Organizational Paradigms and Theories
Running head: ORGANIZATIONAL PARADIGMS AND THEORIES
Organizational Paradigms and Theories
Introduction Organization Development(OD) in the past has been define as a body of knowledge and practice that enhances organizational performance and individual development, viewing the organization as a complex system of systems that exist within a larger system, each of which has its own attributes and degrees of alignment. OD was originally applied to human problem in social systems (Gallos, 2006). OD interventions in these systems are inclusive methodologies and approaches to organization design, leadership development, change management, performance management, coaching, diversity, and work/life balance (Nielsen, 1984 pp. 2-3). Today many experts would agree organization development is the attempt to influence the members of an organization to expand their candidness with each other about their views of the organization and their experience in it, and to take greater responsibility for their own actions as organization members (Nielsen, 1984 pp. 2-3). Researchers have added a psychology component in studying organizations, thereby looking at the organizations as social systems that coordinate people’s behavior by means of roles, norms and values (Haslam, 2004 Pg1). Psychologists have identified several organizational theories of paradigms in order to closely look at organizations and their psychology. This paper will examined theoretical roots of paradigms in the study of psychology. A road-map to an effective organizational design, utilizing paradigms and OD theories will also be discussed.
Theoretical roots of OD into Haslam’s paradigm Social scientists and psychologist studies have learned that our paradigms have a powerful effect on how we interpret the world around us. As we examine Haslam’s paradigms (2004) we find that they have associations with theories of the past scholars. Their studies are consider classic and are widely discussed. For
Organizational Paradigms and Theories
Introduction Organization Development(OD) in the past has been define as a body of knowledge and practice that enhances organizational performance and individual development, viewing the organization as a complex system of systems that exist within a larger system, each of which has its own attributes and degrees of alignment. OD was originally applied to human problem in social systems (Gallos, 2006). OD interventions in these systems are inclusive methodologies and approaches to organization design, leadership development, change management, performance management, coaching, diversity, and work/life balance (Nielsen, 1984 pp. 2-3). Today many experts would agree organization development is the attempt to influence the members of an organization to expand their candidness with each other about their views of the organization and their experience in it, and to take greater responsibility for their own actions as organization members (Nielsen, 1984 pp. 2-3). Researchers have added a psychology component in studying organizations, thereby looking at the organizations as social systems that coordinate people’s behavior by means of roles, norms and values (Haslam, 2004 Pg1). Psychologists have identified several organizational theories of paradigms in order to closely look at organizations and their psychology. This paper will examined theoretical roots of paradigms in the study of psychology. A road-map to an effective organizational design, utilizing paradigms and OD theories will also be discussed.
Theoretical roots of OD into Haslam’s paradigm Social scientists and psychologist studies have learned that our paradigms have a powerful effect on how we interpret the world around us. As we examine Haslam’s paradigms (2004) we find that they have associations with theories of the past scholars. Their studies are consider classic and are widely discussed. For
References: Borgatti, S. T., (1996). Scientific Management. Retrieved December 15, 2009 from the World Wide Web: http://www.analytictech.com/mb021/taylor.htm Drucker, Peter F., (1999). Management challenges for the 21st century, New York: Harper Business Gallos, J. V. (Ed.). (2006). Organization development. San Francisco: Jossey-Bass. Haslam, S. A. (2004). Psychology in organizations: The social identity approach. (2nd ed.) LA: Sage Publications. Mohrman, S. Ph.D. (2006). Course DVD: “The OPD Professional”. Laureate Education, Inc. Morgan, G., (1997). Images of organizations. (2nd sd.). Thousands Oaks, CA: Sage Publications. Nielsen, “Becoming an OD Practitioner”, Englewood Cliffs, CA: Prentice-Hall, 1984, pp.2-3 Organization Design: The Right Way. (2001, May). Retrieved Dewcember15, from http://www.slashdoc.com/documents/76813