Research Paper on:
Organizational Theory Process from a Multi Paradigm Perspective

Unformatted Sample Text from the Research Paper:
ORGANIZATIONAL THEORY The development and management of organizational theory can only occur if one truly understands the underlying causes of problems and successes. In the midst of organizational crisis,  one can always rely upon a cry of defeat as a means by which to divert the true reason for failure. Indeed, the first point of blame is often  cast toward ineffective leadership, provoking the questionable claim that all is required is a good leader. How true that statement may or may not be is based upon the  presumption that effective organization depends upon the skills of a single individual; in fact, there are a number of considerations above and beyond acquiring a good leader that determine successful  organizational tactics. "Diagnosis can be a process that helps organizations enhance their capacity to assess and change dysfunctional aspects of their theory and patterns of behavior as a basis  for developing greater effectiveness and ensuring continuous improvement" (Beer et al, 1993, 642). The multi-paradigm approach is one that gives better service and efficiency (Burrell and Morgan, 1979). It  can be argued that the workplace is not the same as it was just ten years ago, and it will not be the same ten years from now. In  the ongoing quest to make the workplace a more effective environment, it has also become an ever-changing one in relation to its modifying climate. One of the most identifiable  changes as determined by organizational theory has been in the overt modification of the primary focal point, which as been responsible for different values, assumptions and expectations. Many  industry analysts have attempted to demonstrate how ineffective leadership can actually become, insofar as people have come to depend on its ability to address an organizational crisis. In some