Organizational Models

Organizations across the globe stand on the strong pillars of their management’s values, philosophy, goals and vision; they are the backbones of an organization to survive all the thunderstorms faced in their lifetime. An organization consists of a formal, informal organization and social organizations; the culture of the organization determines their type of leadership, the method of communication they use and the performance of their teams. The people working in the organization perceive all these factors as the quality of the work life and thus work hard in achieving them through the power of motivation and as a result, it improves their performance, they achieve their personal goals, satisfaction, taking up their business challenges. The elements that make the organization are the framework for the organization to operate on; they perceive realistic goals and thus make the maximum possible use of available resources.

An organization processes and the work culture differ depending on their business frameworks, some of the organizational models on which organizations operate on are:

• Autocratic model
  The organization is run by a managerial authority, all the employees working in an organization are obedient of their duties and depend on their bosses before taking any major decisions.
• Custodial Model
  The base for this model are the economic resources, there is managerial orientation of money involved. The employees of the company are oriented towards the benefits and security of the organization, there is a passive cooperation within the company.
• Supportive
  This type of model brings in leadership and a managerial orientation of support from the employees and they support and participate equally for achieving the organization’s goals that reflects back on their performances.
• Collegial model
  There is managerial orientation of teamwork which is the base of partnership. The employees of the company are aware of their responsibilities.

Although these models seem like separate entities, each of these models are interconnected and one can operate without the help of another, in a way that each of these organizational models over laps some or the other model some point of time leading to a mix of different systems that are used in running an organization. There are 3 separate systems in an organization that includes the social, cultural and individualization systems, these are prevalent amongst the work culture of the companies:

• The social system helps individuals interact amongst themselves and increase in a work relationship. The behavior of one member effects the behavior of many others in an organization so social grouping have no boundaries, the positive aspect is that it spreads good thoughts, culture, different ideas amongst the people working in it.
• The Cultural system in an organization encompasses varied other aspects like knowledge, customers, beliefs and practices of an organization. They are said to influence human behavior even without those things getting in to your conscious thoughts. The work culture is the prime most important elements of an organizational structure; it gives people stability, understanding, security and responsiveness to a particular situation.
• The individualization system in organizations exerts influence the social system of a company by challenging the work culture of the company. For a creative environment to exist in an organization, a company should have high socialization and high individualization, when both of these survives, they can have good competitive environment.

The organizational management looks for job enrichment of its employees in whatever aspects possible and in return they work hard in achieving the organizational goals of a company or perhaps their individual goals. The benefits that job enrichment’s offers are tremendous from an individual’s perspective, they are:

• It enhances the growth of an individual
• The employees get better satisfaction at work
• Better performance in processes
• Employees get motivated
• It helps in upbringing of an organizational change.

The job enrichment can be done in different ways, depending on their processes and work culture. The organizations determine different methods, which include task identity, skill variety, autonomy, feedback and task significance; these are widely popular in bigger organizations.