• Join over 1.2 million students every month
  • Accelerate your learning by 29%
  • Unlimited access from just £6.99 per month

This essay will critically compare the machine and culture metaphors described by Morgan in Images of organization (1996).

Extracts from this document...

Introduction

This essay will critically compare the machine and culture metaphors described by Morgan in Images of organization (1996). Metaphors allow you to understand an experience in terms of another looking at identity between two things. This is particularly useful in management as all managers try to behave in a specific way in order to achieve a desirable outcome, so managers have to connect their actions and activities to that outcome through some model or representation of the organizational context in which they work. Therefore metaphors of organization are often used as the theory is based on implicit images or metaphors that lead us to understand and manage organizations in a particular way. Machines are often used to help to accomplish certain tasks, such as how cars are made to transport us from one location to another. Machinery has revolutionized our way of life, as it possess attractive qualities such as producing high volumes of output in shorter time frames and increased predictability. People can also control the operations and adjust conditions so that machines run at their most efficient levels. All these qualities have people wonder if organizations can be managed in the same way as machines. This train of thought has lead to the development of the "Machine Metaphor", this metaphor was developed during the 1800s as part of the industrial ...read more.

Middle

Strong organizational culture therefore can determine the company's likelihood of success. However, the most immediate source of external influence on organizational culture is the employee. This is because employees are already influenced by source of cultural institution such as family, friends, community, nation, and education system. This will therefore affect their attitudes, behaviour, and beliefs, so organization must take this into the account and not force employees to change their cultural up bringing but nurture it so it compliments with the organizational culture. The culture metaphor consists of concepts of work relations between employees and their organization, which is viewed as a collectivity to which employees belong, rather that just a work place. This sense of belonging and strong working relationship will create norms and values within the organizational culture. This is an important part of building a strong cultural identity as values, which are the social goals and standards that help within a culture. They define what the members of an organization care about, and this provides judgments about the right and the wrongs. However, norms are just are just as important as they provide a set of unwritten rule that allow members to follow, so they know what is expected of them. ...read more.

Conclusion

So each and every single phone call was identical and questions were asked in a particular sequence. The phone calls were recorded so individuals cannot make up information conducted. The only motivation I had during work is I knew exactly how much money I was making because I was paid for each successful research. Personally, I find it very difficult to work in machine organization as I felt like there was very little creativity and decision making situation for workers. It also felt like there was very little trust between workers and the employers as the telephone canvassers were constantly monitored from managers. After critically looking at both machine and culture metaphors, there are differences and similarities between the metaphor approaches in the theory of management. It also provides evidence to support the theory that there is particular theory that works best and that each type of metaphor has its advantages and disadvantages in management. However, as our business becomes more dynamic and ever changing, we can probably see more organization working as culture metaphor firms, and become more flexible by limiting the rules and regulations, and move away from the traditional complex hierarchies. REFERENCE: William F. (1993) Conflict Management and Organization Development, Netherlands Ashkanasy N. (2000) Organizational Culture and Climate, United States of America Morgan G. (1997) Images of Organisation, London: SAGE publication RICKY CHEUK 025090723 2nd stage Marketing & Management Organisational Behaviour Assignment (Bus 201) ...read more.

The above preview is unformatted text

This student written piece of work is one of many that can be found in our GCSE People in Business section.

Found what you're looking for?

  • Start learning 29% faster today
  • 150,000+ documents available
  • Just £6.99 a month

Not the one? Search for your essay title...
  • Join over 1.2 million students every month
  • Accelerate your learning by 29%
  • Unlimited access from just £6.99 per month

See related essaysSee related essays

Related GCSE People in Business essays

  1. Produce a case study comparing two business organisations, investigating the extent to which each ...

    The store is always kept clean which meets the Health and Safety act. Any company with more than 5 employees is legally obliged to possess a comprehensive health and safety policy. Professional Health and Safety Consultants can provide your company with a bespoke safety policy; the document is around 100

  2. Organisations and Behaviour

    There was also an over emphasis on the rules and procedures in bureaucracy method. Caulkin (1988, cited in Management and Organisational Behaviour, 1999 p56) criticises this over emphasis by saying "The overemphasis on process rather than purpose, fragmented responsibilities and hierarchical control means that it's all too easy for individuals

  1. The organisational culture of Quinlan's. What factors explain this culture? To what extent is ...

    It is visible that Quinlan's culture was bureaucratic. In particular Quinlan had: a) Properly defined rules and procedures to function in a predictable and routine manner b) Roles were clearly defined and labour was divided based on these roles c)

  2. Self-Efficacy Theory Explanation for the Managementof Remote Workers in Virtual Organizations

    and their performance, was investigated in the current study using self-efficacy as the theoretical basis for the developed model. Survey data collected from 376 remotely-managed employees was used to test this model. The remainder of this paper is organized as follows.

  1. E4-Tommy Culture

    make eye contact. * Never be overpowering, allow customers to explain any requirements. * Be courteous, agreeable and speak politely. * Make the customer feel you desire to please. * Be good natured and considerate * Be sincere and truthful, but try to appeal to the customer's vanity.

  2. Disney: An organisational culture

    the action in a play or movie in which the cast members have a script and an expected set of actions. Disney took this philosophy a step further by making every employee a cast member. Cast members have a script and a set of standards that are acted out every time they go to work at a Disney location.

  1. Study and compare the wage incentive schemes prevalent in the service sector.

    The importance of associated process improvements in the areas of employee communications and involvement, and performance management, in creating a high commitment, high contribution workforce. Incentives - A brief Overview Incentive schemes give rise to much discussion. However a lot of this is due to widely varying interpretations of what

  2. Our interview sessions to learn the functions of the department, the roles of the ...

    The managers at Hilton believe that an effective leader is one who builds a trustworthy, respectful, and friendly relationship with their workers. However, some managers do not allow their team members the liberty to voice individual opinions and participate in the decision making process.

  • Over 160,000 pieces
    of student written work
  • Annotated by
    experienced teachers
  • Ideas and feedback to
    improve your own work