Organization as a Metaphor

Openness of an organization to inquiry and also self-assessment inculcates this capability in the top management to take the organization to the next level by showing creativity and innovation. When an organization displays these qualities of a brain, it transforms into a learning system that can be self-organized. This is not only very convenient for the organizational personnel, but also one of the fundamental pre-requisites for the success and growth of organizations in the contemporary age where competition is very high and organizations need competitive advantage in order to earn the trust and confidence of the stakeholders and excel in the market. Using this metaphor as a lens and analyzing the current state of the organization through this lens, it becomes apparent that the strategies of the top management controlling the organization change rapidly, and this has an effect on everybody in the hierarchy of the organizational structure from top to bottom. This has mixed effects on the organizational culture. …
ise the level of motivation of the organizational personnel as least just as much as they invest their time and effort in identifying new ways in which the organization can be changed. It must be realized that organizational personnel fundamentally play the role of wheels upon which the vehicle of organization travels, so keeping them fully functional is no less important than fueling the organization with innovative ideas. Having such a detailed in-sight into my organization with the help of the developed metaphor suggested by Morgan, I have identified several potential strengths and drawbacks of my organization, as well as a way to eradicate the drawbacks and instead, change the risks into opportunities. Change is an integral element for an organization to qualify as a brain and there is a wide range of literature that reveals that change is something that is not much appreciated by the organizational personnel owing to the fact that it challenges their interests and may not let the circumstances remain favorable for the attainment of their individualistic interests. Change management requires sound leadership and management skills on the part of the top management. One way in which change can be managed effectively is by identifying the collective motivation factors for the organizational workforce as a whole and determining the individualistic motivational factors for the workers whose performance matters the most. Performance of the employees in an organization is fundamentally controlled by their level of motivation. The higher the level of motivation, the better the performance of the employees and vice versa. Various theories of motivation have been proposed to date to help the management identify the ways in which employees can be satisfied more. These