The part of Chapter 8 that I found interesting was the way information can flow in an organization. For instance, information can flow in a downward flow where someone near the top of the organization sends a message to someone near the bottom. There are also upward flows and horizontal flows. I think that defining these types of information flows as upward/downward and horizontal is interesting because there are many situations in an organization that occurs in these different flows. I think sometimes when something that needs to a downward flow, doesn’t always end up that way and vice versa. A subordinate who needs to send a message upward needs to go through a hierarchal system and if it is not met, sometimes the middle person may be upset.
For example, I work at a doctor office and he has a manager that supervises his staff. If we have a problem we should go to our manager and not directly to the doctor. Otherwise, he takes offense to how our manager supervises.
Subscribe to:
Post Comments (Atom)
Hey there,
ReplyDeleteI can understand why you picked the flows of information that is filtered through the organization. I think that employees always either get too much information and some don’t get enough just like what Trenholm says that downward messages get too much information that isn’t the information wanted or receives not much information at all. I have been working with Ralph Lauren for five years now and I started at the bottom and worked my way up to a managerial position. I have learned sometimes not giving up too much important information can be a good thing so that the employees aren’t worried about issues that they cant do anything about. That is why there are different positions by hierarchal system to designate who gets to worry about different problems.
Good post!