The Organization as a Machine

 The Organization like a Machine Composition

The business as a Equipment

January 19, 2013

Desk of Material


An Organizational Machine3

The Company Functions3

Company Structure and Mechanistic Functions3

Strengths and Weaknesses5

Global Implications6



The business as a Equipment


The top picture is the fact many agencies function as devices, whether completely or included within business divisions within just organizations. Morgan discusses 8 areas within just which all of us discuss features of organization: as a machine; as a great organism; a brain; its culture; its political program; as a psychic prison; change/in flux; and since an instrument of domination. A company as a Equipment

Two examples of companies functioning as being a machine and classified as being a bureaucracies will be the federal government and the public education program in Delaware. As Morgan so appropriately describes Maximum Weber's comparison between " …the mechanization of industry and the growth of bureaucratic forms of business. ” (Morgan, 2006), the emphasis on …bureaucracy…emphasizes precision, acceleration, clarity, steadiness, reliability, and efficiency attained through the creation of a set division of jobs, hierarchical oversight, and comprehensive rules and regulations” (Morgan, p17). Rate, in this writer's opinion, seems to be dependent on the situation, but authorities and the education industry specifically, present excellent examples of paperwork at its ideal. Organizational Structure and Mechanistic Functions

Previously being involved in the education industry for several years, this area is discussed relative to it is machine-like operation and bureaucratic behaviors. A typical public institution district is the example, while private and/or charter schools, although universities, function a little differently…yet nonetheless use some in the bureaucratic methods. The Region Office affects public schools in Delaware. Within this service, financing, recruiting, and insurance plan generation begins. Each district maintains a institution board whose members the community within a particular district elects. Both the area office and the school table have sets of policies and techniques that they comply with in order to sanction business on a regular basis. The employees of a school section include a Superintendent (CEO), about down to the secretarial personnel. Each university within the district has a primary, assistant main, office personnel, teachers, and students. The topic of program change will show one small piece of the puzzle in accordance with how a school district functions. One must keep in mind that at every approach a school area makes, if to hire a teacher, sign up a student, or a myriad of other pursuits occur every day, protocol should be followed. To be able to implement some thing as fairly simple as a difference in curriculum for any particular subject, hierarchy, and protocol may be the order during. What would appear to be a straightforward task becomes bogged straight down in the bureaucratic procedures and weighs over the possible purchase and implementation of a new curriculum. Even though this copy writer does not take the implementation of new curriculum lightly, the process is definitely laborious at best. A department to their department chair need to present data; this information techniques forward to a curriculum boss (if 1 exists in the district) and also the district workplace for assessment. If permitted, the budget and execution are then simply discussed. While not necessarily speedy and/or efficient, most areas must follow treatment. Once the acceptance for the curriculum is usually provided, the financing is then arranged. The finance discussion for any new curriculum would not occur until the approval for the programs is reached. This, in and of itself, is something that can turn off the purchase, yet typically, the offered funding is definitely not discussed...

References: Morgan, G. (2006). Images of organization. Thousands of Oaks, CA: Sage Journals, Inc.

Yoo, J., Lemak, D., Choi, Y. (2006). Principles of management and competitive tactics: Using Fayol to put into practice Porter. Record of Managing History, 12(4), 352-368.

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