Organisational Analysis Essay Example | Topics and Well Written Essays - 2000 words

Organisational Analysis - judge ExampleThis is due to the trade in thoughts and way of thought of the persons. The consequences they face bring variegates in thinking of the individuals resulting in the changes in strategies of the group or department. This in turn affects the way of working of the organisation. The way the changes draw and the reasons for the changes are interlinked. When a reason causes a consequence, and if that is unwanted or not anticipated, should result in the change of the reason. The changes in planning, strategies, environment, nature of working depends upon the extent the individuals in the company maintain congruence between the possibility they have to follow and the theory they trust. When the difference is large the unwanted consequences were capable of narrowing the difference in the course of time. The way of correcting the problem to avoid unwanted and negative consequences is termed as I order change and II order change or single loop and doub le loop by diametrical authors. The loop terminology is of Argyris and Schons. In this paper the double loop learning is stressed and all the campaign studies and analyses were done on that basis.Introduction According to Argyris and Schon there are two types of get off whoremongeral in which the individuals in the organisation react. ... All the theories which analyse the organisational behaviour will be harmonise to these above two ways of reacting and analysing the differences between them. Structural organisational leadership The leadership qualities in the structure of an organisational can be considered as complex. They extend from time tested methods to technology involving strategies to the way of changing the thoughts and strategies according to the need and the time. So the stability cannot be taken as granted as the change is inevitable in the processes which should maintain sustainability of the organisation. Structure can be considered for the organisation as what is inning for any human body. The structure supports the organisation as the skeleton supports the body. As the skeleton develops in the course of the growth of the body, the development in the organisation demands the change in its structure. This can be termed as flexibility in organisational language. That is the structure of an organisation must change according to the growing and changing needs of the organisation. The leadership must be ready to adopt change. If the leader ship is adopting the standard I changes, then they bring change only in processes but not in the cause which make the processes to be carried on. Here the leaders by observing the consequences try to bring a change in processes and try to conserve the values or theories they believe. This makes the individuals involved in the processes to be justificative and these delay the inevitable change which is a prerequisite for the flexibility in the structure. So it can be termed that the leadership following th e standard I learning is not flexible enough to bring the changes in the structure demanded by growth of the organisation. The reason is any