). Shared information is important for the success of any type of organization in today’s dynamic and volatile environment. Furthermore, when comparing the organizational styles discussed, in a learning organization the sharing of information would promote lateral communications enhancing teamwork among departments. Consequently, the organization would be able to adapt its core competencies through flexibility in support of a positive market position. On the other hand, although an organization that focuses on performance and classical approaches to organizational design might find issues when attempting to manage information as effectively as a learning organization as its efforts may be hindered by its own structural approach. Discuss how an organization’s approach to sharing information may be related to other elements of organization design such as: structure, tasks, strategy, and culture. Information management is critical part of the foundation of any organization. Taking into consideration the two main approaches to organization structure design presented, the learning and the efficient performance the differences between both as it relates to information management are conspicuous. Firstly, in a learning organization where horizontal structuring is more common, information is shared horizontally and laterally making the flow of information to employees quicker; consequently, involving them in some of the decision making of the organization. This concept works exceptionally well for organizations that require flexibility as they can share lessons learned and similar information and among departments. For instance, in the area of organization structuring, one branch may learn that structuring the work force a certain new way works really well. This branch would share the details of the initiative with the top and lateral management. Consequently, lateral branches may assimilate that approach improving the organization over all. In contrast, an efficient performance organization is based on a typical vertical structure, where all decision making and course of action development remains at the top of the leadership hierarchy, therefore, the upper echelons of management control the information flow and have a more direct control on the development and achieving of the organizations goals. This approach is appropriate in certain situations is allows more complete control of the reigns of the organization when it comes to structure. However, it does hinder the speed of information flow, and limits the organization to only the management perspective when it comes to decision making, strategy development, and the identification of what information is worth sharing among departments. In sum, information sharing and management dictates the success or failure of any organization, and ways to approach this differ. It is important for today’s organization management to be versed in both approaches and select the right one for the right situation or maybe a hybrid of both approaches in order to achieve the organization’s strategic objectives. What are some differences that one...
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