Essay Sample on Organizational Theories and Dynamics

Introduction

Leadership is a broad prospect that views the surrounding at multiple dimensions as the society is fond of structures led by people. They integrate to form productive means of survival. The aspect of organizations the frames involve to mold an individual, team, or group into fruition can be acknowledged as a process. In our contemporary world, the organizations are why significant aspects of impacts have been heard, for they are perfect structures for team building. These structures are directed by leaders who are placed to power through numerous criteria depending on the terms and conditions that bound such an entity's existence. People relate with others in various institutions to gain a positive impact that will develop their character into a better version of themselves. Organizational behaviors have scrutiny on the group dynamics in a corporate setting.

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There is no set metrics that can define good quality leadership but rather is a matter of achieving the objectives that have been set for one's service in an office. Diverse notions hold the root source of direction, as some believe they were designated to be leaders. Others believe in character traits and competence in one's communication skills (McCurdy & Casamayou, 113). Organizational leadership or any call to direct and guide people comes with decisions one should be confident about, team building, and job satisfaction, which are all parts of a whole face of contemporary leadership. Some theories govern the numerous aspects of organizational behaviors and dynamics meant to settle any disagreement scores.

Literature Review

Numerous scholars are pursuing ex Longitude plain the developing dynamic theories that narrate how organizational phenomena are prone to changes from time to time. Scholars employ different research designs that involve time dimension (Bryman & Bell, 201). The theories focus on why these dynamics emerge, develop, grow, or even terminate given a specific period. Continuous streams of data are coherent in disapproving that the dynamic theories rely on them (Luciano et al. 18). The close aspect of system dynamics is to apply the diverse complex systems that compose of both human behaviors and the physical nature of human beings. When action is well explained under the conditions that it is consistent, it is easier to study the structure's results and not exogenous factors. When these theories are tried through interaction between multiple aspects, they majorly result in no-linear behavior and no proportional causes.

Dynamic organizational theories are gradually overtaking the scholars’ attention as it was initially developed for practical contributions despite the studies differing on the many research designs they put to work. Studies discuss some test the existing theories as others seek to bring a new perspective to view and relate to phenomena. Scholars find it hard to understand the whole idea with various research outcomes that point directions of their own. Dynamically based strategies to develop theoretical contributions look at differences and commonalities in how different methodological decisions are arrived. Longitudinal research handles several growing scholars to explain why change is inevitable to the organizational phenomena in a given period.

Organization theory is not a relatively straightforward concept as anticipated by many scholars since it is an unconnected concept, and its practical part matters the more. This subject matter lays many demands that are considered complex and challenging subject matters; thus, the scholars who pursue this study route are motivated by curiosity. Every looker would like to be part of a system and understand what it would be like to be guided by a process and proper procedures. Others find their source of motivation from gaining a new knowledge concept that requires them to stretch their minds in new directions. To present the intellectual challenge in the study of organizational theory, you must include good knowledge of several disciplines that involve arts, sciences, and humanities. This type of experience is critical and substantial to making people key figures in governments and organization leaderships to ease knowledge and development pressure.

Human beings are known to go through an intricate lifestyle; thus, the collective designs insert a sense of order in our lives that we can make predictions and dictate which direction is best and favors us the most. The contemporary man has learned to accommodate himself to a world that Is increasingly organized. People take different positions depending on what they love the most to motivate them to keep going. Organizations shape our human nature to many shapes due to the teamwork and laying more strategies as one expects different results and every level of trial. Hectic organizational activity is majorly in our revolutionized and changing society, which has diffused the nature of structures demanding orders from every system follower.

Columbia Accident

In February 2003, the Space Shuttle Columbia experienced a fatal accident as it started disintegrating mid-air. This was the second disaster, being Columbia’s 28th mission. A piece of foam insulation from the shuttle's external tank broke off, striking the orbiter's left-wing. When the shuttle entered the earth's atmosphere, the lack of insulation foam allowed penetration of atmospheric gases, which internally destroyed the wing structure, causing the shuttle to break apart. This resulted in the death of all the crew members aboard the STS-107. Similar to the prior 'Challenger Disaster' of 1986, Space Shuttle flight operations were suspended for more than two years. It was evident that NASA was responsible for the incident due to laxity and improper technical issues. Due to the experience, NASA made several organizational changes to improve its services. Flight risk management procedures were developed, and the employees trained accordingly. This example will be used as a case study to discuss organizational dynamics.

One of the vital frames of an organization mentioned is Human Resource. It is defined as the workers in an institution and the responsibility of managing all things related to the main asset, the human capital. Effective organizational leadership requires individuals to be proficient with working people, the workplace's culture, and the environment.

Human Resource Management Frame

The Human Resource Management aspect of a company has several obligations. Firstly, a good leader in human resources is constrained to manage workers' recruitment and promotion to enhance productivity. This can be achieved by creating and marketing the Employee Value Proposition (EVP), which ensures hiring the best-skilled personnel. A human resource manager should also provide orientation strategies for newly hired workers. This is to give them an overview of the company, its goals, and objectives. The benefits and wellness schemes for employees are also developed and enforced by the human resource center. This ensures financial safety for employees as their compensation is catered for when required. In the Space Shuttle Colombia case study, Goldin applied Deming’s management principles to revitalizing NASA’s human space program to improve services' efficiency. He further declines the notion that corporate headquarters should not exert bureaucratic control over complex organizations. NASA's workforce was drastically reduced, and an increase in contractors was evident while the organization remained in the space center's prior programs. The entity prevented the downsizing of employees, thus targeting the Space Shuttle budget for cuts, including the jobs that dealt with the preflight previews' inspection. The fund was dropped substantially between 1991 and 1994, with the exclusion of several contracting personnel and shuttle staff.

A good leader should also bear personnel analysis attributes that help improve the careers of employees and training to equip them with new skills for better performance. In case of mistakes done either by individuals or groups in an organization, the human resource professionals are entrusted with the disciplinary action measures. Actions taken by the team or individual should motivate the workers and improve their morale to achieve their objectives. Through this, they create an excellent organizational alignment, therefore enhancing the performance of the company. Failure to create an effective human resource team may prove to have disadvantageous repercussions. Breaking of the workplace culture causes unrest among the employees, which in turn makes uncontrollable occurrences. Since the human resource also serves as a temporary contact for injuries on-site, lack of proper management can lead to high labor costs, regulatory penalties such as fines, decreased morale among the workers, and in worse cases, high employee turnover expenses. Workers who are not interested in managing their affairs may sue the firm, which incurs losses to the latter. Their productivity rates decrease due to the loss of team spirit and taint the company's image.

The Structure Frame

An organization's structure is a system that defines the allocation of responsibilities, coordination, and supervision while emphasizing specialized roles, organizational goals, and relationships. The design of an institution is aimed at maximizing the efficiency and achievement of the set goals. The superiors in a company are obliged to develop rules, workplace procedures, policies, and hierarchies to enable the efficient performance of distinguished responsibilities (McCurdy & Casamayou, 117). The structure of a company is dependent on several factors. The environment is one of the primary determinants of the hierarchal frame of an entity. In stable environments, companies should come up with simple structures compared to rugged environments, which require the application of adaptability. In the provided case study, neither MER nor MMT claimed ownership of the situation. There were also ineffective communication paths as NASA knew about the foam strokes but categorized it as an in-flight anomaly ((McCurdy & Casamayou, 116). Goldin introduced his well-known mantra of 'faster, better and cheaper,' which coincided with the Clinton White House initiative to reinvent government by reducing costs and improving efficiency.

The size and age of a company can also affect the range of a leadership structure. The wider the span of a firm prompts a similar hierarchal development. This is to ensure all workers are attended to by providing more individuals to cater to their concerns. The technological processes should also coincide with the structure. Employees holding the managerial positions and those with perfected skills need discretion and greater autonomy. They should be appointed based on intelligence, morality, and effectiveness in executing punishment and rewards. Their primary duty is to maintain organizational goals and objectives. Superiors should provide information and guidance for workers. They should also establish a good rapport with the subordinate staff by providing assistance where necessary and including them in decision making. More complex company objectives require tight structures for better productivity, while tenable goals allow for individual autonomy. To ensure maximum coordination of human efforts and efficiency, companies should consider their goals in structural development.

Conclusion

Furthermore, inevitable changes prompt institutions to restructure and increase decentralization. Another Goldwin initiative decentralized NASA's management structure, thus returning JSC their 'lead center' powers in controlling the Space Shuttle Program. This, in turn, creates more adaptable and flexible methods of governance.