The Role of Information in Organizations
The Role of Information in Organizations
Organizations gather and distribute information. In the course, they also distort it. In some cases, information distortion is intentional. Occasionally, employees get asked to summarize information and report it to their managers or supervisors. Summarizing data means leaving some part of it out. This gets to be one of the distortions that get done intentionally. On other occasions, organizations distort information so much as to change its value and meaning.
Information distribution behaviors need to change in the organization for there to be free-flowing information in the entire system. In many organizations distributions of information from one team to another gets distorted on the way. Sometime intentional distortion of information could be the one creating barricades in the information distribution.
Many times information gets distorted, and the result gets to be conflicts among the organization teams. For instance, one day the supervisor ordered section one virtual team to withhold their reports from other teams. Later in the following week the manager received duplicated reports on the same information and also financial mismanagement. This mess brought conflict between the two teams that were supposed to share the information. Furthermore, this incident led to mistrust among the leaders of the organization particularly between the manager and the supervisor. The individualistic tendency of withholding information cost the organization since lots of funds got lost. Leaders should change their “id” personality in the organization because this is what made the supervisor miss his point of leadership. Additionally, the organization’s team members should always find out alternative ways of curbing misguided information.
If the section one team could have change supervisors thought, probably the mess could have occurred. On the other hand, leaders should emphasize on working for the betterment of the organization, not for personal gratification. Free-flowing of information within the organization needs transparent leaders who would not entertain any form of corrupt deals. As if not enough, the leaders should follows the principle of proper governance as indicated in the book “The deep blue sea: Rethinking the source of leadership” (Drath, W. (2001). Drath emphasizes on leaders adherence to the purposed goals and recognition of leadership in general. Leading others towards the set goals gets to be among the key principles of a successful leader.
Information distribution within the organization should be freely disbanded particularly to the stake holders. Without, transparent communication or data flow, the organization gets vulnerable to substantive losses. Co-creation of leadership in the organization benefits team members with free-flow of information. Leaders need distribution of the organizational activities especially if there are other teams within the system. Co-creation of leadership enables the organization in adequately meeting various functions needed within a given time line. As a matter of fact, co-creation of leadership creates job opportunity, which also expands, organizations work load and profits. Proper behavior display of the leaders promotes peace and tranquility in the entire organization.
Open Information distribution between the leaders and the other teams promotes co-creation of leadership in the organization. Various studies identify organizational effectiveness as being the business value added by a well co-ordinated leadership. This cannot be achieved without ethical leadership; therefore, leaders must practice their ethical principle to enable free-following of information in the organization (Bass J, H. M, 2006). Leadership in the organization provides the direction of the functions in the system. When the information fails to flow freely, sometimes leaders are the people to be questioned. This happens because there are the people in charge of operations in the organization. Their greatest mandate gets to be ensuring free-flowing of information between every stakeholder in the organization.
References:
Drath, W. (2001). The deep blue sea: Rethinking the source of leadership
San Francisco, CA: Jossey-Bass. Hatch, M. (2006). Organization Theory: Modern, symbolic and post-modern perspectives. New York, NY: Oxford University Press.
Sarlak, A. M (2010); The new faces of organizations in the 21st century: A management and business reference book retrieved on 12/1/2012 from http://books.google.co.ke/books
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