How organisations are whole systems cipd 3co02

How organisations are whole systems

Organisations are seen as systems in totality, as they are comprised of interdependent pillars that work together in order to attain the collective objectives. Similarly to a living organism, an organisation is composed of different entities such as various employees that si contingent with each other and affect each other. These components include the infrastructure, systems, mechanisms, culture, and the individuals within the organisation.
An organisation structure means the hierarchical arrangement and the division of duties and responsibilities at different levels of the organisation. It specifies the departments and teams assigned with distinct functions and illustrated how authority and decision-making processes are directed within the organization. Plant allows to give the abstraction for coordination and collaboration among different sections of the organisation.
Within the organisation, systems are made up of various elements namely; processes, procedures and workflows that empower and enable the organisation to role efficiently. There are several systems that fall under such heading which are communication systems, performance management systems, information systems, and operational procedures. They help in the process of work execution with effectiveness by the flow of information through the different sectors of the organization.
Culture has an essential role in determining the way people act and think in organisations. It is a means of communication the ones’s shared beliefs, values, norms, and practices which help in guiding their actions and interactions at workplace. The culture is a certain way of thinking, behaving, and decision making in organization members.
Employees are the key artificial of the organization. They bring to the table their skills, know-how, and life experiences to fulfill the required objectives of the company. The interpersonal dynamics and relationship patterns within the organization may determine the operational efficiency and efficacy.
All these components of an organization have certain level of interconnectedness and are interdependent to one another. When you transform one piece of the system, you may start a chain of consequences in other parts. For instance, an organisational structure should be made to suit the nature of the system; processes should also be fine-tuned to ensure synchronization. Similarly, the organization’s culture can be changed to such an extent that it affects the interactions between colleagues and how they make decisions.

Recognising organisations as whole systems is crucial for people professionals who would be able to detect the intersectionality and intricacy within the organisation. It not only enables them to set strategies and designing actions that affect the whole organization but also helps them to ensure their changes are implemented properly.

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