How Organizations Shape the Environment Sample Essay

In an attempt to construct a victorious organisation that I can be proud to be a portion of. I have come to the decision that I must place the jobs that lie within the organisational environment. analyze the job and travel frontward with a program that will assist me travel towards the end of achieving that winning organisation.

Inevitably. alteration must come albeit hard sometimes. we must allow travel of the yesteryear and the manner that we have ever done things in order to see the brighter hereafter. Harold Wilson said. “he who rejects alteration is the designer of decay. The lone establishment which rejects advancement is the cemetery” ( quotegarden. com. 2010 ) . Although it sounds rough. the truth is that this is world. if you deny alteration ; you are leting your organisation to go dead thereby certainly leting for its disintegration. Thomas J. Watson. Sr. ( 2012 ) said. “once an organisation loses its spirit of pioneering and rests on its early work. its advancement Michigans. ” If we are to go on traveling frontward we must see how our environments both form and specify our organisations. Let’s foremost define the organisational environment by which many of us have begun to keep ourselves accountable. The interesting thing about this field of find is that it is comparatively a new country of involvement for many in the concern universe. The one thing that is consistent and true is alteration ; it is the cloth of our being and it is what drives us in both our personal and professional lives.

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Section 1: Defining organisational environment
Marquardt ( 2002 ) said that organisational acquisition represents the enhanced rational and productive capableness gained through committedness to and chances for uninterrupted betterment across the organisation. I began to reflect on the non-profit-making board that I belonged. As I looked at my organisation and the countries that pose a challenge. I was instantly drawn to the country of our Foundation. The Foundation is a critical portion of our full organisation. yet many jobs exist that must be managed and resolved fleetly if we are to be effectual.

There are several job countries within the Foundation but the five that I believe to be greater than others are: 1 ) deficiency of organization/time direction ; 2 ) failure to follow through ; 3 ) seasonableness in response to givers ; 4 ) inadequate storage installation ; and 5 ) forces shortage/job vacancy.

An external hearer was asked to come in and measure the Foundation and based on the recommendations from the auditor’s study. along with my personal observations. and other Foundation’s best patterns. I identified the jobs that I thought needed betterment.

Additionally. both internal and external clients voiced their concerns via phone calls every bit good as letters and electronic mails. After hearing the clients and the demands that they have expressed. this helped me to further place the said challenges.

To non cognize of a job is one thing. but to cognize about a job that is impacting your organisation and make nil is unacceptable. The jobs that were identified are of import to the life of the Foundation. By turn toing these issues. non merely will the organization’s productiveness addition. but an enhanced degree of organisational consciousness will assist to develop new competences. the vision will be reinforced. and more comprehensive and systematic ways of making things will be shared which will all assist to keep short-run and long-run concern success ( Marquardt. 2002 ) . Organizations must besides turn to their peculiar strengths and failings to fit themselves for long-run acquisition ( Garvin. Edmondson & A ; Gino. 2008 ) . If the suggested alterations that I made were adapted. there would be marked betterment. Harmonizing to Senge ( 1990 ) the vision will now be shared through registration. committedness and conformity. In add-on to shared vision. there would be an addition cognition of sharing and communicating. which in bend leads to increased flexibleness. innovativeness and effectivity ( Kupers. 2004 ) . Section 2: The Organizational Culture

The uttered mission of the organisation is. assisting to acquire people off of their pess by learning them how to be independent by larning a new accomplishment. There are clear ends and schemes to assist carry through this mission which are demonstrated through leading and the policies and processs. The vision of the organisation is clearly demonstrated by leaders. direction support staff and others through day-to-day interaction. The full organisation is focused on assisting others heal mentally. physically and spiritually which is parallel to the foundation’s mission.

By developing. preparing and fiting people throughout the organisation to run in conformity with the vision and mission the coveted ends can be accomplished ( Blanchard & A ; Stoner. 2004 ) . The organisation frequently sends its employees to conferences and seminars for preparation and development which is another manner that it further Fosters the mission and vision.

Organizational values are expressed in similar mode. The leaders of the organisation back up the undermentioned mechanisms through which to implant organisational values: 1 ) allotment of resources ; 2 ) method in which leaders recruit. select. promote. retire and excommunicate organisational members ; 3 ) organisational rites and rites ; 4 ) formal statements of organisational doctrine. values and credo ; 5 ) observed standards by which leaders allocate wagess and position and 6 ) how leaders react to critical incidents and organisational crises ( Schein. 1999 ) .

Within the organisation there are chances for growing and acquisition at all degrees and they are expressed in management’s push to promote publicity from within. The leaders believe in mentoring and coaching to better and or travel public presentation. Independent determination devising and taking enterprise is fostered and encouraged through coaction and authorization. Reward systems are in topographic point for those who accept the challenge of direction by non being afraid to be responsible for assisting to do the determinations that affect alteration. The organization’s leaders recognize that coaction is a knowledge-building process-not a decision-making process…effective leaders know how to associate people with other organisational resources to bring forth consequences ( Hewlett. 2006 ) .

As I mentioned earlier. alteration is encouraged in the organisation. Innovation. technological progresss and knowledge sharing are common patterns. Flexibility is so a feature of this organisation. Although alteration is encouraged. there is a great trade of undertaking oriented behavior that can sometimes stand in the manner of traveling frontward in a timely manner as indicated by my appraisal of the organisation via the Least Preferred Co Worker ( LPC ) step which helped me to analyse the manner of the leaders.

What is of import to cognize for person on the outside looking in is that the civilization of the organisation demands that you observe and respect others before you begin to propose defects in the organisation. Upon completion of my appraisal of the organisational civilization. I found that we are a functioning bureau. yet there is much room for betterment. My initial ideas were that possibly I was being excessively rough in my appraisal of the demands of the organisation. but upon closer scrutiny I realized that I had no prejudices to impede my perceptual experiences. It is my desire to do any organisation that I am portion of the best and if the best agencies dissecting in its natural component in order to bring out its beauty. so I am all right with the determinations that I make in order to take it to the following degree. If you don’t make this. so you do non afford yourself the chance to turn. after all we lead by virtuousness of who we are ( Cashman. 2008 ) .

Figure 2. 1 Cultural Linkss in my Organization

Section 3: Organizational Competition
The undertaking and responsibility of the organisational environment is to let for healthy competition among its employees. Some have argued that organisations are charged entirely with the undertaking of supplying occupations for their employees ; nevertheless Ahlstrom argues that if an organisation provides a good working environment. employees will bring forth inventions that can take to growing ( 2010. Delios. p. 25 ) . There is a direct correlativity between the environment and employee public presentation. I believe in Ahlstrom’s theory because when employees are nurtured and placed in a healthy environment. productiveness additions and the overall wellness of the employee tends to be better. While I support this theory. two of import points are non considered ; the external environmental forces and the fact that organisations are societal entities populated by existent communities of people ( Delios. 2010. p. 26 ) .

Another ground that spurs competition in the organisational environment is that the work topographic point is frequently one of the most dominant establishments for societal contact in today’s universe. Employees frequently are ranked on public presentation and where they rank in the hierarchy of the organisation. The demand to delight and outshine or surpass others is what allows for healthy competition in the environment. Employers feel the demand to come up with activities. resources and honor systems that are of importance and good to those seek promotion chances. Delios ( 2010. p. 28 ) said it best when he quoted. “an organisation is a societal entity that can supply value beyond the link of contracts that constitute the explicit. legal relationship between the corporate entity and the individual…This value can be to the person every bit good as to the organisation. and such value that is yielded to the organisation becomes a strong portion of the justification for why organisations can and should make bold to care” . Section 4: Organizational alteration and development/Problem Analysis

Although there were several jobs within in our board. the 1 that I have decided to concentrate on is clip management/organizational accomplishments. Time direction is the cardinal ingredient that helps to adhere all other countries together. If you are adept at pull offing your clip and being organized in your day-to-day operations. you can be successful within the civilization of your organisation thereby advancing invention and alteration.

In order to analyse and joint the root cause of the job that I am seeking to turn to. I have decided to implement the usage of the undermentioned tools: 1 ) Appreciation ; 2 ) 5 Whys ; 3 ) Cause & A ; Effect Diagrams ; 4 ) Appreciative Inquiry ; and 5 ) Affinity Diagrams.

The Appreciation tool is instrumental in assisting to work out jobs because it allows you to pull out a maximal sum of information from facts with really small attempt ( Manktelow. 2009 ) . The 2nd tool that I used in placing the job was the 5 Whys. The 5 Whys is a simple problem-solving technique that helps users to acquire to the root of the job rapidly. It is easy to larn and use. The scheme involves looking at any job and request: “Why? ” and “What caused this problem” ( Manktelow. 2009 ) ?

The following tool used to assist farther identify and analyze the job was the Cause & A ; Effect Diagrams which is by and large used to assist you think through the causes of a job exhaustively ( Manktelow. 2009 ) . The most helpful facet about this tool is that it can further contract your hunt for the root cause of the job because you have the chance to see all possible causes and non merely the more obvious 1s ( Manktelow. 2009 ) .

The 4th tool in measuring the root cause is the Appreciative Inquiry method. This is one of the more simple tools to utilize because the attack is to concentrate on the things that are working right instead than seting the accent on the job. This is about a rearward psychological science gambit to acquire you to analyse your job farther and as a affair of fact it is the conventional attack to job resolution ( Manktelow. 2009 ) .

The fifth and concluding tool in assisting to place the root cause of the job is the Affinity Diagram. Harmonizing to Manktelow ( 2009 ) . this tool helps to form thoughts into common subjects in hopes of non merely finding the job but basically helps to work out the job.

It was about two old ages ago when I foremost realized that my opposite numbers on the board seemed to hold a job with clip direction. As the job began to maturate. I became more progressively cognizant of the gravitation of the job and realized that this is a critical concern that needs turn toing. Bing the squad participant that I strive to be. I began to seek out ways in which to assist but I shortly realized that I was merely seting a set assistance on the job and non giving long term solutions.

I am keenly cognizant that the function that I play in the organisational civilization helps to act upon the job. My function on the board is critical ; it is like the kidney to a human. we must depend on one another to run successfully for one can non work without the other. This job is bigger than all aspects of the board members because it genuinely affects the organisation as a whole and non merely me.

When dissecting the job through the usage of the identified tools. I believe that I have uncovered the true root cause of the job. What was recognized early on as the job merely may hold been proven to be merely a symptom ( Rooney & A ; Hopen. 2005 ) . Section 5: Internal Stakeholders in the Organization

There are four distinguishable groups of stakeholders in my organisation and they are the board of managers. employees. community members and decision makers. First. the board of managers are those that have the most authorization and influence. It is the occupation of the board to cognize and back up the mission and intents of our organisation and to assist raise money for the sustainability of the plan. The following group is the employees. and what I admire most about many of the employees is that they take a echt involvement in the investing and repute of the organisation. The 3rd set of stakeholders is the beloved community because if you want to hold length of service in the company’s long term success so you must prosecute in those who surround you. Last. the 4th group of stakeholders is the decision makers of the organisation whose responsibility is to assist keep the sustainability of the organisation. These persons typically help to act upon or propose alteration ; in some instances might stand for the naysayers to an organizations’ strategic way or procedures and remain one of the most of import groups to prosecute ( Flynn & A ; Flynn. 2009 ) . In an attempt to profile the stakeholders in my organisation. I think that it would be most good for me to utilize influence maps which is based on sociographics. This signifier of profiling allows you to cognize the nature. way. and strength of your influences ( Manktelow. 2009 ) .

While making your stakeholder analysis. you are besides afforded the chance to acquire to cognize stakeholders that might be of import yet receive really small attending and in so making. you are now better able to function the demands of this group. The key to place and profile cardinal internal and external stakeholders can be found in a myriad of ways. Some of the ways in which to place stakeholders is through unfastened duologue and the usage of a stakeholder analysis or stakeholder profile. Figure 4:1 Identifying Your Stakeholders|

Figure 4:2 Power/Interest Grid for Stakeholder Prioritization KEEP SATISFIEDCurrent givers & A ; Prospective donors| MANAGE CLOSELYThe Board of Directors| MONITORCo-workers/Employees| KEEP INFORMEDSenior Executives|

Section 6: Decision and findings
As the enforced alterations take topographic point. I expect to see an addition in productiveness. stakeholder involvement will increase and the perceptual experience of the organisation will alter based on the degree of client service received. Before get downing to undertake the identified job. a study questionnaire would be given to both internal and external stakeholders to enter the responses before any alterations occur and so once more after implementing alterations in order to make a comparing of the consequences. The comparing analysis of the study consequences will state the narrative as to whether we have improved or non as would be declarative of the responses received. After the assemblage of the information it is of import to observe that the key to the successful operation of an organisation is whether or non communicating among the leaders and stakeholders is effectual. No work or determinations can be made without the being of effectual communicating.

You will non have the coveted consequences nor will you make peak productiveness and public presentation. When measuring any plan there is a demand to measure and equilibrate the demands for consensus edifice and communicating efficiency ( Lewis. Hamel & A ; Richardson. 2001 ) . Every clip you leave your work topographic point in confusion. you lose one hr of work a twenty-four hours. You can merely conceive of the cost it would intend to your company if you add up all the hours that you lose in a twelvemonth. It could hold meant more net incomes or nest eggs. In this crisis. it might intend interrupting even. Therefore. it is of import to maintain your office organized ( White. 2010 ) . It is my desire to utilize the consequences of the studies to demo how the environment of an organisation can significantly impact employee morale and turn out to be an plus to the organisation as a whole or can hold the contrary consequence. The bottom line is that organisations irrespective of size are composed of persons who can suitably pull off alteration. In a low hazard environment. one is non pushed to advance alteration and the organisation tends to penalize errors. persons develop a opposition to alter. preferring alternatively to go on in safe. low-risk behaviours ( msu. edu. n. d. ) To set it lightly. all attempts to implement alteration will be sabotaged if an organisation does non put in its resources with the appropriate staffing. clip and financess hence the opposition to alter will be overpowering.


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