Meaning and the Symbolical Features of Organisations Essay

Meaning and the Symbolical Features of Organisations - Essay ExampleThe narratives, which is also referred to as organizational stories, sagas, and myths, work to slide by members in understanding and representing the organizations objective and the function of its members. The organizational narrative have gots information nigh ideologies and standards, and it plays several roles in an organizationresolving gaps between the past and the present, moderating power relations, prevention of conflict, and expiation of tensions between individual and organizational interests (Gabriel, 2000, p.10). This essay discusses the relationship between narrative and heritage. A narrative in Organisations There is seven types of narrative that have been observed to occur in various organizations. First ar narratives rough how the organisation solves problems second are narratives about how the person in charge or the omnibus responds to mistakes third are stories addressing the issue of how much assistance or support an organisation will give to its people when they have to transfer regularly fourth are narratives about how an organisation acts when confronted with the likelihood of move off or discharging employees (Czarniawska, 1998, pp. 2-3) fifth is a narrative about the likelihood of a praiseworthy employee macrocosm recognised or rewarded by the organisation sixth is a narrative about the level of extol and compassion the manager shows in relation to his/her subordinates and seventh is a narrative about breaking the rules wherein a senior manager violates a rule which his/her subordinate should then implement (Czarniawska, 1998, p. 3). Every narrative has unplayful and bad versions, which always reveal the conflicts that develop from a tension between individual values and organizational interests. These conflicts relate to the problems of control vs. chaos, stability vs. instability, and equality vs. hierarchy within the organization (Lipman, 1999, p. 22). W hen these narratives or events come unitedly to form a broader or to a greater extent complete narrative, the profound identity or purpose is formed. This central narrative consolidates events and experiences into a main interpretative system for the organization. In an article of the Administrative Quarterly Review, apply to the discussion of organizational culture, several organizational experts talked about techniques they have created for explaining the interpretative structures that work at more profound aspects of an organization (Polkinghorne, 1988, p. 122). For instance, as a support for planning and dealing with problems, Mitroff and Killman encouraged bosses to relate stories about an organization afterward, they grouped them in accordance to the Jungian personality styles.