1.

Compare organic and mechanistic structures (cases)

Organizations in their research for efficiency and adaptability, often navigate

between two structures: mechanistic and organic, this analysis delves into the key
differentiators between these structures, drawing on organizational design principles
and real-world examples.
Tom Burns and G. M. Stalker laid the groundwork for understanding
organizational structures by introducing the concepts of organic and mechanistic
designs, Mechanistic designs are close to well-oiled machines, characterized by
standard rules, procedures, and a clear hierarchy of authority. In contrast, organic
designs include flexibility, free-flowing dynamics, and adaptive decision-making.
Mechanistic Design: Centralization is a hallmark of mechanistic design, where
decision authority is concentrated at the top of the hierarchy, this structure relies on
strict rules and procedures, expecting employees to adhere to predefined job
descriptions. Specialized tasks are the norm, and formal systems are in place to
manage information, guide communication, and maintain standardization.
Vertical communication dominates in mechanistic organizations, emphasizing a
top-down approach. The hierarchy of authority is strictly adhered to, discouraging
collaborative teamwork across functional departments.
Organic Design: In contrast, organic design embraces decentralization, pushing
decision-making authority down to lower organizational levels. Knowledge and
control are distributed among employees, fostering a more collaborative and adaptive
environment. Roles in an organic structure are dynamic, allowing for continual
redefinition and adjustment.
Informal systems characterize organic designs, promoting communication that is
flexible and not bound by rigid rules. Horizontal communication takes precedence,
facilitating information flow across departments and hierarchical levels.
Collaborative teamwork is central to organic structures, encouraging intrapreneurship
and innovative problem-solving.
Contemporary Trends and Challenges: While the mechanistic vs. organic
dichotomy persists, contemporary organizations often seek a balance that suits their
specific needs. The trend towards greater flexibility is evident in organizations like
Valve Software, embracing a "bossless" design. This shift reflects the challenges of
the modern business landscape, demanding adaptability and creativity.
Choosing the right structure involves experimentation, and considering factors
such as centralization, decentralization, vertical control, and horizontal collaboration.
Examples of bossless companies, including tech giants like Valve Software and
diversified manufacturers like W. L. Gore & Associates, illustrate the diverse paths
In conclusion, the comparison between organic and mechanistic structures
underscores the evolving nature of organizational dynamics. While historical
influences linger, contemporary organizations navigate these structures to strike a
balance that fosters both efficiency and innovation. The choice between the two
depends on the nature of the business, the desired degree of control, and the
imperative for collaboration. As organizations continue to grapple with the demands
of the modern era, the organic-mechanistic spectrum remains a crucial framework for
designing structures that propel success in a dynamic world.

2. To what extent does modernism continue to be a valued part of everyday

life in architecture and the creative arts in your society?

In Lithuanian society, modernism remains a valued and influential force in

shaping the landscape of architecture and the creative arts. The extent to which
modernism is woven into everyday life reflects a dynamic interplay between
historical legacy, societal preferences, and the evolving expressions of contemporary
culture.
Architectural Modernism:
Soviet Legacy:
Lithuania, having been part of the Soviet Union, experienced the imprint of
socialist modernism in its architectural landscape. Many public buildings and housing
projects from this era, characterized by utilitarian design and mass construction, still
exist. While some might view these structures with nostalgia, others see opportunities
for adaptive reuse and modern reinterpretation.
Contemporary Adaptations:
Lithuanian architects have embraced modernist principles while adapting them to
contemporary needs. Urban renewal projects often incorporate minimalist design,
sustainable practices, and innovative use of materials. The juxtaposition of modernist
structures with newly designed buildings create a unique architectural tapestry that
reflects both continuity and change.
Residential Spaces:
Modernist principles of open floor plans, functionality, and integration with nature
are evident in contemporary residential architecture. Houses and apartments often
feature clean lines, large windows, and an emphasis on creating spaces that enhance
the quality of life for residents.
Creative Arts and Design:
Artistic exploration: Lithuanian artists draw inspiration from modernist
movements and explore the themes of abstraction, minimalism, and avant-garde
expression. In many cases, art installations, sculptures, and paintings reflect the
dialogue between the historical context of modernism and the contemporary narrative
that emerges in Lithuanian society.
Design innovations:
The principles of modern design, such as forms, simplicity, and experimentation,
continue to influence product design and graphic art. Lithuanian designers often
integrate these principles into everyday objects, promoting a balance between
aesthetics and utility.
Cultural institutions: Museums, galleries, and cultural institutions play an
important role in preserving and promoting modernist works of art. The exhibitions
and events dedicated to contemporary art ensure that these movements remain an
integral part of the cultural debate. The educational program is further helping the
public to understand and appreciate the value of modernist contributions.
Challenges and criticisms: Heritage conservation: The balance between the
preservation of modernist historical structures and urban development is a challenge.
The adaptive reuse of Soviet-era buildings and the integration of modern architecture
require careful planning to preserve cultural heritage while promoting progress.
Diverse artistic expressions: Modernism still has an influence, but Lithuanian
society also accepts the diversity of artistic expressions. The influence of postmodern,
neo-modern, and traditional design contributes to a rich cultural heritage and
emphasizes the coexistence of multiple design languages. Modernism has a valuable
place in Lithuanian society and shapes both architectural and artistic expressions. The
continuing interaction between historical influences and contemporary interpretations
ensures that modern principles remain relevant and adaptable to Lithuania's evolving
cultural context.

3. What is the value of developing an understanding of the ‘climate’ of an

organization?

Understanding the climate of an organization holds immense value across various

aspects of its functioning, including employee engagement and satisfaction,
productivity and performance, as well as attraction and retention of talent. Let's delve
into each of these areas:

 Employee Engagement and Satisfaction:

A positive work environment plays a role, in boosting employee engagement and
satisfaction. When employees perceive their workplace positively, they tend to be
more motivated, committed, and dedicated to their roles and the organization as a
whole. Several factors contribute to fostering employee engagement and satisfaction
within a work climate;

Trust and Open Communication; An organization climate characterized by

transparency open communication channels and trust between employees and
management fosters a sense of belonging and psychological safety. Employees feel
valued when their opinions are heard and respected which ultimately leads to levels
of satisfaction.

Recognition and Appreciation; A positive work climate places emphasis on

recognizing and appreciating the contributions and achievements of employees.
Feedback, acknowledgment of accomplishments well, and opportunities for growth
and development contribute to a sense of fulfillment, among employees.
 Work-Life Balance; Organizations that prioritize creating a work climate also
prioritize initiatives promoting work-life balance. These initiatives may include work
arrangements, wellness programs, or supportive policies. Employees tend to be more
satisfied when they can effectively manage their responsibilities while maintaining
well-being and fulfilling family commitments.
 Productivity and Performance:
A positive work environment has an impact, on the productivity and performance of
employees. When workers feel motivated empowered and aligned with the goals of
the organization, they are more likely to perform at their best. Several key factors
contribute to productivity and performance in such a climate;

Clear Goals and Expectations; An organization that has a defined vision, mission,
and clear goals provides employees with a sense of purpose and direction. By
communicating expectations employees understand their roles and responsibilities
leading to increased productivity and performance.

Collaborative Culture; A work environment that promotes collaboration,

teamwork, and mutual support enhances productivity by harnessing expertise and
creativity. Encouraging functional collaboration and sharing knowledge fosters
innovation and problem-solving abilities thereby driving overall performance.

Continuous Learning and Development; Organizations that prioritize employee

growth create an atmosphere of learning and skill enhancement. By investing in
training programs mentorship initiatives and career development opportunities
employees are empowered to expand their capabilities while making contributions,
towards organizational objectives.

 Attraction and Retention of Talent:

A positive organizational climate serves as a magnet for attracting top talent and
retaining skilled employees. Organizations known for their favorable climate become
employers of choice, leading to increased competitiveness in the talent market.
Factors influencing the attraction and retention of talent include reputation and
Employer Brand, Organizations with a positive climate build a strong reputation and
employer brand in the marketplace. Positive word-of-mouth endorsements from
current and former employees, coupled with favorable reviews on employer rating
platforms, attract prospective talent seeking rewarding and fulfilling work
environments.

Career Growth Opportunities: Talented individuals are drawn to organizations that

offer opportunities for career advancement, skill development, and professional
growth. A supportive climate that values employee contributions and invests in their
long-term success enhances retention by reducing turnover rates and fostering
loyalty.

Cultural Fit: Prospective employees assess organizational culture and climate

during the recruitment process to determine alignment with their values, beliefs, and
career aspirations. A welcoming and inclusive climate that promotes diversity, equity,
and inclusion resonates with candidates seeking an environment where they can
thrive and contribute meaningfully.

 Effective Leadership and Management:

Creating an atmosphere, within an organization plays a role in shaping effective
leadership and management practices. Leaders who grasp the importance of
cultivating a work environment are better equipped to inspire motivate and guide
their teams toward success. There are factors associated with effective leadership and
management within a positive climate;

Building Trust and Relationships, a positive climate promotes trust between

leaders and employees. When trust is established, leaders can effectively
communicate expectations provide feedback, and establish relationships. Trust forms
the foundation for leadership as it allows leaders to influence and guide their teams
with credibility and integrity.

Empowering Employees; In organizations with a climate, leaders are more

inclined to empower their teams. Empowered employees feel a sense of ownership
and responsibility resulting in increased innovation, collaboration, and job
satisfaction. Leaders who trust their teams to make decisions contribute to a
productive workforce.

Alignment with Values; Leaders who understand the prevailing climate ensure
that their leadership style aligns, with the organization’s values. This alignment
creates a work environment driven by purpose where both leaders and employees
share goals and contribute collectively to the organization’s success.
 Enhanced Communication:
Effective communication is a cornerstone of organizational success, and a positive
climate facilitates clear, open, and transparent communication. Understanding the
climate contributes to enhanced communication in the following ways:

Open Communication Channels: Organizations with a positive climate prioritize

open communication channels. Leaders actively seek feedback, share information
transparently, and encourage a culture where employees feel comfortable expressing
their ideas and concerns. Open communication fosters trust and collaboration.

Effective Conflict Resolution: In a positive climate, communication is

constructive even in the face of conflict. Leaders who understand the organizational
climate can address conflicts proactively, leveraging effective communication
strategies to resolve issues and maintain a healthy work environment.

Feedback Loops: Leaders in organizations with a positive climate establish

feedback loops to continuously assess and improve communication practices. This
involves seeking feedback from employees, acknowledging the impact of
communication styles, and adjusting approaches to ensure messages are understood
and aligned with organizational objectives.

 Continuous Improvement:
Understanding the organizational climate is instrumental in driving continuous
improvement initiatives. Organizations committed to ongoing enhancement benefit
from a climate that encourages innovation, adaptability, and a collective commitment
to excellence. Key factors related to continuous improvement within a positive
climate include:

Innovation Culture: A positive climate nurtures an innovation culture where

employees feel encouraged to contribute new ideas, experiment with creative
solutions, and take calculated risks. Leaders who understand the climate actively
promote and support innovation, fostering a culture of continuous improvement.

Learning and Development: Organizations with a positive climate prioritize

learning and development. Leaders invest in employee growth, provide opportunities
for skill development, and encourage a mindset of continuous learning. This
commitment to ongoing development contributes to organizational agility and
adaptability.

Agile Decision-Making: Understanding the climate enables leaders to facilitate

agile decision-making processes. A positive climate supports a dynamic and
responsive organizational structure, allowing teams to make informed decisions
quickly and adapt to changing circumstances, thereby contributing to continuous
improvement

4. What has been the impact of new forms of modernism –new public
management and McDonaldization – in organizations in your society?

Analyzing the impact of new forms of modernism, specifically New Public

Management (NPM) and McDonaldization, in organizations in Lithuania requires a
focus on a representative Lithuanian organization. One notable organization that
provides insights into the influence of modernist approaches is the Lithuanian State
Social Insurance Fund Board (SoDra).
1. New Public Management (NPM) Impact on SoDra:
a. Decentralization and Accountability:
NPM principles have influenced SoDra's organizational structure. The adoption of
decentralization practices has empowered regional branches to make decisions based
on local needs. This has led to increased accountability at the regional level, as
branches are responsible for their financial management and service delivery.

b. Performance Measurement and Efficiency:

NPM's emphasis on performance measurement is evident in SoDra's focus on key
performance indicators (KPIs) such as processing times, accuracy of benefit
distribution, and customer satisfaction. The organization has implemented efficiency-
driven strategies to streamline processes, reducing bureaucratic delays and enhancing
overall service efficiency.

c. Customer-Centric Approach:
Under the influence of NPM, SoDra has embraced a customer-centric approach.
The organization emphasizes responsiveness to the needs of beneficiaries, aiming to
enhance customer satisfaction. Online platforms and self-service options have been
introduced to align with NPM principles of providing accessible and citizen-focused
public services.

2. The Influence of McDonaldization, on SoDra;

a. Standardization and Predictability;
SoDras way of providing services has been influenced by the principles of
McDonaldization, which include standardization and predictability. By implementing
processes and documentation requirements SoDra ensures that beneficiaries have a
predictable experience. This aligns with McDonaldization's focus on making
organizational operations efficient and uniform.

b. Emphasis on Measurement and Quantification;

 SoDra has embraced the idea of measurement and quantification which is central
to McDonaldization. The organization uses performance metrics and statistical
analysis to make data-driven decisions about the effectiveness of its programs. This
aligns with McDonaldization's principle of evaluating things based on factors.

c. Integration of Technology;
SoDra has also incorporated technology into its operations reflecting
McDonaldization's emphasis on integration. Online platforms, electronic document
submission, and automated processes have been introduced to streamline operations
and reduce errors all in line with the goal of achieving efficiency through technology.

Overall Impact on SoDra;

The impact of forms like New Public Management (NPM) principles on SoDra is
complex. While adopting NPM principles has resulted in increased decentralization,
accountability, and a focus, on customer satisfaction the influence of
McDonaldization can be seen in SoDra’s pursuit of standardization, predictability,
and technological integration.

However, it is important to acknowledge that these changes also come with a set
of challenges.
Critics claim that emphasizing efficiency may jeopardize the personalized aspect
of social insurance services. Moreover, the standardized approach might not
adequately meet the requirements of beneficiaries bringing attention to the conflict,
between modernist ideals and the intricacies of delivering services.