Respond to at least two colleagues who chose a different organizational theory than you did. Respectfully agree or disagree with their analysis and identify an additional strength or limitation of the theory.

Use the Learning Resources to support your posts. Make sure to provide APA citations and a reference list.  

1-CANDACE- 

Post an analysis of one organizational theory.

Contingency Theory

In your analysis, describe the main idea of the theory and its strengths and limitations as applied to social work organizations.

It’s best to remember that organizational theories offer frameworks to understand and manage organizations, encompassing various perspectives like classical, bureaucratic, contingency, systems, and complexity theories, each with unique approaches to organizational structure and behavior. () Remember organizational theory is the study of how people work together with a shared a goal in mind right, but what if there’s times where the shared goals need to be reassessed? Many people tend to think the word “organization” means everyone or everything is in order and chaos free, but there are no one-size fits all; sometimes organization requires a contingency theory mindset where certain leadership styles depend on specific situations and contexts. Which means, contingency theory focuses on flexibility and adaptability to adjust to things such as, finances, behaviors, plans and/or focusing on employee needs or the organization’s needs. A great example of contingency theory is leading a team of experienced and motivated social workers on a well-defined project, such as investigating physical abuse allegations towards a minor, with clear goals and deadlines drawn out.

Why you are most drawn to this particular theory.

I am drawn to this theory because it can be use for every leadership style. For example, if you’re a leader focused more on coaching or empathetic approach, this theory can be used as support and guidance. Moreso if you are a leader with an authoritarian style, this theory helps with crisis situations, or something urgent like staffing when you are short staffed. Contingency theory is interchangeable.

Reference

Danese, P. (2006). How Contextual Factors Shape CPFR Collaborations: A Theoretical Framework. Supply Chain Forum: An International Journal, 7(2), 16–26. https://doi.org/10.1080/16258312.2006.11517165Links to an external site.

Furman, R., Gibelman, M., & Winnett, R. (2020). Putting theory to practice Download Putting theory to practice. In Navigating human service organizations: Essential information for thriving and surviving in agencies (4th ed., pp. 26–29). Oxford University Press.

2-SYDNEY- 

Post an analysis of one organizational theory. In your analysis, describe the main idea of the theory and its strengths and limitations as applied to social work organizations. Explain why you are most drawn to this particular theory.

Organizational theory studies how organizations operate, form and change as they work towards a common goal (Dziak, 2020). Initially, organizational theories focus was on the structuring of business and later evolved into theories whose emphasis were more focused on supporting and motivating workers (Dziak, 2020). There are several organizational theories which include classical organizational theory, neo-classical theory, modern systems theory and contingency theory. The theories that I am most drawn to are the neoclassical theories as they incorporate elements of the classical theory, which include the well-being of the organization but also considers the elements of humanism (Dziak, 2020). Neoclassical theories recognize that workers are human with their own personal skills sets which require different types of motivation (Dziak, 2020). System Theory, which is also a neo classical theory, studies were less focused on isolation and more interactions (Lalande & Baumeistr, 2024). I believe I am more drawn to the neo-classical and general systems theories because it aligns with my leadership style. During last week’s assignment I learned that I have a democratic leadership style. Within neoclassical and systems theories, attention is paid to the needs and wants of workers, their abilities which allows for the ability to customize work based upon the skillset of the workers (Dziak, 2020). This is more democratic as work can be delegated where both the leader and follower feel comfortable with the task at hand while working towards common goals. A neoclassical approach can lead to an increase in productivity and cooperation among management and workers (Dziak, 2020). However, while trying to tailor work specifically for individual skillsets is beneficial it could also be a limitation. Some skillsets may not align with the goal of the organization. Also, depending on an individual’s skillset, workers could feel as if favoritism is being demonstrated to workers whose skillsets align with high paying positions. Additionally, for larger organization it may be difficult to monitor and identify everyone’s individual skillsets. Furthermore, Max Weber, who is known as the father of organization theory made distinctions between power and authority within agencies (Furman, Gibelman & Winnett, 2020). Weber defined power as the force by which individuals were compelled to adhere to the rules of organization while authority creates the conditions in which individuals comply willingly to the needs of the organization (Furman, Gibelman & Winnett, 2020). Many human service organizations are based on Weber’s bureaucratic model which often stifle innovation and creativity

References

Dziak, M. (2020). Organizational theoryLinks to an external site.Links to an external site.. In Salem Press encyclopedia. Salem Press.

Furman, R., Gibelman, M., & Winnett, R. (2020). Putting theory to practice Download Putting theory to practice. In Navigating human service organizations: Essential information for thriving and surviving in agencies (4th ed., pp. 26–29). Oxford University Press

Lalande, D., & Baumeister, R. F. (2024). Systems theories (psychology). Salem Press Encyclopedia of Health.