ORGANISATIONAL STRUCTURING: A Systems Approach
Abstract
How to structure organizations is an issue that has always been relevant. In today’s complex world, new ways of refining organizations are required so that they can respond quickly to the demands of the environment. The system approach allows one to visualize an organization from a holistic perspective under different scenarios.
There are certain terms and distinctions that must be taken into account in the following discourse on systemic context: structure, methodologies, approach, paradigm, metaphor, model, and vision. In order to improve an organization, it is necessary to identify systems methodologies that can structure each type of organization. It is also important to provide organizational skills that allows one to structure organizations appropriately. To determine the effectiveness of structuring, one must know how to measure the impact of organizational structuring.
The operation of an organization requires the participation of all organizational actors: observer, facilitator, and participants. The methodologies explored in this paper have not only been tested in Colombian organizations, consultancies, seminars, and courses, but they have also been applied to various sectors of the economy. These applications have made it possible to observe the benefits of Interactive structuring process (ISP).
The use of isolated methodologies is insufficient for achieving organizational structuring. Holistic structuring brings coherence and clarity with regards to strategy, processes, actors, and information. The complementarity of methodologies is an interactive process that allows one to achieve the best organization. By coordinating important factors such as strategies, objectives, processes, values, and organizational information, it is possible to build a more interactive structure.
The first order of business will entail the defining of key terms associated with structuring methodology. Secondly, we will examine what types of views and perspectives are being adopted by organizations. Thirdly, we will turn our attention to the systemic approach and the importance of evaluating methodology. Fourthly, we will determine the best model to be used in each approach to a given situation. Lastly, we will observe the chosen methodology in action.
Organizational learning is defined as the process by which knowledge emerges from the interaction between the organization, methodologies, and its users in a research-action relationship, with respect to the environment. The design, diagnosis, and organizational redesign arises from a process that is repeated and improved upon through comparisons. It is through this process by which Meta methodologies are generated and aligned.
