Learning Journal
The concept of Management of Organizations (MO) is about the analysis and management of people in organizations with particular emphasis on behavior. This learning journal aims to present a collection of the things that I learned from the course. The focus of this learning journal is about organizational behavior and concepts such as group formation and structure, organizational structure and design, organization development and organization change.
Organizational Behavior
The first thing that I learned in this course is the definition of organization. An organization is a system of two or more people, engaged in cooperative action, trying to reach an agreed-upon purpose. Organizational behavior is the actions and attitudes of people in organizations. The field of organizational behavior is the body of knowledge derived from the study of these actions and attitudes.
Group Formation
One of the interesting topics in the course is the formation of groups. From the discussion in class, I learned that groups are essential to the success of organizations. Organizations today are forming different groups to fulfill various tasks. A group is a distinguishable set of two or more people who interact, dynamically, interdependently, and adaptively toward a common and valued goal who have been assigned specific roles or functions, and who have a limited life span or membership. The members of the group have different and unique roles, each role is critical to the success of the group. Every group undergoes group development. The stages of group development are forming, storming, norming, performing, and mourning. It is important that to understand the stages of group development in order to effectively deal with the issues and challenges.
- Forming – during this stage of group development, the members get acquainted with each other. During this stage, the group establishes ground rules.
- Storming – this stage is characterized by a high degree of conflict within the group. I consider the storming stage as the most crucial stage. In this stage, the group members and the leader have to resolve the issues that may affect the group in the future. If the group is unable to resolve the issues, it may be disbanded. If the issues are resolved the group will become cohesive.
- Norming – during this stage, the group becomes more cohesive and identification as a member becomes greater. During this stage, the group members start to develop relationships.
- Performing – during this stage, questions about group relationships and leadership have been resolved and the group is ready to work. Each member devotes his/herself to getting the job done.
- Adjourning – during this stage, the group will cease to exist. This is because it has met its goals and is no longer needed.
I found the topic group formation interesting and educating. I learned that in order for an organization to succeed, it must resolve all the issues and challenges that arise at every stage. Each member plays an important role in the success of the group.
Group Structure
Another interesting topic is group structure. Group structure refers to the characteristics of the stable social organization of the group, the way the group is ‘put together’. I learned that the way the group is structured affects its performance and ability to function. Through class discussions, I learned about the factors that affect group performance.
- Size – the size of the group affects its ability to function. I learned that is best to maintain a small group with 10 members. In a small group, everyone feels needed and everyone is given responsibility.
- Nature of the task – the nature of the task affects the group’s ability to function. The task should contain the right amount of challenge that will excite and push members to perform better.
- Resources and support – adequate resources also affect group performance.
- External recognition – rewards and recognitions are linked motivation. The members must feel that their work and efforts are valued.
- Group composition – it is important to maintain a small group with diverse talents and skills.
I learned that the structure of the group is also important in its success. Every member of the group has a set of activities to perform. Norms are also important. Norms are standards shared by the membership of a group. They have certain characteristics that are important to group members. Group cohesiveness is another important factor. Cohesiveness is regarded as a force acting on the members to remain in a group.
Organization Structure and Design
Organization structure refers to how the organization is put together. Organization structure and design reflect some of the underlying ways that people interact with one another in and across jobs or departments. I learned that the structure of the organization must coincide with its goals and objectives. The allocation of duties, tasks and responsibilities between departments and individuals, an element of organization design, must also take the organizational goals and objectives into consideration. Organizations have traditionally structured themselves into three forms:
- Functional – the functional structure is the most widely used. The organizational chart resembles a pyramid with the senior management at he top, middle and lower managers spread out directly below, and workers at the bottom. The organization is usually subdivided into different functional units, such as engineering, research, operations, human resources, finance, and marketing.
- Self-contained Unit (Divisional) – the self-contained unit groups organizational activities on the basis of products, services, customers, programs, technical processes, or geography.
- Matrix – matrix structure is basically a combination of functional and self contained structures. The aim of organizations that adapt this structure is to maximize the strengths and minimize the weaknesses of both structures.
I think the most important thing that I learned from organizational structure and design is that the structure and design of the organization must match its goals and objectives. Any structure can be effective if it is used in accordance with organizational goals and objectives.
Organizational Development
Organizational development is important in the management of organizations. The goal of organizational development is personal, professional, and organizational growth. Organizational development is a planned process as well, one that occurs within the organization over a long period of time. Organizational development is viewed as a planned, data-based approach to change, involving goal setting, action planning, implementation, monitoring, and taking corrective action when necessary.
I learned that organizational development is a system-wide process of data collection, diagnosis, action planning, intervention and evaluation aimed at:
- Enhancing congruence between organizational structure, process, strategy, people and culture
- Developing new and creative organizational solutions
- Developing the organization’s self renewing capacity
Organization Change
Organization change is any substantive modification to some part of the organization. It involves movement from the present state of the organization to some future state. The future state may be a new strategy for the organization, changes in the organization’s culture, introduction of new technology, and so on. Change can involve virtually any aspect of an organization including work schedules, departmentalization, span of management, machinery, organizational design, and employee selection.
Today organizations are operating in an environment where changes occur so fast. In order to cope with the external changes, the organization needs to change internally. I learned that organization change is inevitable. Organizations undergo changes. It is important that these changes are well planned and that the people in the organization are informed and participate in these changes.
Credit:ivythesis.typepad.com
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