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

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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.

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