Berger King Case Study

The definition of an organization from the dictionary is that is a social group which distributes tasks for a collective goal. The word itself is derived from the Greek word organon, itself derived from the better know word ergon as we know organ and it means a compartment for a particular job. "A social unit of people systematically structured and managed to meet a need or to pursue collective goals on a continuing basis. All organizations have a management structure that determines relationships between functions and positions, and subdivides and delegates roles, responsibilities, and authority to carry out defined tasks. Organizations are open systems in that they affect and are affected by the environment beyond their boundaries." (businessditionary.com). Like any organization, the environment and the changes will help an organization become a better one. Every company needs changes to meet the changing demands of its business surroundings, including civilizing service liberation and capitalizing on business chance, underpinned by industry process development and technologies. Technology does play a big role in the development of an organization. As we know technology grows and changes on a daily bases and an organization must be in touch with these daily changes and improvements to satisfy the customers and provide a better service.

We as an organization must be aware and prepare for any organizational changes. We need to anticipate all changes that and need to plan any changes based on expected situation. We need also be ready to response to any unexpected situations. Creating a plan A and plan B will be a great way to be ready for any unexpected changes that might occur during any process. As an organization we need to be ready for them so that way we do not lose sight of our main goal which is the customers. The incremental on any changes will required to keep the organization on course. We need the support from everyone starting from their managers. Managers need to also check on their employees. They must encourage a person to improve an additional participative environment in his or her works. That is very helpful for any organization and for any environment. Keeping the morale high and almost motivating their employees will create a better environment and will help the company in providing a better service to their customers. This will also bring more business to the organization. Motivation and communication are two big factors on any organization and any work environment without them, an organization could fall down.

Interactions between the organizations in the environment become more engaging focused, respectful, enlightening; meetings become more productive, shorter, enjoyable; better ideas come from more people and become the basis of measurably higher quality decisions and actions that they resent having to operate in less effective ways elsewhere. Meetings, discussions, dialogues run in the old ways seem more of a waste now than before because they contrast so starkly with the more effective ways engendered by the how to run the organization in a good environment.

Let say that for example that we work in an office and that we work in a Thinking Environment Organization, we would know as we walked in the door each morning that people would be interested in what we really think on issues big and small. We would know that people throughout the organization would listen to you without interruption and that you would do the same for them and learn unexpected, valuable things as a result. We would be know that everyone there would be good at asking and answering Incisive Questions, getting untrue limiting assumptions out of the way of people's thinking, and from that you would know the thrill of a liberated mind at work. We would know that someone, many people even, would notice what is good about you and tell you; that genuine appreciation would, in fact, be oozing out of the walls, and problems would resolve well as a result.

We would know as you walked in the door that in every meeting you attended, there would be Rounds in which each person could think and speak on each item, and that the meetings would be energetic and fun and short. A great environment on a office is great, having good relationships also helps. We would know that as you spoke, you would not be interrupted, we would value that so much that you would take responsibility for being succinct so that everyone could have a full turn, too. You would know that the generative effect of these uninterrupted turns to think and speak would raise the energy of the group. You would look forward to the pleasure of a work day with so much positive, not frenetic, energy.

We would know that agendas would be intelligently constructed to contain only essential items and that each item would engage your mind immediately because it would be written as a question, driving for a clearly articulated outcome. You would look forward to the stimulation of that and appreciate the respect for your mind that that agenda demonstrated.

And if you were to be a presenter that day, you would enjoy knowing that your carefully researched and constructed presentation would not be interrupted and that as a result people would absorb your points accurately and quickly. We would know, as you walked in that door, that if you felt bad that day you could say so, even cry, and people would not wonder if you should be institutionalized. You would know, too, that if you felt good you could rejoice and people would not wonder what part of the big picture you had not seen yet.

We would know that complete and accurate information would be available to you, that your intellect would not be vandalized by information withholding. You would know that, therefore, you would be able to think about things accurately and make better decisions.

We would know a lot about the various groups people identify with and they would know about yours. You would understand the untrue assumptions people make about groups, including the groups within the organization, and you would rest easy in everyone's determination, including your own, to eschew those assumptions and replace them with ones that dignify, reward, and depend on people's whole selves and real thinking.

We would know that if you made mistakes that day people would expect you to correct them, but they would not shame you or blame you. And you would understand the place of creative mistakes in the very evolution of life. And for all these reasons you would be at ease inside; you would not be afraid. And no longer afraid, you would dare to think for yourself again. You would dare to stand up. You would find your voice.

In organizations in which people truly value each other's thinking and truly listen to each other, targets get met better, budgets get set better, products and