Classic Leadership And Organization Dilemmas

The main challenge of any organization is to perform tasks in the right time. If they cannot perform it within the prescribed time, their ongoing work can be interrupted. Therefore, if the job is to be executed at a given time, it is necessary to schedule a correct time. We present this schedule as an organizational routine. ” The generic term "routines" includes the forms, rules, procedures, conventions, strategies, and technologies around which organizations are constructed and through which they operate. It also includes the structure of beliefs, frameworks, paradigms, codes, cultures, and knowledge that buttress, elaborate, and contradict the formal routines. Routines are independent of the individual actors who execute them and are capable of surviving considerable turnover in individual actors. ” (Levitt & March,1988, page-320) An organization do starts and ends its work by following the same routine. Many people think that organizational routines always remain same. But this is not the real thing, we say this way because the routine is applied repeatedly within an organization. though routine is a repeatedly applicable thing but sometimes it needs to be changed for well-being of an organization. Many variables are related with organizational routine for being changed one of these, it may influence organizational routine.

So, the main thing is needs to know is that- How is an organizational routine change influenced by various factors? and how could be found a well-established organizational routine?‘Routines are temporal structures that are often used as a way of accomplishing organizational work. ’(Martha S. Feldman,page-1). Although an institution has taken this routine for a long time, but sometimes its organizational routine is needs to be change. Because the organizational routine is made by depending on many factors. Such as organizational external and internal reasons. Organizational routine change is affected because of that kind of factors. An evolutionary or ecological perspective on routines also suggests a role for change in routines (Nelson and Winter, 1982). Considering these reasons, we can get a well-established organizational routine through several ways which may help an organization for better outcomes. these ways may be defined as push or pull directed process and complimentary trial or error process. Pull directed process is a managerial process where an employee must follow a structured routine has given by the management. Push directed process is related to employee learning where a routine is defining, or framing based on employee’s interaction.

Organizational behavior, organizational historic routine, working environment of an organization can be indicated as internal factors which can be influenced organizational routine change. Organizational behavior depends on its characteristics, managerial structure, company’s goal etc. If a production-oriented company wants to increase its production capacity, then if the previous routine is followed, he may not get his desired outcome. In this case, the organization may need to change the routine. ” Routines are based on interpretations of the past more than anticipations of the future. They adapt to experience incrementally in response to feedback about outcomes” (Barbara Levitt and James G. March,1988). For this reason, organizational historic routine has influenced on organizational routine change. The last internal factor is organizational working environment. When an organization wants to accomplish its task applying in a new way or method then it affected that environment where it will be done. So working environment can be interrupted and it requires may be organizational routine change.

The external factors which are influencing organizational routine change are individual behavior within organization, observation of outcomes, effecting new technologies. Individual behavior of an employee may affect not only the team but also the organizational goal.

In a team everyone should be attentive and target oriented. So, to encourage everyone to follow the same routine, there may be need an organizational routine change. Observation of outcomes means observing the differences between desired outcomes and achieved outcomes. If the organization fails to achieve its goal, then it needs to know the reason behind the failure and it may affect the organizational routine change. It is widely acknowledged that new technology is a trigger for changing organizational routines (e. g. , Barley, 1986; Tyre and Orlikowski, 1994; von Hippel, 1994; Szulanski, 2000). Using new technology, both the working strategy and the type of work has changed, which affects the organizational routine change. Routine is made according to the time and the use of new technology is changing with the time.

Complimentary

Trial & Error Push Directed Process-Employee

Learning

Pull Directed Process-Managerial Learning

Pull directed process can be helped an organization to control internal factors which are influenced on organizational routine change. For an example a manufactured company wants to reduce its lead time and increase its productivity. So, they used streamline mode on routine change and observed that after passing one year, its reduced 25% lead time and increased 15% productivity. After getting this result they continue pull directed process where we can see that they control internal factors here. If we think how it happened. When the organization went to the streamline mode, all factors effect here cause its organizational behavior, historic routine and work environment had to be changed on this process. If the organization could not control them, this process would not be worked here. “Hence, we may think of the managerial learning process observed as mirroring a trial and error process which is not only “inherently changeable” but also associated with progressive change in a specific direction” (Lindkvist and Bengtsson,2017, page-534).

Push directed process can be helped an organization to control external factors which are affected on organizational routine change. After using pull directed process, an organization will use push directed process for controlling over employee’s behavior, new technologies and observation of outcomes factors. Because push directed process is an online mode process. Here an employee can learn new technologies and share experience to new comers as well as give a feedback to management. “Hence, rather than being “imprisoned” by these instructions, they increasingly engaged in a mode of trial-and-error learning that resonates well with the emphasis on agency and reflection as featured in the performative view of routine change” (Feldman, 2000).

Trial and error is basically a parallel process using the combined mode of pull and push directed process. Though push and pull directed process work separately, both are interdependent. We saw that an organization applying both method here to control over the factors and both method is interplay between them. Pull directed process controlled internal factors and push directed process controlled external factors and we know that these kinds of factors are influenced an organizational routine change. “As the above discussion suggests, the two kinds of trial-and-error processes contribute in a different but potentially complementary manner to the issue of effecting change in a well-established practice context. In such a context, the employee-level process can in part compensate for the “blurred vision” associated with managerial hyperopia, while managerial-level processes can mitigate the risks associated with local myopia” (Lindkvist and Bengtsson,2017, page-587).

In this paper, we have highlighted how an organizational routine change can be influenced as well as how a well- established routine can be found. At the beginning of the discussion, we discussed about factors which are influenced an organizational routine change and in the second portion we discussed about the possible solution by which we can may get a suitable routine. We saw that pull directed process can be controlled internal factors and push directed process can be controlled external factors. But an organization may be face both situation at the same time. In this circumstances, complimentary trial and error process may be more effective than those process. Because in complimentary trial and error process has both pull and push directed process mode. At the same time it is a multiple routine idea which play differently at the management level and at the employees level. To sum up the discussion, it can be said if an organizational routine change influenced by internal factors, it may use pull directed process and if it influenced by external factors, it may take push directed process as a solution. On the other hand, by applying complimentary trial and error process, it may be solved the both factors at a time.