Organisation Analysis and Design
Question
“… [O]verreliance on structural assumptions and a narrow emphasis on rationality can lead to an irrational neglect of human, political, and cultural variables crucial to effective action…” (Bolman and Deal 2008: 339). Critically discuss this statement in the context of the strengths and weaknesses of designing an organisation by primarily considering the structural frame but also taking into account other relevant frames.
Introduction
Bolman & Deal (2003) has provided us a four-frame model to help us in building a broader and clearer perspective of an organization. The four frames as suggested by Bolman & Deal (2003) are Structural, Human Resource, Political and Symbolic. Each frame is unique, lucid and powerful in itself. Further, each frame can be used to analyse and to articulate the issues been faced by an organization and to resolve those issues. The structural frame emphasizes more on target achievement, specialization of roles and formal relationships within an organization (Bolman & Deal 2003). Human Resource frame highlights how employees and organisation can work together for a common goal. The political frame assumes that organization has limited resources and management struggles to attain power. Finally, the symbolic frame focuses on issues of ethics, faith or culture of an organization.
In this essay, I am going to take an employee’s perspective using the case of Sunny who worked in a large multinational organization TechnoBiz Ltd (this is a pseudo name), which was primarily involved in IT consulting and outsourcing. He had joined the organization very enthusiastically and he was a self motivated person. He had been getting appreciations for his efforts and was considered the best team player and a useful resource to an organization. A week before Sunny left the organization, he had a small talk with his manager “I have decided to quit.” he said very hesitatingly without having no hopes of getting another job. “Finally” replied his
“… [O]verreliance on structural assumptions and a narrow emphasis on rationality can lead to an irrational neglect of human, political, and cultural variables crucial to effective action…” (Bolman and Deal 2008: 339). Critically discuss this statement in the context of the strengths and weaknesses of designing an organisation by primarily considering the structural frame but also taking into account other relevant frames.
Introduction
Bolman & Deal (2003) has provided us a four-frame model to help us in building a broader and clearer perspective of an organization. The four frames as suggested by Bolman & Deal (2003) are Structural, Human Resource, Political and Symbolic. Each frame is unique, lucid and powerful in itself. Further, each frame can be used to analyse and to articulate the issues been faced by an organization and to resolve those issues. The structural frame emphasizes more on target achievement, specialization of roles and formal relationships within an organization (Bolman & Deal 2003). Human Resource frame highlights how employees and organisation can work together for a common goal. The political frame assumes that organization has limited resources and management struggles to attain power. Finally, the symbolic frame focuses on issues of ethics, faith or culture of an organization.
In this essay, I am going to take an employee’s perspective using the case of Sunny who worked in a large multinational organization TechnoBiz Ltd (this is a pseudo name), which was primarily involved in IT consulting and outsourcing. He had joined the organization very enthusiastically and he was a self motivated person. He had been getting appreciations for his efforts and was considered the best team player and a useful resource to an organization. A week before Sunny left the organization, he had a small talk with his manager “I have decided to quit.” he said very hesitatingly without having no hopes of getting another job. “Finally” replied his
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