Free Essay On Systems & Culture As Frameworks Of Organizational Understanding

Culture and systems within an organization refer to the behavior humans have towards the various factors revolving around the organizational operations. It also relates to the perception of the behavior the employees within an organization possess. In most cases, organizational behavior describes the values and beliefs of the members of an organization. The organizational practices operate with a connection to the technology, strategies, personalities of the employees, management techniques and nature of the product. Organizational culture and system include aspects of norms, systems, language, symbols among other factors. Systems influence how organizations in the world operate. It involves the various approaches organizations use to ensure efficient operations of their activities. The discussion herein provides a framework based on dynamic literature and systematic thinking. The framework creates an understanding of the importance of the functionality of culture and systems in relationship to the operations of an organization. Systems and cultures facilitate the development of various components of an organization to enhance organizational objective.
The description of the several structures in the organization in terms of their interdependence and interaction aspect is presented within this discussion. Organizational culture and systems may undergo manipulation depending on the nature of the organization, leadership characteristics, and members’ relationship. Nevertheless, the analysis tries to describe the importance of the culture and systems in coming up with data to create an understanding of the organizational operation. Organizations have approaches that ensure success in their development. Understanding the approaches enables them to come up with strategies to improve their current operating status for effective future. The analysis gives a simple methodology through which organizations may use to boost their functionality in the society. Lastly, the discussion develops a comparison of the strengths of systems vs. culture to the process of change.

Clarification of Approaches

Theories describing change appeared in the late 80s and 90s. The theories failed to offer detailed information on the change phenomenon. It described the aspect of the change management that facilitated the development of new cultures which created a new methodology. The overt claim reshaped the influence of the management theory. It acted as a significant factor during the entire period which developed a state of success. Individuals found it hard to search to determine the relationship between the various approaches that carry the function of description and prescription. Most the approaches ensure that they carry out the function of identifying and describing its outcomes. An example of an approach with an unknown but definite outcome includes psychology. It comprises of two compositions which have statistically and scientifically controlled aspect. It also allows theorists efficiently to describe the behavior in the decision-making process (Heifez, Linsky and Grashow, pp. 12-23). Psychology also comes up with an interest in helping clinicians come up with data concerning their health. They help individuals adapt to their world effectively. It creates a sense of description and prescription through its methodology in that it concerns itself with knowledge and effectiveness respectively.

Statement of the Inherent Problem (perhaps in the voices of Morgan vs. Schein)

The system change occurs when the stakeholders have identified the boundaries. Afterward, it focuses its attention on the system parts that affect change in the whole system. He defined the word culture as a factor either discovered of developed by certain individuals when it tries to adapt to problems from the external and environmental interconnection. It should have had a successful operation to have a valid consideration so as to spread to new individuals through the process of thinking, feeling and perception in relation to the problems. Schein states that culture shows an effort to adapt and learn which remains as an aspect of the process. Culture provides a platform for stability, a prediction and definition in the current which has a relationship to the past. It also forms a residue of the learning process in an organization. He ends his definition with an aspect of true leadership. He describes the definition from a point of good management aspect in an organization.
A good manager seeks to create a balanced state of culture within the operations of the organization. He helps leaders know about the importance of organizational culture. According to him culture has a huge dynamic and goes beyond peoples’ perception. It also looks at the assumption towards the cultural development in an organization. Schein claims that the leaders should have the conscience of the culture of their organizations when they do not want to have them control their lives. Leaders should understand culture so as to develop their leadership skills. He looks at different angles of the cultural development. He comes up with a way to get a deep level of the culture. He also develops strategies to understand the level of assumptions in the specific levels (Schein, PP. 5-10). He does not forget the relationship between anxiety and culture. Culture revolves around mission and strategy. He explains about operational goals and differentiates them from the mission. As a scholar on the topic of culture, he comes up with ways to achieve the goals and also draws the methodology to evaluate the results. Through the internal management integration, he explains the strategies used to detect culture. He states that one may occur through inculcating similar language and concepts. Power and status should have equal distribution across the board.
People develop feelings of intimacy and love which resonates with a good friendship aspect. Organizational culture defines and distributes rewards and punishments to the members of an organization. It also explains the unknown ideologies and religious components. The world lacks a definite platform to evaluate culture due to the aspect of time and its usage in a group. Different times have a specific social order which determine the status and intention of the culture. Schein states that culture runs both deep and wide in its operations. It surrounds all the aspects and factors found in life due to its extensive nature. Leaders who manage their culture have the capability to analyze components of their culture and also provide change in the organization.
The factor determines the survival of an organization. It also describes its effectiveness. He talks about the movement from the corporate to the global perspective in a different manner. He defines the changing methodology of culture within an organization setting into a global aspect. Companies operate according to different historical perception and desires. The future statements of the companies may appear as mistakes. Culture originates from learning, and it may undergo changes depending on the desires of the companies.
On the other hand, Morgan bases his argument on the brain functionality in relation to culture. He claims that many scientists have come up with data concerning the interconnection of the human brain. He states that more interconnections may take place within the brain than the atoms found in the world. He gives an example of various cultural situations found in an organization. He claims that for a company to improve it needs to develop a new employment culture. Organizations/Companies need to fire individuals who fail to perform according to the needs and objectives of an organization. He proposes that the individuals who work hard should go through a reward system to maintain their loyalty to the organization. He talks of the emergence of a new theory of organization which works on the methodology of individuals and groups operating on the aspect of satisfying their needs. The theory worked as a classical and scientific management.
The theory influenced enrichment of jobs with a democratic and employment platform which worked with work directed leadership style. Today, the world focuses on the human resource department so as to connect human and work related issues as one principle. Approaches to the open systems have an interconnection of the organizational culture. It focuses on the environment and also focuses on pragmatic usage of systems approach. He talks of the principle of life to the development of business (Morgan, pp. 12-16). The two factors work closely to ensure a successful outcome. Many organizations comprise of components which depend on each other and have a relationship with the influence of the environment. Any change given to one of the subsystem may have an impact on the functionality of the other subsystems. With time, the changes affect the operation of the whole organization.

Strengths and Stretches for each Approach

Strengths
It looks into the requirements of comprehensive learning process and the interconnection of the different elements. It develops major management principles which offer a clear understanding of the brain challenges around assumptions about strong leadership. Leadership comes with an aspect of a diffused methodology rather than a centralized perspective. When one seeks his/her goals, he/she should identify the limits which form harmful outcomes. The development should have a self-arranged and developing phenomenon.
They also play different roles in the political sector. Most individuals call them political metaphor. They look into how organizations work to attain their respective outcomes through evaluation. They use the power to the most functional part of organizational evaluation. Political metaphors evaluate the importance of rationality within an organization. They avoid assumptions related to assumptions related to interconnected systems. It develops a framework to comprehend the relationship between organizational and political actor. They motivate individuals to identify the impacts of socio-politics in organizations through the role they play in the society.

Stretches

It makes it difficult to identify factors that give rise to the political phenomenon. The political metaphors develop a state of mistrust with an aspect of winners and losers. It exaggerates the power and authority of the status a politician in the dynamic operation of the political system. It determines how the political phenomenon occurs within a given period.

Systems

In most cases, systems refer to the composition of parts that offer the effectiveness of the operation of an organization through the aspect of interaction. In the context of the functionality of an organization, the term system depicts activities, participants and settings perceived either in a direct or indirect manner to create the solution to a challenging situation. Systems change the implementation of systematic thinking on a specific phenomenon and the process of change. The properties of systems describe the principles that offer guidelines through the system relevant behavior. The system properties require huge attention due to the nature of their operations. The world has a positive recognition of the systems through mental models with a guideline on the change frameworks.
The phenomenon offers an explanation of the relationship between the intervention created by system change and the outcome. The relationship depicts itself as predictable, sequential and with a unidirectional characteristic. Most of the system changes create attention on changing peculiar parts like state policies with an intention to create the desirable outcome. Current systems comprise of interdependent parts which create a state of balance in their functionality. A change in one of the components results in a desirable change in the other part whenever one introduces a concurrent shift in their relationship.
The systems changes have the conceptual framework with the intellectual foundation of its operation. The approaches have a systematic perception with a platform for identifying problem situations. The methods of the systems use their approaches in different systematic elements. Soft system methodologies tries to contribute majorly to the system thinking based on the activities of human beings. The methodology functions on understanding systems in the physical world. The human activities systems have limitations to the eye of the beholder and may have a different perception of several stakeholders (Cameroon and Quinn, pp. 16). The understanding of their nature depends on their position, responsibilities, and experiences. The methodology uses multiple stakeholders to provide the solution to problems. It offers a similar platform to balance the different views of the stakeholders. It offers a resistance aspect among change agents towards social, economic and political elements. The methodology works through identifying and interpreting the views of the stakeholders.
Through the evaluation, it looks at the viable aspect of the intervention towards solving problems. System dynamic thinking focuses on the managerial and societal issues. It looks at the cause pattern and impact relationship in a system. The system looks for the operation of feedback, delays created by actions and implications. It also looks into the possibility of unexpected implications for creating new problems. The insights created by the system create a positive perception through which to identify desirable levels of change. The system also focuses on identifying factors that have relativity to the outcome of a problematic situation. It identifies the cause of a specific issue.

Culture

Culture refers to set of beliefs, values, symbols, ceremonies and myths with a communication approach to enhance good behavior among individuals either in a community or organization. Culture occurs naturally through the interaction of organizational members. The phenomenon may have a full meaning when the interpretation of their relationship has a meaning to them. As an intangible force, it makes the values within an organization appear special. Culture within an organizational setting plays an important role.   It boosts the morale of individuals that they belong to one single group with similar objectives. It also influences the standards of behavior and clarifies their outcome. Researchers have failed to prove that corporate culture may influence the performance of an organization. They have preferred studying organizational culture in education institutions due to their definite nature. Their study also focuses on policies relative to the functionality of the institutions (Cameroon and Quinn, pp. 10-19). Many organizations take a keen interest in carrying out cultural audits to ensure incorporation of other relevant and desirable techniques in their systems.
The strategies ensure standard modification of current cultures to fit new changes in the society. Cultural study fails to have an easy nature since they require a lot of time to come up with data. It demands empirically standardized methods with critical reviews to make the study successful. Many scholars have defined culture in several ways due to the nature of the societies found in the world. Different people come up with different meaning when they talk about culture. Some of the cultural meanings may have relativity to anthropological aspect of isolated societies. Other individuals mean the functional aspect of the cultural functionality and its outcome. Most individuals think that culture creates a feeling of commitment and acquiring integration to adapt to new external changes. Cultural studies have a relationship to the origin of anthropology. Anthropology experts related culture to most of the problems relative to societal needs.
Later, culture grew and occupied the management and behavior in organizations. Other fields like sociology and social psychology adapted the study into their systems. Today, culture has gained different connotation in terms of their meaning and growth. Culture occurs to create a state of efficiency. The connotation has resulted due to the different available concept, interests, and assumptions. People also had different opinions which influenced the description of the culture’s theoretical base. The cultural connotation consisted of its impact and applications. Culture acts as a part that accommodates factors like art, morals, law, customs and knowledge. He also related the factors to habits individuals in a given society developed for a good course. The above definition resulted from the meanings the past anthropologist developed.

Conclusion

In order to learn about the organization, it should motivate an individual to know about the change in the organization. Most of the employees look at change as a disruptive and with a negative impact since it fails to meet many objectives. The culture in many organizations have changed with time due to the aspect of globalization and changing consumer habits in the world with many corporate competitive platforms. Knowledge of the organization manages change within a desired period. The various changes that occur in the cultural aspect occur due to the influence of thinking which have a relationship with both the system and change. The paper tries to evaluate the dilemma found in the framework in a holistic manner. Not all change efforts may appear as change efforts. Change within the culture of an organization takes place for a long time. It does not occur fast as it seems. Culture has an interdependence relationship to the changed system. The two factors have similarities in their outcome and cause. They enable one to determine the nature of the outcome related to their effect. Organizations should learn from their cultural advantages and shortcomings in order to improve their status. Organizational cultures determine the successful outcome of the activities found in the organization.

Works Cited

Cameroon and Quinn. Diangosing and Changing Organizational Culture: Based on the Competing Values Frameworks. San Fransisco: Jossey-Bass Business and Management Series, 2011. 2011.
Heifez, R A, M Linsky and A Grashow. The Practice of Adaptive Leadership: Tools and Tactics for Changing Your Organization and the World. Boston: Harvard Business Review Press, 2009.
Morgan, Gareth. Images of Organization. 3rd. London: Sage Publication, 2006.
Schein, Edgar H. The Corporate Culture Survival Guide. San Fransisco: Jossey-Bass, 1992. 2009.