Essays on Reflective Essay ON ORGANISATIONAL METAPHORES SUCH AS ORGANISATIONAL BEHAVIOUR Essay

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Reflective Essay on Organizational MetaphorsYousefi (2005, p. 2) suggests that organization is developed wherever individuals come together to achieve something. Organizations across the world are confronted with obscurities and ambiguities. This challenge makes us to scrutinize their external and internal environment that leads us to develop understandable images of an organization. During the process, our cognition of organization and reflective faculty play vital parts. Organizations are easily subjected to using metaphors to describe them (McKenna 2000, P. 425). Every management and organization theories are based on metaphors or implicit images that enable us to see, imagine, and understand situations in partial ways.

Metaphors are known to develop insight but can also distort. Metaphors invite people to view the similarities while ignoring the differences. It stretches imagination in a manner that can develop strong insights, but at the peril of misrepresentation. Organization metaphors that have been reflected in this essay are machine metaphor, organism metaphor, culture metaphor, and brain metaphor. The members of group were Anisa Patel, Khaleel Hussain, and Great Maduka. The group started with gathering members who would later be involved in the group presentation.

Since the group is formed by a number of members, it qualifies to be an organization with an aim of achieving required results in the assignment. This organization can be visualized as machine. This metaphor has origins in the worldview, and treats organizations and systems as enormous mechanizing, consisting of parts that functions together to make an entire operation successful (Robbins 2001, p. 91). The group that was formed comprised of different parts, which include the members and leader of the group. Taylor was one of the most eminent individuals among those who started the organization as machine metaphor.

The desired operation of the machine is to operate efficiently and this implies to making organization more efficient. There was use of reduction analysis to determine rules and laws for the environment where group discussions were held. There was little difference between the non-human and human parts of the group. In particular, group members were perceived as parts of the machine itself. The goal of the group was to improve the efficiency of each and every part of what considered as the whole mechanical system.

This implies that the group was working hard to make sure that every member in the group is contributing and gaining to the maximum from the discussion held. Creativity and innovation in contributions was also the main aspects that were emphasized to the members in order to improve the efficiency of the organisation. Every member in the group was challenged to come up with his or her unique idea concerning organisations and management. Additionally, the group had its leader who was controlling the plan of discussions.

The leader was mandated with a role of informing the group members on the venue and time of holding group meetings. Being at the top of hierarchy, group leader was responsible of seeing into it that every member attends the group meeting on time. When the mechanistic viewpoint is used, it has profound implications for the manner that we act and view within the world. When a system is perceived as a machine, this means that it is being controlled by something or someone. Metaphors of machines are related with structures of hierarchy, where something or someone, position at the peak of the pecking order, has final guidance on the machine.

Rooted in the reductionist paradigm, the machine in metaphor is made of parts and each has predictable effect and cause relationships with the other parts. In the machine, every event is started by another part. Due to prominent cause and effect relationships, a system that is operating under machine principles should operate in a predictable way (Odubiyi 2011). When anything in the system goes amiss, the summary is that it should be feasible to correct it by scrutinizing the root cause.

The group members are the major components that helped to maintain the discussion and hence resulting to quality contributions. When the members were vibrant during discussions, there was inducement to encourage inactive members to start contributing. The machine metaphor has been found to work effectively specifically in organisations that are associated with huge production of similar products. The group was concern in producing a huge number of ideas that are inclined only to organisational management.

Additionally, the metaphor is found to fit well within a stable environment and where the organisation human elements are complaint. This is inline with the group activities since discussions and presentations were all held under excellent academic environment and also the members were bound to stick by the rules of the group. It is also important to indicate that organisations that are run on principles of machine can sometimes tend to adapt change in a slow manner since the human factor is viewed as elements.

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