Introduction
Explicit review of this analytical paper resonates within an unlimited time frame. Reflectively, the review will authenticate relevance of the first two chapters of the book which apparently failed to comprehensively capture conceptualized ideas discussed within its periphery of ideal and actualization.
Besides, the critique paper reflects on the methodology strategy and adopted methods. In addition, the critique investigates research designs and conceptualized results which are quantifiable and assess the same in terms of relevance in the present organization structure. The scope in this scenario is to capture influence the power of reframing and simple ideas in complex organizations.
Title critique
The title of the two chapters given as “the power of reframing” and “simple ideas, complex organizations” in my opinion, fail to comprehensively reflect on the aspects discussed in the texts. As a matter of fact, the first chapter is silent on segmentation of the different management strategies and the dynamics and unique aspects of the segments of organizations that results in reframing.
The title of the second chapter does not capture focus of this chapter as that pointed towards understanding a quantifiable aspect of environment on social welfare in a place of work (Bolman and Deal, 18).
Content critique
As a matter of fact, most of the references used in these chapters are outdated and may not present an accurate literature review on current issues of the topic. Therefore, in my opinion, the authors ought to have used updated recent literature in order to put into account various social and technological dynamics that directly impact organization environment.
The authors are not specific on the timeframe for the alleged causes and measurement indices for an otherwise result. This approach does not comprehensively capture the key theme which is a reflection on the influence of perceived and real environmental factors on the performance of organizations.
Moreover, since the first two chapters dwell on aspects of role congruity, workplace initiative, supervisory roles, and other physical environmental factors, it is unfair to conclude that managers and management systems do not work in complex organizations (Bolman and Deal, 18).
Assessment of research design and results
The authors employ simple correlation analysis involving measurement of dependent and independent variables. These variables are space and facilities required in doing the job, relationship with supervisors in the workplace, equity and treatment of workplace, communication systems at work place, and environmental factors at work place.
The simultaneous application and measurement of independent and dependent variable are great and captures true value representation of the target population. In addition, I would recommend the author to use intrusive regression analysis that quantifies the relationship between two variables. When properly used, regression analysis produces quantifiable and realistic results within a minimal error range.
In practicality, the research may assign variable Y to represent the essence of communication systems at work and their relevance to the duties carried out by employees and x being a dependent variable such as intrinsic motivational input from management. The same procedure is used to calculate the results for Y variable when x is an extrinsic part of the motivational aspect.
This calculation is repeated for the number of measurement variables to obtain an accurate relationship and correlation between every pair of quantifiable factors ((Bolman and Deal, 9). Once respective values are obtained, it is easier to mathematically draw intrinsic and extrinsic relationships between dependent and independent variables.
The chapters’ originality and conceptualizations
The most essential part of a properly written research paper should reflect on conceptualization and maintain originality. This research paper doesn’t provide a clear link between one variable to another and is majorly based on assumptions.
Besides, the analysis presented may not present a complete reflection of the actual situation in different work environments. Due to the special nature of the interest group, every work environment is unique. Therefore, results obtained in this analysis may be biased and void of actual situation in the work environment.
Different work environments require different motivational factors. For instance, technical work environment is inclined towards following strict safety rules. On the other hand, social work environment is flexible to different conditions. In order to build an ideal work environment, organization structuring should be inclined towards inclusion of managerial perspective since this organ monitors progress of the working group (Bolman and Deal, 19).
Specifically, a good working environment should be flexible, relevant, and comfortable within set measurement standards that support intrinsic and extrinsic relationship environment has on the performance of employees. However, these measures should be specific to a work environment, skills of employees, and goals of an organization. Besides, it is important to consider the size of an organization and the nature of its duties.
Conclusion
Conclusively, the first two chapters of the book Reframing Organizations capture various issues of environmental impact on the performance of employees and managers in organizations.
However, it is not specific on a time frame. Besides, the two chapters are silent on unique aspects of environmental influence on performance in place of work. However, the authors have succeeded in separating different elements that make organizations different, despite applying same management strategies. The situation is even complex in highly stratified organizations.
Works Cited
Bolman, Lee and T. Deal. Reframing organizations: Artistry, Choice and Leadership, New York, NY: Allyn and Bacon, 1994.