Understanding the Basic Types of Organizations

Topics: Organization, Behavior, Human behavior Pages: 6 (1811 words) Published: March 7, 2010
Understanding the Basic Types of Organizations

this assignment, you will submit a three- to five-page paper that summarizes the main points in Chapter 1, organized by Mintzberg’s typology of firms and using cited (APA standards) passages from the assigned readings and cited selections from the Unit 1 courseroom. People don’t like the same things; they have different point of views, thoughts, and perform in different ways. A combination of a person’s background, nationality and how they’ve been raised are factors that can be of help or damaging to the performance of an organization when putting together a group of people. It is a combination of ideas that can be something good for a company when is use the right way, with respect for each other’s way of thinking and points of views. Organizational behavior (OB) doesn’t have an exact career path; it offers knowledge and skills that are vitally important to anyone who works in organizations. OB includes an extensive range of topics, such as human behavior, change, leadership and teams inside organizations. It is the study of what people think, feel and do and the application of knowledge about how individuals, groups act in and around organizations (Glinow, 2009). This is accomplished by understanding and interpreting people and organization relationships in terms of the entire person, group, and organization, to include their interaction with external environment. The reason behind this study is to build a better working relationship by achieving individual, organizational, and social objectives within an organization. Organizations are groups of people who work interdependently toward some purpose (McShane & Von Glinow, 2009). The understanding OB is a skill and tool that can have considerable influence on ones career, also in the success and effectiveness of an organization. As Mintzberg states in his article that organization are not alike and therefore the organizational design must be personalized, the structure should be “ like all phenomena from atoms to stars- the characteristics of organizations fall into natural clusters, or configurations” in order to ensure a natural harmony and success of the organization (Mintzberg, 1981).

The effectiveness of an organization is measured on its communicative ability, ethics and goals achieved in its productions. Organizational effectiveness is a concept represented by four perspectives: open systems, organizational learning, high performance work practices, and stake holder (McShane & Von Glinow, 2009).

The open-system perspective states that organizations are like organisms living within an external environment; it must adjust and create a relationship to its surroundings. Then arrange their internal subsystem in order to make best use of efficiency and responsiveness (McShane & Von Glinow, 2009).

The organizational learning perspective is a subsystem of open-system, but the position is that organizational effectiveness depends on the capacity that an organization has in sensing changes from its environment; extracts the information and knowledge needed to adapt accordingly.

The high-performance work practices (HPWP) perspective states that effective organizations leverage the human capital potential of their employees. Specific HPWPs have been identified, and experts in this field suggest that they need to be bundled together for maximum benefit (McShane & Von Glinow, 2009). HPWP is a method implemented by an organization that helps in the development of their employees and organizational performance. HPWP encourages empowerment, teamwork, employee participation and learning; motivation, trust, communication, knowledge sharing, and organizational effectiveness.

The stakeholder perspective states that effective organizations take into account how their actions affect others, and this requires them to understand, manage, and satisfy the interests of their stakeholders. The perspective...

References: McShane, S., & Von Glinow, M. (2009). Organizational Behavior 5th Edition. New York: Mcgraw-Hill Irwin.
Mintzberg, H. (1981). Organization design: fashion or fit? Harvard Business Review , 103-115.
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