Discuss how an organization’s approach to sharing information may be related to other elements of organization design

Discuss how an organization’s approach to sharing information may be related to other elements of organization design

Post a reply of at least 400 words. Students must support their assertions with scholarly citations in APA format. Each reply must incorporate scholarly citations in APA format. Any sources cited must have been published within the last five years.

Chapter 1: Why is shared information so important in a learning organization in comparison to an efficient performance organization? Discuss how an organization’s approach to sharing information may be related to other elements of organization design such as structure, tasks, strategy, and culture.

The textbook, Organization Theory & Design, states there are two diverse categories of organization design which are organic and mechanistic. Daft defines organic design as “means that the organization is much looser, free-flowing, and adaptive” and mechanistic design “means that the organization is characterized by machine-like standard rules, procedures, and a clear hierarchy of authority” (Daft, 2020, p. 29). Most corporations in the United States of America have developed a mechanistic design, which shared information is dynamic. Communication is vital in a growing organization, where the hierarchy of management is involved along with employers. A recent article, states learning organizations’ definitions can be broad and vague, defining the groups as label-focused and content-focused (Örtenblad, 2018).

Learning organizations are growing faster with innovative technology, management must learn to be always in the loop. “A learning organization brings new management concepts, such as knowledge management and quality management systems” (?ierna et al., 2016). Shared information is so important in a learning organization in comparison to an efficient performance organization because it focuses on the team, rather than the hierarchy. For corporations with multilevel employment to prosper, they need to have structure, tasks, strategy, and culture. Culture should be the focus when developing plans in the learning organization.

Organizations that incorporate well-paying professions to hard workers, ought to elaborate on culture and one’s mental health. The benefits that businesses offer may not be sufficient for some individuals to stay in their current position. Culture can help organizations from experiencing high turnover rates, along with increasing morale in the office. Management dilemmas are caused by a toxic environment, along with damaging mental health. “…organizational-support theory illuminates the psychological process through which organizational support results in favorable outcomes” (Song et al., 2018).

Chapter 1: What are some differences that one might anticipate among the expectations of stakeholders for a nonprofit organization versus a for-profit business? Do you believe nonprofit managers have to pay more attention to stakeholders than business managers?

There are many differences that one might anticipate among the expectations of stakeholders for a nonprofit organization versus a for-profit business. One of the big differences is that non-profit focus is on the social aspect, on the people they want to serve and for-profit business’s focus is monetary aspect and how much they are earning within the company. Both need financial resources to keep their company successful. Stakeholders are being pulled more toward the nonprofit organization because that is where the funding is needed. Nonprofit organizations need to effectively show them how important this nonprofit organization is to get monetary value from them. Therefore, nonprofit managers need to pay more attention to stakeholders than business managers. Nonprofit managers must learn how to grab stakeholders’ attention without disrupting what the nonprofit organization is about.

Nonprofit organizations are more personal compared to for-profit organizations. There is always a genuine story about the nonprofit organization and how they started their business. However, this is a daily struggle for nonprofit organizations to compete against big corporation jobs that are not really for the people but more for the money. One article explains how social media makes a greater impact on nonprofit organizations than for-profit organizations. This is a reliable source because nowadays every corporation, business, and stakeholder are on social media. People are easily influenced on social media paralleled to the long-standing promotion customs. “Social media not only benefits firms; more importantly, it empowers consumers by providing communication platforms to share experiences, stories, and attitudes toward firms” (Tofighi et al., 2020).

Chapter 2: How might a company’s goals for employee development be related to its goals for innovation and change? How might a company’s goals for employee development be related to its goals for productivity? Explain the ways that these types of goals may conflict in an organization?

A company’s goal for employees’ development can be related to the company’s goals for innovation and change. This kind of behavior can either make or break employees and will show that the company’s motivation is to help only the business aspect. It shows there is no compassion for the employees who are currently working at these businesses. There are benefits for the company’s goals for employee development and the correlation to productivity. However, there can be tension due to micromanaging employee development. An article explains, “These reviews leave little doubt that formal employee development programs are valuable for facilitating meaningful employee growth” (Dachner et al., 2019). Moreover, reviews and the company’s goals leave further damage mentally, as an alternative to bringing morale captivating.

Conflict is inevitable in an organization, nonprofit or for-profit. However, demanding employees to change their goals to align with the company’s is unethical. As companies become culturally diverse and people become vocal about their mental health, conflicts upsurge. “Task conflict involves disagreement about the content of the work, and relationship conflict involves the perceived incompatibility among individuals and groups” (Yasmeen et al., 2020).

Chapter 2: Suppose you have been asked to evaluate the effectiveness of the police department in a medium-sized community. Where would you begin? How would you proceed? What effectiveness approach would you prefer?

To evaluate the effectiveness of the police department in a medium-sized community, I would first start from the bottom to the top. In this case, I would start with the newest police officers who just graduated from the police academy and work my way up until I got to the chief of police. This type of procedure will be effective in a medium-sized community. After processing and examining the police officers, I would then work my way to the townspeople. Ask a few questions if the townspeople felt safe with the police.

In the textbook, it states “competing values model tries to balance a concern with various parts of the organization rather than focusing on one part” (Daft, 2020, p. 78). Many effectiveness approaches can be applied to this scenario but the one that will benefit both parties is the strategic constituents approach. The reason for this approach is because it has stakeholders who need to be satisfied, externally and internally. External stakeholders for this police department can be the townspeople and the government. Internal stakeholders can be the higher-ups and the chief of police. However, if there were another way where stakeholders did not need input, then the internal process approach would be the best option. The internal process approach is the best option because of employee satisfaction and an increased productivity rate.

Chapter 3: What types of organizational activities do you believe are most likely to be outsourced? What types are least likely?

Organizational activities that I believe are most likely to be outsourced are big corporations that can afford to outsource to save more money. Companies like Honda and Nike have in-house stores in America but outsource their products to be built products. Certain departments are outsourcing, for example, call centers are all over the world but in smaller countries where salary is not high. An article explains how much money companies can save by outsourcing. “New reports show that for example in the marketing domain, outsourcing companies can save for their client’s half of the cost” (Krysi?ska et al., 2018).

For companies to continue to increase their sales, they need to cut down costs in some respects. Many times, management can figure this out and determine the cost of outsourcing. As usual, there are pros and cons to outsourcing and the ability to figure this out is crucial. Another reason for companies to outsource is to offer other opportunities to internal employees. It helps make the company culturally well-rounded.

How can/should a biblical worldview be applied?

As followers of Christ, Christians are called to show the light in this world, especially in the secular business world. Paul writing to the Gentile Christians in Romans and advising them how to act in this world instead of being part of the world. “Do not conform to the pattern of this world, but be transformed by the renewing of your mind. Then you will be able to test and approve what God’s will be his good, pleasing, and perfect will” (Romans 12:2 – NIV (New International Version) – Do not conform to the pattern…, n.d.).

This is the same in a business setting, managers are to increase their consumers but also managing their employees genuinely. As followers of Christ, He instructs us to go about our lives with compassion and love in our hearts and to share the Gospel to those who are unlovable, to those who are unsaved. This gives Christian managers in the secular world to open their eyes and hearts to difficult employees and situations. Nobody is part of this world but set apart. Christians are to apply their daily Bible devotions to their everyday day tasks. It will bring light to those who have been taught in the dark.

Reference

?ierna, H., Sujová, E., H?bek, P., Horská, E., &Kapsdorferová, Z. (2016). Learning organization at higher education institutions in the EU: proposal for implementing the philosophy of learning organization—results from research.?Quality& Quantity,?51(3), 1305–1320. https://doi.org/10.1007/s11135-016-0332-3 (Links to an external site.)

Dachner, A. M., Ellingson, J. E., Noe, R. A., & Saxton, B. M. (2019). The future of employee development.?Human Resource Management Review, 100732. https://doi.org/10.1016/j.hrmr.2019.100732

Daft, R. L. (2020).?Organization Theory & Design.?(13th ed., p. 29,78). Cengage Learning.

Krysi?ska, J., Janaszkiewicz, P., Prys, M., &Ró?ewski, P. (2018). Knowledge Resources Development Process in Business Process Outsourcing (BPO) Organizations.?Procedia Computer Science,?126, 1145–1153. https://doi.org/10.1016/j.procs.2018.08.052

Örtenblad, A. (2018). What does “learning organization” mean??The Learning Organization,?25(3), 150–158. https://doi.org/10.1108/tlo-02-2018-0016 (Links to an external site.)

Romans 12:2 – NIV – Do not conform to the pattern…?(n.d.). Www.christianity.com. Retrieved August 26, 2021, from https://www.christianity.com/bible/bible.php?ver=niv&q=romans+12:2

Song, J. H., Chai, D. S., Kim, J., & Bae, S. H. (2018). Job Performance in the Learning Organization: The Mediating Impacts of Self-Efficacy and Work Engagement.?Performance Improvement Quarterly,?30(4), 249–271. https://doi.org/10.1002/piq.21251 (Links to an external site.)

Tofighi, M., Mazaheri, E., & Anderson, J. E. (2020). The Impact of Peer-Influence: How Does Social Network Endorsement Affect Nonprofits and For-Profit Companies??Journal of Nonprofit& Public Sector Marketing, 1–27. https://doi.org/10.1080/10495142.2020.1798854 (Links to an external site.)

Yasmeen, A., Ahmad, M., Raziq, M. M., & Khan, M. L. (2020). Structural empowerment, cultural diversity, and interpersonal conflict: Evidence from international NGOs (non-governmental organizations) in Pakistan.?International Journal of Cross-Cultural Management,?20(2), 125–139. https://doi.org/10.1177/1470595820904391