BUS599 – MBA Integrative Project
Open Theory, OD Models, Nashler-Tushman Inputs etc.
Your first task is to choose one of “Fortune Magazine’s Best 100 Companies To Work For” (2011) from the following website:
PART I: Open Theory
1) What is open systems theory?
2) How can open systems theory be used to understand an organization?
3) Choose one of Fortune magazine’s Top 100 Best Companies to work for, and discuss how open systems theory might apply to your chosen organization.
4) Be sure that you spend some time reviewing your chosen company’s website, familarizing yourself with the company’s Annual Reports, 10-K filings, and other relevant information
PART II: OD Models
See below for (11) different OD models.
Falletta, S. V. (2005) Organizational Diagnostic Models: A Review and Synthesis. Retrieved November 7, 2012 from http://www.leadersphere.com/img/OrgmodelsR2009.pdf
Now that you’ve considered the background and the strengths and weaknesses of these models, which of them do you believe would be best suited to an OD analysis of your chosen Fortune “Best 100” organization? While you do not need to cover every characteristic of your chosen model, please do be very specific in your discussion and reasoning
PART III: Nashler-Tushman Inputs
In the Background Information section of Module 3, the Nadler-Tushman Congruence Model cites four Input categories:
* Environment (factors external to the organization)
* Resources (factors internal to the organization)
* Organizational history (persistent traditions)
* Strategy (goals, objectives and strategic initiatives)
Please discuss the above Inputs in the context of your “Best 100” company. Be thorough, and be specific.
PART IV: Nashler-Tushman Outputs
In Module 4, we discussed the Nadler-Tushman Congruence Model as it relates to Outputs.
Restated, the Congruence Model recognizes “Outputs” as existing at the Individual, Group, and Organizational levels.
Please discuss Outputs in the context of your chosen “Best 100” Company. Be thorough and be specific.
PART V: Organization Learning (OL) and Learning Organization (LO)
In Module 5, we have studied the relationship between feedback loops and Organizational Learning (OL).
1) Please provide a scholarly definition of “organizational learning” (as you should know, by “scholarly,” I am requesting that you provide a definition of the notion of OL that is derived from a peer-reviewed journal. There are many, many, differing definitions of OL – and many opinions on precisely how organizations learn (or if they can even learn at all). Some notable theorists include Chris Argyris, Peter Senge, Bente Elkjaer, James G. March, Herbert A. Simon, Mark Easterbay-Smith, and Fiol & Lyles, among innumerable others.
2) Is there a difference between the notion of “Organizational Learning” (OL) and that of the “Learning Organization” (LO)? Are we anthropomorphizing (great word!) organizations when we say that they “learn”?
3) Please describe the extent to which you believe your chosen “100 Best” organization is also a “Learning Organization.” If so, how does your organization “learn”? What has your organization “learned,” and through what mechanism(s)?