Taking a Look at New Institutionalism

Organizational is comprised of core values, beliefs and basic assumptions within organizational life which helps guide and coordinate member behavior. Edgar Schein, a preeminent scholar of organizational culture research, argues that people can come to know organizational culture based on three levels of awareness known as: artifacts, values and beliefs, and basic underlying assumptions.

In 1972 Rogger Harrison researched into ‘Organizational Cultures and Structures’ which was later supported and publicised by Charles Handy (1985), it suggested that there are four dimensions of cultures through which organisations exist. They are; ‘power’, ‘role’, ‘task’ and ‘people culture’. Organisations can be associated with one or more of the different cultures. Many organisations can be identified as having a different organisational culture at each hierarchical interval.

b. Describe the organizational forms a company might have as it evolves from a start-up to a major corporation. List the advantages and disadvantages of each form.

Neo-institutional theory has been introduced by Meyer and Rowan (1977) and DiMaggio and Powell (1983). According to Modell (2009a), neo-institutional theory or neo-institutional sociology has been developed over the past two decades. Different from old institutional theory, neo-institutional theory highlights the dynamic of organisational changes at macro-level (Tolbert and Zucker, 1983; Kasperskaya, 2008). According to Arafa (2012), neo-institutional theory focuses on studying institutional behaviour in a given organisation as it embeds the institutional environment. Kasperskays (2008: p. 365) also adds that neo-institutional theory has been employed in order to understand the ‘uniformity’ and ‘similarity’ of the organisational changes in particular institutional conditions.

I went into my IPPE institutional experience with some anxiety, and skepticism because I did not have any hospital experience prior. However, unlike my IPPE community experience I had some confidence and lots of optimism having been in the professional division (pharmacy school) for a little over two years.

There are the classifications of organizational structure, functional, project, and matrix. The structure of an organization can determine the utilization of the resources in a company and this can affect the way projects are handled. While organizations may adopt any or all three types, one type will be favored more than the others. A functional structure is a traditional method using a hierarchical chain as each employee has a documented superior. Team members are grouped by department and specialties (Institute, 2013).

b. Describe the organizational forms a company might have as it evolves from a start-up to a major corporation. List the advantages and disadvantages of each form.

Also, too much conflict is evident. Organization structure has to specify a single set of goals for the entire organization (Daft, 120).

ORGANIZATIONAL CULTURE, STRUCTURE & DESIGN Abstract Organizational structure defines the attitude, values and core competencies of an organization. The structure in a way forms the culture for that organization which invisibly exists. The culture plays an important role for the healthy functioning of an organization since the employees correlate themselves based on the values and beliefs of that organization. The operation functions such as finance, human

The concept of an organisation varies significantly among different authors. One of the interesting views is that ‘an organisation is a social arrangement for controlled performance of collective goals’ (Buchanan and Hucynski 2013). An organisation includes individuals who strive to meet a common goal. It consists of a hierarchal management structure whereby each individual is assigned with specific responsibility. However, Hal G. Rainey (2009) defines an organisation as ‘a group of people who work together to pursue a goal.’

LO 1.2 Explain how the relationship between organizations’s structure and culture can impact on the performance of the business.

And even different companies do common tasks and have similar organizational units such as finance, human resources, information technology, marketing and customer relationship.

Employees and leaders are involved in generating ideas and implementing them, which makes the integration of the organizational structure concept important (Golden, 2016). Organizational structure is comprised of various leadership and relationship styles. The interplay of these two can impact

Organizations have become important social institutions that affect nearly everyone's life in one way or another. However, there are many different perspectives that can be used in understanding these organizations. Theorists have produced many different ideas about the best vantage point in which to try to understand how an organization functions. Furthermore, it is important for leaders in the organization to understand these theories so that they can tailor their own concepts and theories and the organizations in which they are members of. This translates in the need for multiple perspectives to be used in the pursuit of understanding an organization and how it functions.

In their 2005 book, Understanding and Managing: Organizational Behavior, Jennifer George and Gareth Jones define organizational structure as "the formal system of task and reporting relationships that controls, coordinates, and motivates employees so that they cooperate and work together to achieve an organization's goals." A logical consequence to an organization's structure is the resulting culture, which George and Jones further define as "the set of shared values, beliefs, and norms that influences the way employees think, feel, and behave toward each other and toward people outside the organization." Finding the right structure for one's organization is vital to its