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    Little Book of Healthy Organizations: Tools For Understanding And Transforming Your Organization
    Little Book of Healthy Organizations: Tools For Understanding And Transforming Your Organization
    Little Book of Healthy Organizations: Tools For Understanding And Transforming Your Organization
    Ebook93 pages1 hour

    Little Book of Healthy Organizations: Tools For Understanding And Transforming Your Organization

    By David Brubaker

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    About this ebook

              The best way to change the world may be one organization at a time. With this ambitious claim, the authors of this highly readable primer provide insightful analysis for evaluating and improving the health of any organization. They advocate a "systems approach," which views organizations as living systems, interconnected in their various departments, and interfacing with their environments.      Leaders of organizations from all sectors will find sound advice concerning the four major components of organizations -- their structure, leadership, culture, and environment. Find out: What the classic dispute over "who gets the corner office" is really about. The difference between a good leader and a great one. What new hires may know about an organization that longer-term employees don't. How organizational change and conflict are not only inevitable, but survivable.           Each chapter contains examples from the authors' varied experiences with organizational change and conflict, written from a spirited, hopeful approach for creating a better world. A title in The Little Books of Justice and Peacebuilding Series.
    LanguageEnglish
    PublisherGood Books
    Release dateJan 1, 2009
    ISBN9781680992496
    Little Book of Healthy Organizations: Tools For Understanding And Transforming Your Organization

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      Book preview

      Little Book of Healthy Organizations - David Brubaker

      1.

      The Organizational Tree

      While every organization can trace its founding to a particular individual or group of individuals, over time organizations take on lives of their own. They are born, they grow and mature, and most eventually decline and die. The great majority of organizations now operating in the United States were birthed in the last 50 years, and only rarely will organizations exceed a lifespan of 80 or 100 years.¹ Human organizations are thus much like the life cycle of other organisms that inhabit this world—they are born, they grow and mature, and they eventually die. Organizations are organic and interdependent systems that require external resources (particularly money and people) to survive and exist in specific environments.

      Because of their organic and interdependent nature, organizations are best studied as living systems and perhaps are best understood by comparing them to one. The metaphor that we will use in this book for an organization is a living tree. All trees possess a root system, a trunk, and a branch and leaf system. All have adapted to their environments, and thus a remarkable variety of species of trees exist around the world—from date palms to chestnut trees.

      The metaphor of a tree helps us to understand the function and inter-relationship of the four major components of an organization—its structure, culture, leadership, and environment.

      Structure (Root System)

      Every organization possesses a physical structure and a social structure. The physical structure consists of the physical layout of the organization itself—the external buildings and internal office layout of each building. The social structure includes the visible formal structure—usually expressed through an organizational chart—and also a less visible social structure that reflects the informal roles and patterns of interaction that organizational members adopt.

      Organizational structure corresponds to the root system because it is the root system that anchors a tree when strong winds howl or seasonal transitions occur. A healthy root system not only provides stability, it also nourishes the tree through access to water and nutrients. Likewise, a healthy and well-designed organizational structure provides both stability and nourishment to the organization. Even if a top leader departs, a well-functioning organizational structure will clarify the process for choosing a

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