Foundation of Theory of Organization - Free Paper Sample

Introduction

Based on the article, Foundations of the Theory of Organization by Philp Selznick, an organization is defined as “the arrangement of personnel for facilitating the accomplishment of some agreed purpose through the allocation of functions and responsibilities.” Selznick uses various researches aspects to come up with the study regarding the dynamics of an organization. In this study, Selznick illustrates different ways of resolving issues and the steps that are essential to increase productivity efficiently in effective ways, such as a cooperative. He also discusses the conflict of organizational and personal needs and goals and how organizations can control conflict with their good ad progress.

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Philip Selznick is a Law and Sociology professor and the founder center for law and society. In 1978, Selznick co-founded the Jurisprudence and Society Policy Program. He finished his PhD from Columbia University in 1947. Foundations of the Theory of Organization is a piece of work that is thought to have been started during this time.

For this article, the target audience seemed to be either part of an organization or aspiring to be. It mainly targets those in organizational leadership positions and subordinates. Foundations of the Theory of Organization have a unique design to inform all aspects of an organization that requires human input. Also, individuals who are learning about organizations can make good use of the article.

The terminologies utilized throughout the article were common, and some of the terms had definitions that were critical for easing the reader’s understanding. The definition of terms also helps the author to communicate ideas to the readers easily. Despite the use of words and defining them as a practical and helpful technique to most readers, it wasn’t easy to comprehend some parts of the article. Regardless, the report is articulate and understandable for the most part.

Organization’s Good

It is worth noting that it is inevitable to have conflicts within the organization as it is ingrained in human nature. When individuals have divergent thought processes, opinions, and interests, conflicts are bound to occur, and sometimes the subjects might not be willing to compromise. There is a need to ensure that disputes are avoided in the workplace to get optimum results from the employees as there will be minimum distractions. Selznick asserts some conflicts can be detrimental to the organization, while others can about change within it.

Personal Needs

Most organizations, before starting their operations, typically have established goals. The goals are realized through the employees. When being employed or contracted, the employees get in partnership with the organization in which they become part and parcel of it while also having their personal goals. Through organizational commitment, the employees expect to accomplish their goals. The goals may range from financial target to promotional opportunities to educational benefits, among others. These goals can sometimes conflict with that of the employer and organization hence creating friction. Selznick presents some ways through which the cooperate and its employees can do away with conflicts and sort those that are unavoidable.

Cooperative Systems

Most corporative organizations are controlled and owned by clients or consumers. As such, they are structured to adapt to the change and goals of their associate. The cooperative members opt to vote on the organization’s structures, methods, and mission statements. Cooperative groups can choose to make their leadership have designated and specialized roles, while others may not. These structures are also used and essential in developing the moral integrity of individuals within the organization.

According to Selznick, some imperatives can be used in the maintenance of formal organizational systems. These are the organization’s security concerning environmental, social forces; stability in communication and authority within the organization; informal relations stability within the organization; ensuring there are a policy continuity and various determination sources, and outlook homogeneity regarding the multiple roles and meaning of the organization within the context that it operates.

Selznick ensures that he provides insight, especially on formal organizations, as it seems that what he has experience in and has mastered (Selznick, 1948). As a professor, Selznick does not give the readers the real-time perspective of his arguments; hence most of them seem outright theoretical and cannot be applied in actual organizations. Furthermore, he has not given real-time examples from existing companies and uses his basis of arguments. Nevertheless, the article is homogenous and contains information vital in the workplace and organizational environment.

The writer of this article does not utilize a specific technique or procedure given that it is a theoretical article. As such, the paper lacks a section discussing the methodology for a study carried out. Nevertheless, Selznick uses other scholarly and literary works from different established theorists such as Robert Michels, Bronislaw Malinowski, Wilbert E. Moore, Talcott Parsons, W. J. Dickson, J. Roethlis- Berger, Chester I. Barnard, and John M. Gaus. Selznick used the research and findings from these individuals because they are experts in their respective fields, and they also share the same beliefs and thoughts in their areas of specialization. He uses these individuals’ readings and results to form the basis for his arguments in his writing. As such, many concepts from them are used in the article. However, they are not credited for their contribution to this scholarly piece of work as they should.

Conclusion

The article did not incorporate any experimental or analytical data since it is written from a theoretical perspective. Here, Selznick wants to ensure that his readers are equipped with the right knowledge regarding the foundations of organizational leadership. He goes deep and explains concepts such as the mechanism of adjustment in corporate environments to ensure there is depth in the article. While reading the piece, it is evident that it is well-thought-out, and the writer did thorough research to come up with such content. However, the paper needs updates for this digital era.

Selznick did not include any figures, graphs, tables, or empirical results in the document. However, the inclusion of these factors would have made the article more comprehensive. Since it was not research or experimental study, the author does not include are results and discussion section. The latter section is essential as it provides an area where the conclusions of the author are validated. Selznick could not validate the things illustrated in the article other than the provision of quotations from other scholars referred to in the citations. Selznick is a phenomenal writer and scholar whose work should be appreciated more.

Reference

Selznick, P. (1948). Foundations of the Theory of Organization. American Sociological Review, 13(1), 25-35. https://doi.org/10.2307/2086752