Organizational Theory
Every organization has a social system which consists of groups of individuals working together to attain their common goals and objectives. Now, organizational theory is the study of organizations for the purpose of knowing the common idea and perception among the workforce in order to solve together any problems, issues, as well as maximizing their efficiency and effectiveness, so as to increase their productivity; at the same time, to meet the needs and expectations of the stakeholders. Generally, organizational theory can be associated with three subtopics such as individual processes, group processes and organizational processes.
(http://www.cwru.edu/med/epidbio/mphp439/Organizational_Theory.htm )
First, Motivational theory, this is why and how employees do their jobs. This theory drives the workforce to decide or to commit or not to commit to certain acts or behaviors. Motivational theory is dynamic; it evolves as time goes by. This theory is very useful and effective to drive the employees to become energetic, enthusiastic and put their 100 percent effort to their jobs. Motivation theory tells about managing groups of people. First, in order to find successful ways to change people’s behaviors in an organization the managers must understand the terms of the psychological contract for those individuals. Management must carefully consider how to maintain or adjust the psychological contract in order to keep that person a productive member of the team. This may mean an increase in salary or manpower or increase the position of the person in the organization.
(http://www.cwru.edu/med/epidbio/mphp439/Organizational_Theory.htm )
The second one is the Role theory, the roles that the employees play or do shapes the way they see themselves and help to define the behaviors they should exhibit, and those they should not. Roles also help the management and the workforce to communicate their responsibilities and set expectations for appropriate responses from one another. In an organization, roles can help to clearly define boundaries between personal and professional aspects of every employee. Therefore, adjusting to or meeting role expectations can however create problems. Role ambiguity is one such problem. Role ambiguity occurs when either the focal person or others around him or her are unclear about the nature or expectations of a role. Role ambiguity can plague employees endeavoring to successfully attain and maintain new responsibilities or goals. On the other hand, a person may not reach role objectives due to overloading of responsibilities or under utilization of talents and abilities. Role conflicts also arise when two roles overlap from one over the other. On the other hand, role incompatibility is another problem, when the roles implemented is not agreed upon by the workforce, or the employees needs do not compliment with the roles of the management. Hence, every organization should make sure that their roles and policies must be supported by every group member, and this can be effectively done through gathering them into a meeting or deliberation, as well as through giving them enough time for some changes in the organization. Additionally, whenever conflict arises in the organization, the management should have the ability to relieve the tension felt by the workforce by giving enough time settle any disputes or issues among themselves with equitability.
(http://www.cwru.edu/med/epidbio/mphp439/Organizational_Theory.htm )
The third one is the Personality theory; this is the unique and enduring traits, behaviors and emotional characteristics of every employee. Individual personality of the employee can be either an asset or liability of the company. It depends, for instance, if the employee is competitive, impatient, efficient and always want things get done right away; versus the employee who is laid back, but posses more patience and emotional stability, thought less competitive. The management should analyze seriously the individual traits of its employee. Each employee has his own strengths and weaknesses, it is the responsibility of the management to develop some weak areas into positive traits by allowing them to realize their own strong and weak points, then, give them reason to improve whatever they need to improve in their personalities; to be able to become efficient and effective in performing their jobs. Every organization has the ability to develop their employees into successful individuals, and this is through workshops, seminars, even book clubs that focus on the developing emotional quotient. In short, the organization must allow its employees to grow and develop their skills and abilities by maximizing their capabilities in exposing them into diverse work experiences with complete and adequate organizational support every step of the way. All organizational theories are similarly useful and effective within the organization, if and when they are applied appropriately in the entire organization, especially, when they are implemented effectively among the employees. And, most of all, they have the goal to make significant difference in the lives of the employees as well as to the managers.
(http://statpac.org/walonick/organizational-theory.htm)
References:
(http://www.cwru.edu/med/epidbio/mphp439/Organizational_Theory.htm )
(http://statpac.org/walonick/organizational-theory.htm)
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