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论文作者:www.51lunwen.org论文属性:本科毕业论文 Thesis登出时间:2015-07-03编辑:felicia点击率:25598
论文字数:22877论文编号:org201506042248487060语种:英语 English地区:英国价格:免费论文
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摘要:这是一篇留学thesis,简要叙述了中层领导者对企业发展的重要性,并为大家简要介绍了论文写作的基本规范。
The structural orientation emphasizes productivity and assumes that organizations work best when the efforts of individual and groups are organized through authority, policies, and rules. Problems arose from confusion or misalignment in the formal system. They are clarified by shifting authority explanation of roles, restructuring, and policies (Bolman, Deal, & Rallis, 1995). When using the structural frame, organizational change may produce uncertainty in regard to role and structure. As a result, policies and procedures will redesign or restructuring as a projected solution to organizational problems.
Briefly, theories focus on hierarchy and bureaucracies, such as Webber's seminal work on organizations (1938). Organizations operate as a result of the articulated goals and rational goal-seeking behaviour. Work is accomplished through differentiation of tasks (Lawrence and Lorsch, 1969), defined formal roles (Mintzberg, 1979) and through the coordination of activity (Thompson, 1967).
A manager or leader using the structural frame looks at the organization as a closed system. Structural managers think clearly and logically and approach problems with facts. They pursue clear goals, set direction, value data and analysis, and try to resolve organizational issues with new policies and rules or through restructuring (Bolman & Deal, 2003).
Human Resource Frame
Bolman and Deal assert that the structural view is not the only way to look at organizational activity. They argue that it s imperative to view organizational issues as they relate to individual needs.
Human resource theorists view individuals as organizational greatest assets. The building block of this frame is the hierarchy of needs (Maslow, 1954, Mcgregor, 1960) including the tendencies towards self-actualization (Argyris, 1964) and the person-organization fit. The human resource frame envisions an organization comparable to an extended family with individuals with needs, feelings, prejudices, skills and limitations. These individuals have the capacity to learn; however, they also tend to defend old attitudes and beliefs. From the human resource perspective, the challenge is to tailor the organization to the people.
When people use this frame as a method of analysing organizational issues, problems relating to unmet, work related needs come to the front. For example, when change is introduced in an organization, individuals using the human resource frame may see they are no longer trained to perform their job. The skills that had provided them with qualifications for the job are no longer pertinent. Employees may feel incompetent or powerless as a result of organizational change.
The human resource frame is centred around the concept that organizational effectiveness depends on the manager's ability to understand the characteristics of its people, and her or his本论文由英语论文网提供整理,提供论文代写,英语论文代写,代写论文,代写英语论文,代写留学生论文,代写英文论文,留学生论文代写相关核心关键词搜索。