Essay to analyse organisations in practice and theory

You will undertake group work in the workshops and engage in debates that are pertinent to the body of Family Law. Written feedback is given at the end of each workshop cycle.

Essay to analyse organisations in practice and theory

Since the first break-through into the efficient operation of the organisations the management literature has changed dramatically but the aspiration always has been to find or create a system which ensures the smooth and efficient running of the organisations so that they can achieve their targets.

According to the management terminology, the organisations of today are known as post fordist or post bureaucratic organisations and are said to be rational, with agreement on decisions, empowerment, team working and individual recognition.

Organisational theory mentioned in the management texts is elaborated and supported by many renowned and illustrious authors of management.

The aim of this essay is to enquire about the conventional image of the so called perfect or ideal organisation portrayed in the management texts by keeping in mind the reality in workplaces supported by the points discussed in the seminars and critically analysing these organisations in order to portray the image of real organisations of today and show how the situation portrayed in the texts is just a myth.

The journey of events leading to the conception of post bureaucratic or post modern organisations of today has been long and complicated one. To thoroughly understand the conventional image of the organisations of today it is important for one to look back at these series of events.

Boddy, Their aim was to contrive an organisation which follows set of rules in order to attain maximum efficiency and where money was the main motivational factor for the workers. Henry Ford was one of the first entrepreneurs to have applied these theories in his organisation by introducing assembly line production.

Along with assembly line mass production, division of labour and specialisation were the salient features of bureaucratic management. The concept which was set out in the Human relation theories was that the workers should be given a social status in the organisation environment instead of treating them as "cogs in a machine".

Then came the contingency theory which tried to carve up organisations into formal structure again trying to ensure that the organisation can perform proficiently and efficiently.

Essay to analyse organisations in practice and theory

Boddy, The long and complex journey has now reached to the organisations known as post fordist. These organisations of today believe that bureaucratic management has become outdated and regard it as dead and they themselves are completely opposite to it, but the reality seems to be different from the conventional image these organisations portray.

It is important to find out why people actually work before the reality of work can be discussed. Noon and Blyton after researching concluded that people do not only work for financial reason and states this in their book, "The majority of people say that they would continue to work even if there was no economic compulsion to do so, which suggests that work may also be fulfilling other needs.

Another question which arises here is that are people in the right line of work? BBC, So if organisations of today are trying to ensure the high level of motivation and empowerment of employees and if people are willing to work for other than economic reasons and yet it is being claimed that most of the people are not satisfied with their line of work then there is something that is not right.

There might be many reasons that may be resulting in this problem, but yet it cannot be denied that there is gap existing between reality and the conventional images portrayed in the management texts.

An in-depth view into the bureaucratic and post bureaucratic structures and the management theory discussed above bring out that none of these organisational frameworks have been contrived to benefit the employees.

These management theories are authored by people whose aim is to ensure that organisations run without any kind of hindrances. The conventional image maybe stated to motivate and empower the employees, but there is always a string attached to efficient running of the organisation which is mostly the core objective for organisations.

So it can be said that interests of the employees will always be superseded by the interests of the organisation and employees are just provided with a better image of bureaucracy. The post modern structures are as Grey states "All this talk of a new era and new organisation forms conceals or forgets the way that such claims are recurring so that it is possible to find out, throughout organisation theory, almost identical models of future.

In simple words, employees are being decived into working. Organisations of today are just deciving the workers to work indirectly in order to achieve thier objectives and do not care about the suffering workers go through in acheving them.

Referring back to the conventional image, post bureaucratic organisations are known to be rational. According to Grey there are two types of rationality known as instrumental rationality and substantive rationality. Substantive rationality is about doing the right things while instrumental rationality is about doing the things right way.The purpose of this essay is to ask about the conventional image of the so called perfect or ideal administration portrayed in the direction texts by maintaining in head the world in workplaces supported by the points discussed in the seminars and critically analyzing these administrations in order to portray the image of existent administrations of today and demo how the state of affairs portrayed in the texts .

Nov 19,  · Besides, Thompson’s theory of systematic practice can be applied to communication in health and social care settings. Thompson suggests that “vague care work can result in poor quality care and also in stress for a care worker” (Moonie, , p.

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