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INTERNATIONAL JOURNAL OF SCHOLARLY ACADEMIC INTELLECTUAL DIVERSITY VOLUME 14, NUMBER 1, 2012Compliance Theory and Organizational Effectiveness Fred C. Luxembourg Sam Houston State University ABSTRACT.
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Cengage FAQ
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ing to compliance theory, organizations can be classified by the type of power they use to direct the behavior of their members and the type of involvement of the participants.
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Organizational theory is the study of the structures of organizations. Four major theories contribute to this study – classical organizational theory, human relations or neo-classical theory, contingency or decision theory and modern systems theory.
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Organization theory is focused on understanding how organizations work, why they come to be structured in particular ways, and why some organizations are more successful than others. Researchers have addressed those questions by employing a variety of units of analysis.
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Here are some organizational effectiveness models businesses use: Internal process model. In the internal process model, companies focus on internal processes and protocols to make the organization function. ... Goal model. ... Resource-based model. ... Strategic constituency model. ... Abundance model. ... Competing values model.
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Peter Drucker believes that organizational effectiveness refers to the capability to make the best use of available resources to achieve goals. Organizational effectiveness is the combination of the organization's capability to achieve its goals and the results based on the capability to achieve.
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Etzioni developed an advance approach to the structure of organizations that he called compliance. theory. As per this theory, organizations can be classified on the basis of the. degree of power exercised by organizational leaders in order to direct. employees.
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The theories of compliance that dominate the extant literature, such as realism, constructivism, and liberal theory, all rely explicitly or implicitly on psychological processes that take place on the individual level for their operation.
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Hannan & Freeman believe that long-term change in the diversity of organizational forms within a population occurs through selection rather than adaptation. Most organizations have structural inertia that hinders adaptation when the environment changes.
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