IMAGES OF ORGANIZATION
Overview:
Gareth Morgan’s Images of an Organization was published in January 1997. At that time, it truly revolutionized the way people thought about business structures and corporate cultures. It is published by Sage Publications and categorized as a book on Management, Organizational Behavior and Business Ethics. The new Second Edition includes volume updates while retaining its original framework. Part I begins with and overview and introduces the concept that a business organization can be viewed as a machine, organism, brain, culture, political system, psychic prison, flux and transformation, and instrument of domination. . It then goes on to provide information on each of these images of organizations in Part II.
Analysis:
The first image Images of an Organization presents is that in which a business structure is viewed as a machine in which the functions of time and motion are vital. Their owners to achieve their business ends with the least amount of upper echelon management effort create these organizations. In this structure management functions to train and acclimate the human resources to integrate themselves into a greater whole in such a manner so that they complete their assignments with a given order and within a certain time frame. . The strengths and limitations of the machine metaphor are that it uses a scientific method and workers are variable interchangeable elements providing particular functions. This creates a strong, efficient business structure that is both rational and logical, but it does not use all of the human potential that each staff member could contribute if he or she were viewed as individuals. .
Organizations can also be seen as organisms that recognize the importance of environment. Human resources are then viewed as individuals and part of what helps sustain these organizations as open systems. This type of business structure depends upon satisfying the employees’ needs in order to get the maximum output from its staff. The employees are thereby engaged not only in completing a set amount of task in order to fulfill their production requirements; they also see that when the business thrives they are also rewarded. The greatest weakness of this type of organization focuses inwardly on process and may lose sight of its vision and goals making it difficult for it to survive changes in the outside business environment. , .
Organizations structured as brains work in a manner similar to cybernetics. These organizations function as information processing units that creating learning, as they focus on earning to learn. . This encourages the decision-making functions to take place on the collective level rather than as a dictatorial process .
Some organizations see themselves as creating a social realty in which they are a cultural phenomenon. This generally results in a series of corporate cultures and subcultures that combine creating organizational reality
Political systems where the organizations are structured as systems of governance is another way corporate culture can be constructed. This structure focuses on analyzing interests, understanding conflict and exploring power.
An organization can also become a psychic prison and Morgan uses the metaphor of Plato’s Cave to illustrate this. In this situation there is a trap created by encouraging favored ways of thinking, playing upon the unconscious and even manipulating issues of repressed sexuality and the patriarchal family.
Business culture can also serve as a vehicle for transformation. This organizational structure is the one most sensitive to the ripple effect of changes. In this situation, there is what Morgan describes as a ‘holoflux the flowing nature of implicit order” .
Morgan also delves into what he terms “The Ugly Face: Organizations as Instruments of Domination” . This is the last structure discussed in which the corporations exploit their employees subjecting them to work hazards, occupational disease, and industrial accidents. These sweatshops have low paid workers worn down by low wages, high workload and unhealthy working conditions. The psychic abuse is not limited to the lower levels. This culture promotes workaholism along with social and mental stress. Many of the multinational corporations fall into this category because of their record of exploitation.
Discussion:
Before deciding how a CEO can benefit from Gareth Morgan’s Images of an Organization, it is important to understand what CEO does. According to Steve Robbins, they are first and finally responsible for the corporation’s direction and bottom line. In his article on He observes, “Work gets done through people, and people are profoundly affected by culture.” . The central elements of a CEOs job according to Robbins are establishing that culture and building teams consistent with the corporate and cultural structure. .
Images of an Organization is about corporate culture. It starts at the foundations and examines every level of corporate structure all the way to the top. A CEO who studies this book will understand why the IT, Sales, or HR department feels a certain way about a policy. Moreover, a CEO who uses this book will understand in advance how a leadership directive will be interpreted on each level and be able to present it so that staff members greet it with enthusiastic support instead of resistance.
Knowing and understanding the corporate culture, is the first step in adjusting and perfecting it. It is hard to change a culture without a deep understanding of what it is, and the ripple effects can be devastating. On the other hand, with that full understanding a small change can result in gradual, effective and long lasting results. Making changes with that deep understanding is a far more effective way to lead. Never the less, this form of leadership cannot take place unless the CEO understands the corporate culture so deeply that those small, effective changes can be made.
According to Robbins, another of the CEOs primary functions is team building. Here again, understandings gained from Images of an Organization can prove invaluable. It is easier to structure teams when they remain within the corporate cultural norms. Teams thrive best when they consist of peers. This can be easy to effect in an organic organizational structure, but far more difficult in a strictly hierarchical business model. In the latter situation, a team member who is a highly skilled technical worker may not be afforded the same respect given to a higher-ranking executive who does not have a technical background. In other situations, it could be the executive whose opinion is discounted because it apparently lacks technical or scientific knowledge. This could doom a project to failure unless it is structured in such a manner to establish equality within the group. This must be regardless of each individual’s position within the greater corporate structure. This is one example of where executive team building skills are vital.
Team members are each important however, the team building skills and ultimate leadership must come from outside the team. Everyone on the team must understand the goal, know they will share in the success, or be chastised it the team fails. Understanding the corporate culture facilitates team building. In certain situations, it could help if the team is structured as a microcosm of the greater organism. In other situations, it may be relevant to point out to team members that the general corporate does not apply to the team.
Understanding their own corporation’s structure is important for CEOs; understanding another corporation’s culture can be equally valuable. Every corporate culture comes with its own set of suppositions and language. Therefore, it is important for a CEO to understand what they mean when they say For example; the CEO of a hierarchal corporate organization might make the statement “We are all together on this decision.” To that person the statement could mean that I discussed this with the Board of Directors and they agree with me. However, it will take days, weeks or even months before this decision trickles down through our chain of command and we can move effectively on it. In the case of an organic business structure, it could me that the decision is in keeping with the corporate culture, strategies and goals. In that event, the organization may be able to shift direction in the same way a flock of birds or a school of fish can move when they all switch direction at the same time. When setting the course for his or her own corporation it is important to understand if a few weeks out further inquiry is going to result in a response such as; “These things take time,” “You mean you have not produced yet,” or “we are both on the same page.” The first two reactions could create a breach in the business relationship. Accurate predictions are made by CEOs who know their own business culture. Strong business relationships are forged between CEOs who understand each other’s business cultures and strategies.
As important as it is to understand the corporate cultures of partner corporations is, understanding a rival’s culture can be equally valuable. The ripple effect that can be used to optimize effective changes in a CEOs own corporation also affects other corporations as well. This could mean that replacing upper echelon management in a competitor indicates there are serious problems in their organization that are being addressed on a high corporate level that will become evident in the future.
Looking at up and coming businesses it is important to understand if they are led from the top down and likely to slow down and establish strong foundations that will be difficult to shake as the company grows. A relatively new corporation might also be likely to take an entirely different track and, although it remains smaller, it might pose a constant threat because its nimble structure allows it to change immediately in the event of economic fluxions or any display of weakness from a rival.
The sheer volume of information covered in this book is one of its greatest strengths, and one of its weaknesses. It is more of a reference text in some ways and that does not make for an engaging read. Going through it, the reader knows that it will be impossible to absorb on just the first time around, and that is likely to be something a busy CEO does not look forward to. Never the less it does provide the foundation knowledge needed to introduce any corporate culture a person is likely to encounter in today’s business world.
Another strong point is that its usefulness is not limited to CEOs. Anyone who works for a corporation, wants to work for a corporation, or does business with corporations can benefit from reading this book. Job seekers looking to identify the best approach to use at an interview and are doing their homework should reference the corporate structure. A contractor putting in a bid could turn to this text to gain insight as to how it is likely to be received and how the final decision will be made.
This book is particularly useful for educators, school leaders, principals and superintendents. The impact a corporation does not just end at its own door. That was made quite evident when the concept of “too big to fail” and the resulting bailout fund came from the United States Government. American Corporations shape their communities. Sometimes it creates a regional culture such as Silicon Valley or the West Virginian Coal mining towns. Images of an Organization as an educational text then reaches beyond the obvious use in teaching Human Resources and Business Management.
Images of an Organization can help students understand the corporate influences that lead to the Labor Movement, the Great Depression and Johnson’s Great Society. Because Governments exist with similar structures including Social Contracts with their citizens this text is valuable as a part of the Political Science studies program as well.
Strengths and Weaknesses:
The sheer volume of information covered in this book is one of its greatest strengths, and one of its weaknesses. It is more of a reference text in some ways and that does not make for an engaging read. Going through it, the reader knows that it will be impossible to absorb on just the first time around, and that is likely to be something a busy CEO does not look forward to. Never the less it does provide the foundation knowledge needed to introduce any corporate culture a person is likely to encounter in today’s business world.
This function as a reference text is particularly important as new competitors, business allies and customers enter or leave a corporation’s sphere of influence. The business world is not a static environment. Businesses grow, fail and start as the corporate landscape shifts. Some corporation choose to make changes in their corporate structure and policies and that effects all the other businesses in their sphere of influence and may affect the greater community as well.
Another strong point of Images of an Organization is that its usefulness is not limited to CEOs. Anyone who works for a corporation, wants to work for a corporation, or does business with corporations can benefit from reading this book. Job seekers looking to identify the best approach to use at an interview and are doing their homework should reference the corporate structure. A contractor putting in a bid could turn to this text to gain insight as to how it is likely to be received and how the final decision will be made.
Summary:
Gareth Morgan’s Images of an Organization is an important text regardless of its weaknesses. It is broad and useful to a variety of businesses that can profit by a close reading of its materials. In fact, it deserves several; the initial study should be of the readers’ own corporate dynamics. However, its usefulness does not stop there; additional reference use of this book will help its readers understand competitors, and clients as well. This book belongs in every corporate office.
It is also a tool for individuals who want to understand a company’s corporate culture. Job seekers should use it to decide if they fit with the corporate culture, and to know how to approach the interview process. It is also valuable for non-profit organizations who are seeking donations and politicians who must work with their business community.
Educational institutions can use Images of an Organization as a text on a range of topics as an example of business, social and political structures. Because of its broad scope that lends itself to a range of organizational structures it applies to both present day situations and social constructs as well as historic social structures.
Unfortunately, there is an inherent weakness to broad studies and this book falls prey to it; it lacks depth. In the authors’ efforts to cover the material, he ended up with a book that tends to be overly broad and simplistic. The additional books and materials by this author that go into different aspects of business and socials structures in part mitigate this. . This book covers only the foundation material. It does that well and revolutionized thinking when it came out about twenty years ago. However, there is only so much room in any one book to cover a topic as far reaching as corporate culture. The material on every corporate style would occupy many volumes; therefore, this book only identifies the organizational cultures and outlines how they work. I found this to be interesting, a text I will return to, and a subject I will investigate in greater depth in the future.
Bibliography
Morgan, G. (1997). Images of Organization. Sage Publications.
Robbins, S. (1994 - 2014). What do CEOs do? A CEO Job Description. Retrieved from Steve Robbins, Inc: http://www.steverrobbins.com/articles/ceojob
Robbins, S. (2014). A CEO Job Description. Retrieved from Steve Robbins, Inc.: http://www.SteverRobbins.com/articles/ceojob
