Nov 26, 2020 in Coursework

DQ66

Coghlan & Brannick (2010) assert that owing to the complexity of various organizations, there is a need for conclusive action learning and interactions among teams in the organizations to foster the participation based on a common objective. For instance, the CEO of a company can involve managers of the company in diverse sessions in order to achieve interactions in the organization with an aim of ensuring smooth and logical flow of organizational activities. In relation to our investment company, various social events such as fun days have been undertaken in order to encourage the participation of employees and to ensure that the process of action research is effective. During these social events, individual employees in the organization interact freely irrespective of their ranks and status in the organization. In such a way, the employees develop traits that can be used to foster understanding in the organization. Similarly, the top managers are able to develop god rap our between them and the employees. Secondly, most of the social events are always accompanied by interactive sessions, in which issues are raised and opinions heard on how the organization should be managed best. The main salient features that are associated with this event are the free interaction among all the employees of the organization. Such an environment encourages individuals to act freely. In addition, owing that the laws and rules are withdrawn during these events, the low level employees are at a position of interacting with the managers without any barriers.

Organizational diagnosis can be achieved through interactions among members of the organization. According to Coghlan (2002), organization diagnosis is the process of examining the current states of the organization that can assist in developing solutions to various problems in the organization. With interactions during the social events, employees achieve a better understanding of individuals. This eliminates conflicts that arise in the organization in result of misunderstanding. Disagreements that emanate from conflicting roles are eliminated, since individuals get to understand the strengths and the weaknesses of their counterparts. Similarly, the sessions provided allow members to understand their roles in the organization, hence avoid instances of conflicting roles. Secondly, through sessions, objectives of the firm are clearly defined and these help in eliminating cases when individual goals are given more precedence than organizational goals. In addition, cases of conflicting goals on what to be performed in the organization often arise among the top managers of the organization. A proper understanding of the organization will also lead to effectiveness in its operations, hence promoting efficient decision making in the investment proposals. The motivation of the employees will be achieved in the organization owing to the social functions. The low level employees will feel recognized and appreciated, hence their morale in the organization will be increased. Kurt Lewis claims that effective change in the organization involves the participation of all the individuals concerned, hence the fun days will make it easy for changes to be implemented in the organization. Coghlan & Brannick (2010) claim that employees will easily adopt implemented changes. They will feel incorporated in the process of initiating the changes. Finally, these interactive sessions will promote team work in the organization, since the employees will have a better understanding what is vital in team work. Furthermore, the defined objectives of the firm will allow managers to work with a unified goal, hence promote a team work. It becomes evident that the outcomes of the social activities are desirable, since it leads to effectiveness in the performance of the employees in the organization. Similarly, it ensures that the investment decisions undertaken are jointly performed and reflect the technological changes in the market.

Various actions can be adopted in the organization to increase effectiveness of its operations. According to Coghlan (2002), this can be achieved through relevant frameworks. He defines frameworks to be the presentations of the organizations and various strategies that can enhance understanding and interpretations of various tasks within the organization, hence facilitating increased and quality performance among the employees of the firm. It is worth noting that definite rules can be used in the organization to achieve the desired effectiveness. Through implementing rules and regulations that define the framework to be adopted in the organization, various desirable outcomes can be achieved. Firstly, the rules will ensure that the investment decisions that are made in the organization are done procedurally and logically contribute to viability of the investment actions. Secondly, the behaviors of the employees and the managers will be regulated. Rules ensure that all the actions undertaken in the firm are in line with the set up procedures besides dictating the goals to be achieved by the employees. Finally, rules will vividly define the roles of every employee, hence reducing instances of conflicting roles that can become obstacles to the firms operations. It is evident that if rules are structured and implemented in the organization, the desired results and effectiveness in the operations of the firm will be achieved. Notably, the process of organization diagnosis includes examining the problems and scrutinizing the techniques adopted to solve the problems. The action in the scenario in our investment firm is effective, since it results in the desired outcomes. Through the social events that employees are involved in, motivation and understanding is achieved, which results in employees increased morale and effectiveness in the operations.

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