Contemporary Issues in Management - Storytelling - Literature review Example

An organization is a social entity whose members share common goals, objectives and culture and hasa link to the external environments such as the communities they operate in (Stewart Clegg, 2008).Organizations have existed since time immemorial and as a result faced numerous challenges in their operations. Various organizations operate at different levels of society in order to ensure the achievement of goals and objectives in a given time framework. There are elements of division of labor among the members of an organization with some members taking up the managerial, executive and supportive roles. This leads to collective ownership of an output in form of goods and/or services. Labor is further divided into departments which work as functional parts of the organization in order to enable the complete functioning of the organization. This includes the finance department, the human resource, transport department among other viable departments depending on the goals and objectives of the institution. The organization has to perform some important function in society in order for it to be considered of importance to the society (Handy, 1990). Basic forms of organizations include the family unit which serves to ensure the continuity of the society, through reproduction and nurturance. Recently, corporate organizations has become of interest to researchers who study these organizations with an aim of understanding their functions, their culture, organizational behavior and misbehavior, management and other attributes which will enable them be successful in their operations. Organizational studies include the analysis of how individuals construct organizational structures, and the culture of an organization. It further evaluates how these constructions shape human interactions, and formulate social relations in order to produce the intended social, cultural, political or economic impact for the benefit of the society. It includes organizational behavior, organizational theory, organizational culture, organizational theory and organizational behavior. From this understanding of organization, we can easily deduce the ethical concerns and considerations of all members of an organization of what is considered moral and just actions as describe by the culture of the organization. Organizational behavior is the analysis of human behavior in organizational settings and how such behavior is influenced by various internal and external factors (Katz & Kahn, 1966). This study is subdivided into three key areas of concern basing on the number or size of the people being studied. It involves the analysis of behavior of individuals at the micro, and the macro level (Stewart, 2008). Stewart (2008) explains that individuals are able to behave differently, within an organizational set up, when compared outside the organizational set up. This therefore means that individual behavior is bound to conforming to expected norms practices of all members of an organization. This therefore means that the mere presence of other members of the organization has a great influence to the behavior of individuals in that organization. From this, we can easily conclude that organizational behavior is different from other forms of social behavior because it is shaped by the organizational values, belief, morals, practices and other shared attributes that make the organization different from others (Stewart, 2008). This explains why the organizational behaviors of different organizations differ significantly. Organizational misbehavior is defined as any intention by a member of an organization to defile or violate the shared cultural norms, practice and moral standards and values as expected of their proper conduct by other members of the organization (Morgenstern, 1998). In order to understand the concept of organizational misbehavior, we need to conceptualize core concepts in its definition such as values which are part of the fundamental principles in determining behavior by helping us evaluate what is of more importance than the rest. In the analysis of organizational misbehavior, both the overt action and the underlying reasons or intent play a key role. This means therefore that we can clearly distinguish organizational misbehaviors from other forms of behaviors if we base our analysis on not only the overt actions but also the intent of the performer of these actions (Stewart, 2008). Organizational mismanagement is the implementation of poor management strategies usually by the management staff which is bound to hamper the operations of the organizations and as a result hinder the achievement of set goals and objectives. It involves poor management of funds, poor budgeting, poor employee management, poor time and skill management, and poor quality management. Economic malpractices are common in many organizations be they government or non-governmental organization. They include all acts of embezzlement of funds by staff at the expense of the organizational goals and objectives. It has led to the introduction of various methods which aim at ensuring that the members, especially those in control of funds are watched over with such bodies such as the Anti-corruption in the case of government. Economic malpractices accounts for the highest numbers of organizational failure. Researchers have used various means in attempts to understand organization with varying degree of success. Through the efforts of these researchers, various theoretical frameworks have emerged, that can be used for purposes of understanding various organizational attributes, and how the management can use them for purposes of achieving success (Morgenstern, 1998). These approaches include the psychoanalytic approach. It can be argued that organizational storytelling approach to research has continued to be used in many current studies of organizations. Through research, we are able to understand concepts such as organizational misbehavior, mismanagement, and economic malpractice. Organizational story telling research is a qualitative research methodology which is applied in the study of organizational studies to reveal the reasons behind specific observable issues in the organization of interest (Stewart, 2008). Like other qualitative methods, the narrative approach to studying of an organization is an in-depth analysis of organizational issues which involves the use of narratives by respondents which are analyzed critically in an attempt to reveal the actual reasons of the observable reality. Storytelling and narratives can help reveal the manifestation of these variables in organizations and just how best they can be utilized to ensure the success of society. Psychoanalysis is the use of knowledge in to understand different human phenomena (Kets de Vries, 1984). It was first proposed by Sigmund Freud and has been applied in many areas of human concern. Though it has not been a major means through which development of organizational theory, it has made some indispensable additions to various aspects of organizational theory, such as leadership theories and organizational culture. Using Gabriel’s (1999) psychoanalytic account of the unmanaged spaces, we are able to understand issues affecting the organization in various ways. An example includes the rift that exists between the sense making process of an individual, and the espoused values of an organization. Psychoanalytic account works on the assumption that there exists an unconscious aspect of both the social and individual life that cannot be fully placed under controlled. It brings to the fore key ideas of mental and unconscious space in which the mind operate even without the conscious involvement of the individual. It involves internal desires, and pain which are expressed through psychological defense mechanisms. These defense mechanisms undermine particular ideas and emotional expressions that prevent threat to the mind from harm. These forces may take different forms such as sexual desires, fear and other forms. They cannot easily be put under human control and can be observed through narratives. A keen content analysis of the stories reveals the internal potential of these forces to be manifested in the highly distorted manner that may be considered barbaric. Fantasies revealed by members of an organization through narratives are also important in the attempt to explain the behavior and values of people in and out of the organization. Fantasies are defined as mental representations which express the desires and wishes of the subject as though they are happening in reality. These representations are considered to have a booming effect on the individual’s personalities. For example, it may be seen through narrations that the subject under study expresses the ambition of being a leader. Gabriel (1999) defines unmanaged organization as all aspects of an organization which nobody has much control. He continues to reveals fantasy as expressed in story telling as one of the ingredients of unmanaged organization. Management cannot, however much it tries, control the aspects of the unmanaged behavior. Management is presented as a key source of control, care, provision and protection. A narrative can be describes as any chronological and interconnected account of an experience that is presented in written or spoken form. Texts that lack chronology, setting and a flow of events are not considered to be narratives. Narratives are best deployed in understanding the unmanaged organization in society (March & Simon, 1958). Narratives are considered the conversational and artistic means or ways through which the respondents communicate their message. It is normally guided by the researcher to ensure the collection of relevant data (Handy, 1990). Narratives are a rich source of qualitative data collection methodology which serves to reveal the reality as it is on the ground or field of study. Through stories, we can learn the inner desires of employees, managers and other members of the organization (Stewart, 2008). Through their explanations of situations, we can deduce the intensions and inner desires of members of an organization. This will include all aspects of unrevealed opinions and feelings which affect the individual’s ability to cooperate with the rest in achieving the common goal. Fantasies therefore guide behavior be it misbehavior, mismanagement and so on. The unconscious is meant to repress feelings that bring about discomfort to the ego. Members of any social organizations are presented as social, emotional and sexual beings with historical and family backgrounds. In many cases therefore, rational actions may be undermined by emotional needs. Anger, ambitions, fear, excitement and other emotions interfere with our rational judgment of wrong from right (Diamond, 1993). Organization through the use of narratives has been presented as part of the society where we mimic the social and cultural dynamics. It is in organizational context that we identify with models just as we do with the society as we do in society. This brings to the fore the key issues in society a synchronized social system in which we acquire and reproduce behaviors and practices we feel are good. The difference between an organization and the society because in the latter, wider social dynamics are expressed such as gender, race and class relations while organizations are simply stadia where these dynamics are established. Trends of culture can also be seen in the reproduce in organizations through various forms of leadership, such as authoritarian, democracy among others. It is also seen in identity structures such as the use of signs and symbols as forms of identity (Hewlett, 2006). Through work people seek to fulfill deeper inner feelings. Both the conscious and the subconscious efforts help produce physical and social energies that are determined to meet the needs of the subject as expressed by their narrations (March & Simon, 1958). People work hard to meet their needs for emotional and psychological desires. This includes reasons such as building the self-esteem, to please other people around us, to earn respect from those who value hard work (Morgenstern, 1998). Organizations are also portrayed as a source of comfort for people whose anxiety is provoked by such circumstance (Kets De Vries, 1984). The organizational pressure faced by individuals in meeting the demands leads to anxiety. This can be minimized through various dysfunctional means such as treating someone in an impersonal way, showing no remorse even after committing wrong, inactivity or stunted activity and failure to portray of emotional expressions (Gabriel, 1999). Individuals tend to avoid non-existent threats while at the same time ignoring real threats. For example, we can understand through narrations the experiences of every individual in the in the organization and how subsequent job pressures are likely to bring anxiety to the employees at different level (Katz & Kahn, 1966). This, together with factors such as low levels of remuneration and poor working conditions are likely to bring anxiety to the subject. The frustrations that result from such situations are likely to lead to irrational judgment and thinking due to defense mechanisms deployed unconsciously in an attempt to deal with such anxiety. The organization may experience resistance from such members in cooperating with the individual (Stewart, 2008). Consequently, such people are unable to meet the goals and objectives of their organization and unless an intervention is made, chances are that the organization may adopt a downward trend in the output. The management should therefore utilize the available human resource by ensuring that all their personal and emotions needs are satisfied in order to obtain maximum productivity (Mathews, 1981). Organizations also establish possible means through which we can achieve collective visions and by extension stimulate activities (Hewlett, 2006). Organizations are able to boost the self-esteem of another person, and it encourages hard work and morals through incentives which motivates the members. Management should ensure that this is done in order to obtain maximum productivity. Through such means as delegation of duties, members of a lower rank feel they are recognized and hence working hard, for purposes of ensuring the success of the organization that they are part of. The organizational ideal as proposed by Schwartz portrays an organization as an entity that enhances desirable characteristics such as immortality, power, and success among others (Stewart, 2008). Individuals in these organizations also adopt these features and express them within and without the context of organization. An individual life becomes incorporated into the life of the society. Social welfare of the individual should be well taken care of by the organization if at all he or she is to benefit the institution. Failure to do so will lead to a continuous reduction in the levels of productivity of the members of the organization. Managers in organizations are entrusted with various issues that they ought to control, protect, provide for and coordinate. In order to successfully do this, they need to be fully equipped with knowledge and an understanding of the entities they are managing (Diamond, 1993). Mismanagement is likely to occur in organizational context if the manager does not have enough information about for instance the people they are dealing with in the case of the human resource manager. For example, it is important to understand and anticipate specific reaction from members of an organization because this will enable them address issues that emerge in the event specific situation (Mathews, 1981). Employees may for instance conform, be rebellious or at times they fantasize. It is also good that the manager be aware of innovation among the members, their risk taking behavior, and openness towards the original ideas which may at times seem strange. The organization also needs to understand challenging individuals and circumstances. Managers also have personal needs and experiences which affect them both from the within the organizational and external contexts. There is need therefore for the welfare of the management staff to be looked into in order to avoid cases of mismanagement (Stewart, 2008). Issues of embezzlement of funds stem from the fact that most management staff are under paid and have issues affecting them which have not been addressed. Emotional burden impaired their rational thinking and make managers prone to making non-viable and retrogressive decisions. In the long run, these decisions are bound to affect other employees and bring more problems which will sink the organization further into problems. Employers should therefore consider the possibility that even managers are capable of interfering with the smooth running of the organization if their needs are not met in time and to their satisfaction. Bibliography DIAMOND, M. A., 1993. The unconscious life of organizations: Interpreting organizational identity.. London: Quorum. GABRIEL, Y., 1999. Organizations in depth: The psychoanalysis of organizations.. London: : Sage.. HANDY, C., 1990. Inside Organizations: 21 Ideas for Managers.. London: BBC Books. HEWLETT, R., 2006. The Cognitive leade. s.l.: Rowman & Littlefield Pub Inc.. KATZ, D. & KAHN, R. L., 1966. The social psychology of organizations.. New York: Wiley. KETS DE VRIES, M. F. R. &. M. D., 1984. The neurotic organization.. San Francisco: : Jossey- Bass.. MARCH, J. G. & SIMON, H. A., 1958. Organizations. New York : Wiley. MATHEWS, G. S. (., 1981). "An Examination of Cooperative Organizational Behavior and the Functions of Executives in Formal Organizations: The Theory of Chester Irving Barnard and Its Implications for Educational Administration. A Research Paper., s.l.: s.n. MORGENSTERN, J., 1998. Organizing from the Inside Out.. s.l.:Owl Books. STEWART CLEGG, J. R. B., 2008. International Encyclopedia of Organization Studies. s.l.:Sage Publications. Read More