The Complex Adaptive Systems and the Good to Great Framework - Essay Example

"The Complex Adaptive Systems and the Good to Great Framework" is an engrossing example of a paper on the health system.
As much as evaluating health care quality on the basis of outcomes is imperative, evaluating it in terms of structures and processes that facilitate these outcomes is just as imperative. There are numerous frameworks that can be used to evaluate organizations. This paper offers an analysis of the complex adaptive systems (CAS) and the good to the great framework as examples of systems and structures in an organization I am familiar with. This paper also explicates insights that I gained by comparing the two systems and structures, and how each can be used to assess an organization, identify a need for improvement, and, ultimately, enhance the performance of an organization. 

Frameworks

The good to great structure, as portrayed by Geller (2006), has to commence with choosing the right people for the job in terms of skills, expertise, and principles. Secondly, the chosen employees must be assigned duties aligned with their strengths. Geller (2006) explicates that aligning employees' obligations with their areas of strength provides or confers them with satisfaction and pleasure and hence translating to improved productivity. Thirdly, Geller (2006) asserts that an organization must tackle or deal with atrocious realities by means of open communication in order to be transformed from good to great. In my current organization, for example, choosing the right people for the job and giving responsibilities is achieved through conducting vigorous recruitment processes, keeping in mind that having the relevant education must be viewed in tandem with individual talents.

Complex adaptive system (CAS) as explicated by Nesse et-al (2010) defies the typical cause and effect perspective of achieving change and, as an alternative, view processes in organizations as characterized by constant change and actions. In a CAS structure, the roles assumed by each of the employees revolutionize on the basis of the problem being addressed (Schneider and Somers, 2006). In my current organization, the management ensures the right people with relevant skills are given specific roles when dealing with challenges. However, every employee at one time must be given a leading role if his or her talents and strengths correspond with skills and qualities needed to address the problem at hand.

Insights

In terms of elucidating the insights I have gained by comparing the two frameworks, it is worth noting that the 'good to great' framework focuses on the prevention of organizational challenges by ensuring the right people with the right skills, knowledge, and abilities are recruited. The complex adaptive system, on the other hand, requires people to change their opinions and ideas from the conventional perspectives to a more liberal perspective that views organizations as processes with constant change. The need for change in a CAS structure can be identified when implemented action plans produce poor results (Nesse et-al, 2010). For change to be achieved, there ought to be involvement of various components of the CAS such as effective planning. Subsequently, communication has to be conducted effectively, and a transformational approach to leadership has to be integrated. This helps to enhance performance in an organization. In a good to great structure, the need for improvement can be identified through an assessment to investigate whether the right people have the right jobs within the organization. In a good to the great structure as explicated by asserted by Geller (2006), performance can be enhanced through letting the wrong people in the job go as the "right people inevitably compensate for the inadequacies of the wrong people and become de-motivated" (p. 38). In a nutshell, comprehending the various frameworks of analyzing organizations is essential as their effective application increases the chances of achieving high levels of productivity.