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Organizational Introspection - Coggle Diagram

- - - - Identification with their bosses .- When it is with their superiors, they become impregnated with their ideology, they tend to criticize their workers and pressure them to get more work. This is very frequent with the positions that are covered by incorporating a man from abroad.
        
        Identification of the workers .- When the teacher sympathizes with the workers, then he tends to understand their ideology. He understands his problems, his contacts are friendly, and he insensibly increases the distance between himself and his superior boss.
        
        Horizontal identification .- The third type is the one that tries to combine the wishes of the managers with the workers and be loyal to both. This is, of course, the most difficult posture, because few people have the ability to simultaneously satisfy both the boss and the boss.
      - In principle, the effectiveness of a company mediates human behavior in the following cases:
        • That people are capable of behaving in a purely functional and objective way in their working life.
        • That individuals function as "nonadas" closed in on themselves, attentive only to their personal affairs and duties.
- - - - The prescription, in any of these cases, is always evident: New machines, more knowledgeable people and revalue their possibilities through the organization.
        
        With the study of the so-called informal organization, an attempt is made to form a body of doctrine from which consequences and solutions are obtained.
- - - - These groups have the following typical binding factors:
        • General characteristics of the company.
        • Dimensions of formal groups.
        • Coexistence time.
        • Conditions of the premises and forms of communication used.
        • Professional homogeneity.
        • Degree of ideological identification.
        • Levels or social classes involved.
        • Common economic interests.
        • Types of surveillance, discipline, work, etc.
        • Existence of one or more people with command ambitions, prestige, etc.
    - - Conversation and its importance in formal organization.- One of the most important tools to understand informal organization is observing.
        
        Feelings and aspirations are, so to speak, the keys of the group. Feeling and will constitute the two primary vertices that set impulses in motion, almost without thought exercising its regulatory power.
        
        Space and other configuration elements.- Space is an essential element in the formation of informal systems. The first requirement is communication; easy and fast communication is that which arises from direct contact, in particular in certain daily acts that are more or less permanent, such as having lunch together, meeting in the same transport vehicles, etc .; they constitute means of solidarity, that is to say, that the nucleus of an informal organization, of the so-called by the American terminology type “clique”, can be a non-technical element, or even a labor one.
- - - - The first corresponds to an education or molding of the way of thinking and acting of company heads, at all levels and categories; from the president to the most modest team leader, they have to clarify their concepts about what it is to lead, correct, elect, teach, manage, etc.
      - The second part, which is precisely what we are going to deal with here, corresponds to a more modest aspiration. In addition to this elevated spirit of neutrality, accepted by the leader, an automatism or daily effort is required, which is not dispersed among all those who act and direct, but must be located in a department. It is the dark work of preparing all the data we need to govern and of putting together the indices with which we can form future plans.