Managerial Psychology The Three Lenses

The Three Lenses Strategic Design Lens Political Lens Cultural Lens ORGANIZATION Goals For Today • Introduce the idea that organizations are a context for managerial psychology: human behavior depends on situations • Introduce the Three Lenses, which form the framework for our MBA course, and will surface in our course from time to time • Think about some examples of organizations and how they can be understood in multiple ways What’s An Organization? • • • • • A machine? An organism? A community? A distributed intelligence? A battlefield? Many different metaphors, theories and frameworks from the social sciences Strategic Design Lens • Model: organizations are designed (engineered) to achieve agreed-upon goals • Key processes: grouping (formal structure), linking, alignment, fit to environment • Key concepts: goal-directed, tasks, roles, information flows, interdependence • Leader: strategist, designer, architect • Drivers of change: lack of fit to environment, internal lack of alignment Processes in Strategic Design Assess Environment (threats, opportunities) Assess Organization (strengths, weaknesses) Strategic Intent Strategic Organizational Design (grouping, linking, alignment) Results (fit of output to environment, internal alignment) Is Strategic Design Enough? • The basic idea of strategic design is “get people with the right knowledge and give them appropriate tasks to do and sufficient information to accomplish the organizational goals” • But, how do you know the right knowledge if you are doing new things? How do you know who has the knowledge or the ability to learn and create? Who decides what is sufficient information? What are the organization’s goals and what do I do if my goals are different? Why should I care? Who is actually in charge? Political Lens • Model: organizations are contests for power and autonomy among internal stakeholders • Key processes: conflict, negotiation, coalition building • Key concepts: power, influence, networks, autonomy, interests, dominant coalition • Leader: coalition builder, negotiator • Drivers of change: shifts in power of stakeholders (can be influenced by changes in design, environment, or strategy) Cultural Lens • Model: organizations are shared mental maps, identities, assumptions • Key processes: meaning and interpretation, attribution, “taken for granted” (cognitive), “invested with value” (normative) • Key concepts: artifacts, symbols, myths, values, assumptions, identities, subcultures • Leader: symbol of the culture, shaper of the culture, articulator of symbols and vision • Drivers of change: challenges to basic assumptions, new interpretations So What? Using The Lenses • • • • • Diagnosing organizations Leading a team Leading change Developing yourself for a career Why do consultants get paid so much? – Smart people can be pretty dumb! – Managers get “stuck” with the familiar Example: Dashman Co. • • • • Read the case What lens was Mr. Post looking through? What went wrong? Do the other lenses help understand what happened? • Discuss in small groups Example: Your Project Teams • What are the goals of the project? • What team member knowledge and skills are needed to succeed? • How do we organize sub-goals and sub-tasks? • How do we assign roles and responsibilities? • How do we communicate with each other? • How do we align individuals to the team goals? Is rational coordination enough?