The paper "Organizational Analysis of Organisms" is a great example of biology coursework. Biology and management are different fields altogether, but they have many similarities as well. Biology is mainly concerned with dealing with organisms; on the other hand, management is about dealing with the running of organizations. In essence, an organization is an organism going by the features that define the two. Learning Morgan’ s (2006) multiple perspective framework has enabled me to understand the fine details of organizations, particularly with regard to their development. Cases in point are the features of organizations, which can be likened to those of organisms in biology.
In this paper, I will address this issue and also discuss how what I have learnt has the changed the way I might perceive organizations in future. I begin by addressing the similarities between organisms and organizations. One fundamental similarity is that both are founded on the simplest structures. While organizations begin as associations of people, organisms are founded as associations of molecules (Morgan 2006). In biology, conglomerations of molecules form cells, which are the basic structures of the complex living organisms.
Similar is the case among organizations: individuals form groups and the groups eventually form various types of organizations. In biology, we talk of species of organisms. These are groups of organisms that have similar features but are isolated from others due to these distinct features that make them recognizable as “ species. ” In a similar perspective, there are different types of organizations specializing in different activities. Based on the different levels of specialization, we can have different “ populations” of organizations as we have different “ populations” of species.
Lastly, the different populations of species in biology are vital for the ecology of the regions in which they are found, as are the different types of organizations in different parts of the world. Gallos and Schein (2006) define organizational development as an effort that is planned organization-wide and managed from the top with a view to increasing the organization’ s effectiveness and health through planned interventions in the organization’ s activities by applying behavioural science knowledge. This in-depth definition of organization gives me an overview of an organization’ s development as a process that requires concerted effort to improve its effectiveness as well as wellbeing.
The definition shows that the effort has to be well planned and must also involve a lot of research input. The development of organizations dates back to historical times. Mayo and Maslow’ s work on motivation are good exemplars of this and the work stressed the importance of needs being satisfied as well as how they need to satisfy the desires changes across individuals (Hatch 2006). In order for organizations to be effective, there is need to strengthen the role of human resource management within them.
This entails aspects such as addressing turnover issues to ensure a low turnover, addressing absenteeism and increasing productivity. Organization development though needs to be addressed cautiously since a change in one attribute of the organization affects the other attributes. Based on the above information, I have learnt a number of points about organizations. Going back to the definition of organizational development, I highlighted that it is a planned change effort. This means that the organizational development programme encompasses a systematic diagnosis of the organization as well as the development of a strategic plan for improvement and the utilization of resources to implement the effort.
I can relate this to Ludwig von Bertalanffy and the General Systems Theory. According to the theory, the key point about organizations is the operating environment in which they are situated. This determines how they mobilize their resources for different purposes (Hatch 2006). Along this line, as earlier mentioned, an organization is made up of several small units, or subsystems; and each of the systems can be considered as a system on its own.
Therefore, in an attempt to evaluate the alignment between different systems, there is a need to identify and eliminate the possible dysfunctions in order to guarantee effectiveness. This means that organizations have to focus on their strong points and focus on meeting their objectives along these lines while rectifying their weak areas. In my working experienced, I have always focused on utilizing the strong points within the organization to counter the weak points
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Debrah, Y A & Smith, I G 2002, Globalization, Employment and the Workplace: Diverse Impacts Routledge, New York.
Donaldson, L 2001, The Contingency Theory of Organizations, SAGE, London.
Gallos, J V & Schein, E H 2006, Organization Development: a Jossey-Bass Reader, John Wiley and Sons, New York.
Hatch, M 2006, Organisation Theory, Oxford University Press, Oxford
Morgan, G 2006, Images of Organisations, SAGE, London.