多伦多大学代写：组织结构的变化
多伦多大学代写：组织结构的变化
组织发现有必要了解这些设计和涌现的模式，在这种情况下，必须关注组织结构的变化。像Nickerson和Zenger(2002)这样的研究人员认为，组织理论需要包含组织的动态特性。像“恒温器模型”这样的模型对组织有了更好的理解，因为它需要了解动态特性。在离散形式结构与非正式结构之间的振荡逐渐成为一种趋势。Gulati & Puranam(2009)等研究人员也认为，由于现有的组织结构和对更好的结构的需求之间存在不一致，导致了变化的原因。
多伦多大学代写：组织结构的变化
不一致会产生补偿的工作，但随着时间的推移，需要进行完整的组织结构调整。Lynch和Mors(2008)讨论了在一些组织中，当他们适应了合并和收购的时候，有必要扭转影响的流动。在这里，组织将集中精力改进动态变化。社交网络，并购整合的形式，沟通协议，工作场所员工之间的界限，以及在组织需要专业化或适应方面的变化。随着组织结构对组织成功的影响，组织结构的变化成为必然。在当今时代，这些形式的变化是由全球化驱动的，需要使企业比其他任何企业更具跨国性。全球化作为一个单一的主体，推动了组织内部权力职能的集中和自治化，同时也引发了组织结构的变化。
多伦多大学代写：组织结构的变化
Similar to the formal and informal patterns, there are other reasons behind why organizational structural changes came to be formed over the years. Management controls over the formal structures were misleading at times because of the informal structures and this led to the designed and emerged patterns in interaction. Organizations found the necessity to become aware of both these designed and emergent patterns and in that case had to focus on organizational structural changes. As researchers, such as Nickerson and Zenger (2002) argue, organizational theory needed to include the dynamic nature of organizations. Models such as the ‘thermostat model’ became a better understanding of organizations because of this need to understand dynamic nature. Oscillating between discrete formal structures and assimilating the informal structures to become more dynamic came to become a trend. Researchers such as Gulati & Puranam (2009) also argue for the cause for changes because of the inconsistencies that arise between an existing organizational structure and the need for a better structure.
多伦多大学代写：组织结构的变化
Inconsistencies generate compensatory fit of working, but over time a complete organizational restructuring was necessary. Lynch and Mors (2008) argue about how there was the need to reverse the flow of influence in some organizations as they become adapted to working with mergers and acquisitions. Here organizations were to be focused on improving with respect to changing dynamics. Social networks, the form of M&A integration, communication protocols, boundaries between employees in the workplace, and much more changed in context of organizational needs to specialize or adapt. As organizational structures influence the success of organizations, adaptations by change in structure became a necessity. In more current times, these forms of changes are driven by globalization and the need to make businesses more transnational than any other. Globalization as a single most entity, has driven much changed in the centralization and autonomy of power functions within organizations and in this a change of organizational structure was also triggered.
