Grener’s model of the evolution of organizations is a useful way of thinking about the crisises that organization experience as they grow, what is your opinion of this statement? discuss and provide examples illustrating how you could assess usefulness of Greiner’s model
Greiner’s model explains evolution and revolution at an organisation. In 1972, Larry Greiner recognized the five phases of the evolution in an organization by each of which consist of fixed time of growth that end up with crisis. The Greiner’s model showed the path of the organization’s crises to grow. A series of phases show the organization crisis’s movement from one stage to another. And, it seems that each phases are likely to be influenced by one in to another. A firm …show more content…
An organization need to experience them as well as how a revolutionary approach will provide a solution at each stage.
Furthermore, we should take into account of two important elements of the organization prior deciding of an action for organization’s transformation approach. First, the size of the organization that categorized from a small size of organization through a large size of organization. And, second, the age of an organization which address the beginning (young) of the organization until the mature age. Both of these two dimensions proved that firms are not remain the same throughout period of time and that is likely to have a problem particularly for managers in the organization.
We should pay attention in each stage of the organization’s movement towards evolution that leads to a revolution (solution) as we are going to discuss and analysis each phase separately. The Greiner’s five phases of the organization development are as follow (1) creativity, (2) direction, (3) delegation, (4) coordination, and finally (5) collaboration.
Phase 1- …show more content…
Although all these attempts are seemed good way to regain good performance. However, the red tap crisis can be the consequence of that method.
Phase 5- collaboration:
It can be argued that in phase 4, the formal system will lead to a red tap (bureaucracy). An increase number of an official procedure and time is needed to perform tasks. At This stage which is the last phase of the phases, a collaboration will drive the firm to overcome this crisis by having fixable system for instance greater spontaneity or product team structure moreover moving from mechanistic to organic structure and that would be the right way to move on to growth.
Conclusion
We can summarize our discussion by identifying important element that must be recognized by the decision makers of a companies. It is so important that managers must recognize in what phase that company stay on to decide to go forward to the next phase, a leader should be aware about the limitation of resources and certain number of solution that are available to get the company to have a revolutionary
Greiner’s model explains evolution and revolution at an organisation. In 1972, Larry Greiner recognized the five phases of the evolution in an organization by each of which consist of fixed time of growth that end up with crisis. The Greiner’s model showed the path of the organization’s crises to grow. A series of phases show the organization crisis’s movement from one stage to another. And, it seems that each phases are likely to be influenced by one in to another. A firm …show more content…
An organization need to experience them as well as how a revolutionary approach will provide a solution at each stage.
Furthermore, we should take into account of two important elements of the organization prior deciding of an action for organization’s transformation approach. First, the size of the organization that categorized from a small size of organization through a large size of organization. And, second, the age of an organization which address the beginning (young) of the organization until the mature age. Both of these two dimensions proved that firms are not remain the same throughout period of time and that is likely to have a problem particularly for managers in the organization.
We should pay attention in each stage of the organization’s movement towards evolution that leads to a revolution (solution) as we are going to discuss and analysis each phase separately. The Greiner’s five phases of the organization development are as follow (1) creativity, (2) direction, (3) delegation, (4) coordination, and finally (5) collaboration.
Phase 1- …show more content…
Although all these attempts are seemed good way to regain good performance. However, the red tap crisis can be the consequence of that method.
Phase 5- collaboration:
It can be argued that in phase 4, the formal system will lead to a red tap (bureaucracy). An increase number of an official procedure and time is needed to perform tasks. At This stage which is the last phase of the phases, a collaboration will drive the firm to overcome this crisis by having fixable system for instance greater spontaneity or product team structure moreover moving from mechanistic to organic structure and that would be the right way to move on to growth.
Conclusion
We can summarize our discussion by identifying important element that must be recognized by the decision makers of a companies. It is so important that managers must recognize in what phase that company stay on to decide to go forward to the next phase, a leader should be aware about the limitation of resources and certain number of solution that are available to get the company to have a revolutionary