The difficulties of development and adaptation, adaptation are fundamental to the idea of organization as a system. Certain external forces act on each system, forcing it to adapt to changes in the external environment. Human systems, or social organizations, are under constant pressure, leading to change.
We are all, for example, eyewitnesses to changes in social ethics that relate to the responsibility of companies to society. How is a modern organization able to ensure adaptability and survival in the face of change while growing? The difficulty of maintaining the viability of any organization is a significant part of the existing theory of a systems approach.
Among the basic laws of the functioning of the organization, the law of development has the leading role.
Correlation of the concepts of “dependence”, “law”, “regularity”
All processes in an organization can be classified as managed, partially managed, and unmanaged. Each of them includes 4 constituent elements:
- input action (input) (incoming data);
- changing an incoming action (processing an incoming action using a popular or new method);
- the result of the change in the incoming action;
- the effect of the result on the input action (editing the processing method of the original input action).
There is always a certain relationship between the input action and the output result, which can have a different look: tabular version, graphic, formulaic type, verbal, etc.
Existing dependencies may be of the following options:
- impartial (formed regardless of the will and consciousness of people) and personal (formed by people in order to fulfill the global tasks of an organization or state);
- short-term (for example, the dependence of the choice of possible solutions to a specific operational process of temporary planning) and long-term (for example, the dependence of the employee's salary on its productivity);
- moral (coupled with the implementation in society of human behavior standards, standards of good and evil) and immoral (combined with traditions and customs that violate civil rights in one way or another).
As a result, all decisions and actions of a person in one way or another obey certain laws (dependent or unconscious).
The law should be understood as a dependence that can be fixed in regulatory documents, or is an accepted norm for a large group of people or companies (similar norms exist in the Bible, the Quran). This dependence has been recognized and supported by well-known scientists. All these concepts are closely related to each other.
So, regularity is part of the general law. The law can be represented as the connection of management tasks with the means and methods of their achievement. As a result, the law has a mechanism of activity and a mechanism of use. The mechanism of activity may consist in the formation of the dependence of the output characteristics on the input. The application mechanism is a set of norms and standards for the implementing mechanism of an employee’s activity, indicating a list of his existing rights and possible liability.
Basic laws of the organization
The laws of organization development have in their composition a common and special beginning. The general part of the presented law has a mechanism of activity regardless of the geographical location, state, or scope of the company. The understanding of the law is that it does not change its essence and reflects the individuality of the organization as an existing social system. For example, the general level of culture and vocational training.
Laws play a very central role in the theory of existence. They may reflect the foundation of the theory. They allow us to correctly and fairly assess the current state of affairs and consider foreign experience.
The laws of development are divided into two possible types in importance:
- basic (laws of synergy, self-preservation, development);
- least fundamental (informativeness, orderliness, unity of synthesis and study, composition and proportionality, special laws of development of social organizations).
Development concept
The development process is an irreversible phenomenon, which is aimed at the natural possible change in existing matter and consciousness. Two development options are possible: the evolutionary variant (quantitative and high-quality changes in time, a change in consciousness mixes with a change in matter), and the revolutionary variant (spasmodic changes in the state of consciousness without basis dynamics).
Possible options for progressive and regressive development are also highlighted. Progressive development implies the complication of the system as a whole, the emergence of new connections and parts and elements in it. Regressive development is a simplification of the system, the exclusion from it of connections and parts, elements.
Development law concept
The basic laws of organization development are justified by the following factors:
- change in the external environment;
- dynamics of the internal environment (moving employees, switching to improved technologies, etc.);
- incentives and interests of a person and society (incentive in personal self-expression);
- aging and wear of material parts;
- dynamics of the state of ecology;
- progress in technology.
Stages of development
There are eight main steps in your own development:
- sensitivity threshold;
- Spread;
- height;
- maturity;
- saturation;
- recession;
- crash;
- disposal (disposal).
The law of development of the organization is as follows. Any material system seeks to achieve a greater total potential while overcoming all the steps of the life cycle.
Principles
The studied concept is based on the following basic principles of the organization development law:
- Inertia, that is, a change in the overall potential (amount of available resources) of the system after a time after the onset of actions and changes in the external or internal environment, and a certain time continues after they are completed.
- Elasticity - implies that the rate of change of an existing potential probably depends on the size of the potential itself. In practice, the elasticity of a system is evaluated in comparison with other systems, based on statistics or classifications. For example, for an organization with the highest elasticity: with a sharp long-term decrease in demand for products, employees quickly master and begin to produce a new type of product that is in great demand.
- Continuity - implies that the process of changing the existing capabilities of the system is continuous, only the speed and symbol of change change.
- Normalization - implies that the system seeks to normalize the spectrum of changes in the capabilities of the system. This principle is based on the popular need for stability.
- Stability implies the ability of the entire system to work without changing its existing structure and be in long-term equilibrium. This definition must be constant over time.
- Normalization can be done, for example, by connecting new extraordinary resources to create a new product and by introducing new products into the activities of the organization itself.
Formula of law
The mathematical interpretation of the law of development of the organization looks like this:
Rj = Ʃ (Rij) * Rmax,
where Rj are the capabilities of the system at the jth (1,2, ..., n) step of the life cycle;
Rij - the capabilities of the system in the i-th area (economics, technology, politics, money) at the j-th step.
You can calculate the full potential of the system at each step of the life cycle.
The value of Rmax is an individual value, which depends on the views of managers about the durability of the company itself. Rmax is expressed in the stocks and reserves of the company, a significant increase in which causes difficulties in service.
The law of development in organization theory is described by a life-cycle curve. This curve includes eight stages (indicated above): the threshold of sensitivity, distribution, growth, maturity, saturation, decline, collapse and elimination or disposal.
The eight steps listed include both a progressive onset and a regressive developmental option. Positive dynamics of development indicates the possibility of progressive development, and negative - about regressive options. There is a problem on this issue: ensuring stability or economy. This is a very difficult task to solve. The law of development and the example of organizations are represented by three possible options.
Option 1: the manager and his subordinates do not know information about the development law
There is the nature of the spontaneous functioning of the law. In any organization, managers and staff in a timely manner feel a desire to increase profitability and reward employees. Employees and managers usually have powerful life-affirming perceptions about the future competitiveness of products and the profitability of the entire company.
Guided by them, staff always strives for a progressive intensive expansion of production processes, attracting additional possible investments. Not always these areas of activity will correspond to the real needs of the existing market and the capabilities of the organization itself.
The load of accumulated potential reduces the company's maneuverability or does not allow it to reach the planned targets. Having used up or using unproductively using existing resources, a company can end its own life cycle.
The zeal to grow rapidly leads to a huge business syndrome, characterized by the following features:
- strengthening centralization of management processes and a progressive increase in the number of management personnel;
- gradual loss of staff maneuverability;
- bureaucratization of the possible procedures for making everyday, everyday decisions;
- the growth in the number of all kinds of meetings to develop such decisions;
- transfer of required decisions and liability options from one department to another.
The methods of regressive development are possible to remove this syndrome by moving the company back to more simplified versions of the management structure with a large wide separation of rights, opportunities and responsibilities. Unbridled, mean zeal for the best option without practical calculations can lead to disastrous results. This option is extremely expensive and usually does not lead the company to the goals and objectives.
Option 2: the manager knows about the law, but his subordinates do not
The form of implementation of the existing company development law is business planning. But subordinates do not know about the possibilities of the business plan and the possible nature of the development of the entire company in the future, because the lack of stocks (in accordance with the business plan) will be perceived by them very painfully, which will contribute to the search for the possibilities of their creation.
As practice indicates, managers, professionals and workers of the company always have a certain supply of resources with which they feel more confident in their work. But these reserves require additional space, security and other costs. Assuring subordinates that additional resources are not necessary is an extremely difficult task, as well as for the manager. The nature of the impact of the development law in this situation will depend on a number of reasons, as well as on the state of awareness and skill of employees, management and management style, and the manager's authority.
Option 3: the manager and subordinates are aware of the law of development
This option is inherent in a well-chosen team, expertly versed both in the subject of their own work and in the main issues of the organizational and managerial structure of the company. The nature of the impact is manifested in the conscious implementation of the tasks and goals developed in the compiled business plan with the help of agreed means and methods. For example, to increase the quality of manufactured and manufactured products, lower its level of costs, increase capital turnover. Key management decisions will constantly seek staff support.
Conclusion
As a result, having determined what the law of organization’s development and regularity is, having studied the concept of development, examining the law of development of the organization itself, we can conclude that the professional implementation of the organization’s laws helps to establish stable quantitative and high-quality relationships between the managing and managed subsystems. They form part of the organization’s existing management technology at a given point in time.
An analysis of the laws of development of the organization allows us to conclude that their application in the process of functioning of the company is an indispensable element.