How do you manage an informal organization? How to think about informal organizations

Summary. The main points are: (1) The informal organization is formed by the members of the organization due to common interests, hobbies, friendship and other factors in their work, and there are groups that are independent of the formal organization that are related to the formal organization, and it will inevitably have an impact on the activities and efficiency of the formal organization.

2) the positive role of informal organizations: they can meet the needs of members; conducive to production and enhanced cooperation; Valuing the work of its members in formal organizations; In order to establish a good image in the formal organization, they will consciously or spontaneously help the formal organization to maintain the normal order of activities. and (3) the harmful effects of informal organizations.

4) Actively play the role of informal organizations: it is necessary to allow the existence of informal organizations and provide conditions for their formation to coincide with formal organizations; Establish and promote the right organizational culture to influence the norms of behavior of informal organizations and contribute to the achievement of formal organizational goals. Hope it helps!

I wish you peace and success! <>

How to think about informal organizations

Pro, you can answer the main points like this: (1) The informal organization is formed by the members of the organization in their work due to common interests, hobbies, friendship and other factors, and the formal organization is connected with the independent Sun Liang in the formal organization of the group, which will inevitably have an impact on the activities and efficiency of the formal organization. (2) The positive role of informal organizations:

It can meet the needs of members; conducive to production and enhanced cooperation; Valuing the work of its members in formal organizations; In order to establish a good image in the formal organization, he will consciously or spontaneously help the formal organization to maintain the normal order of living and closing the movement. and (3) the harmful effects of informal organizations. (4) Actively play the role of informal organizations:

It is necessary to allow the existence of informal organizations and provide the conditions for their formation to coincide with formal organizations; Establish and promote the right organizational culture to influence the norms of behavior of informal organizations and contribute to the achievement of formal organizational goals. Hope it helps! I wish you peace and success!

<> what is the two-factor theory and the important factors for management.

The two-factor theory is also known as the "motivation-health theory". The American psychologist Herzberg proposed it in 1959. He divided the relevant factors in the enterprise into two types, namely the satisfaction factor and the dissatisfaction factor.

The satisfaction factor refers to the factors that can make a person satisfied and motivated. The dissatisfaction factor refers to the factor that is prone to opinions and negative behaviors, i.e., the health factor. He believes that these two factors are the main factors that affect employee performance.

Health factors include company policies and management, supervision, wages, co-worker relationships and working conditions. These factors are non-work, and if they are met, they can eliminate dissatisfaction and maintain the productivity of the original emptiness, but they do not motivate people to behave more positively. Motivating factors are related to the work itself or the content of the work, including achievement, appreciation, the meaning and challenge of the work itself, responsibility, promotion, development, etc.

If these factors are fully developed, they can generate great motivation, and if they are not satisfied, they will not produce dissatisfaction like the health factor. [Bixin] [Bixin].

If it doesn't become a climate, there is actually no design, but it can't be made big.

All organizations have two organizational systems. One of these is the Formal Organization, which details the structure of the line of responsibilities, powers, and position relationships and is shown in the organizational chart. The other is the informal organization, that is, the relationship and authority system that arises at the same time as employees interact and naturally form the core of power; It includes the various factions, relationships, and systems of authority that have developed outside the formal organization, and is not shown in the organizational chart, which is the human side of the organization.

Every organization needs two systems to function effectively. Formal systems are often too slow and bureaucratic for organizations to respond quickly to change. However, the formal system provides a favourable system of guidelines and terms of reference to cope with the day-to-day routine.

Informal organizations, on the other hand, tend to be too unstructured and emotional, and therefore unable to make important decisions with care. However, it is quite effective in creatively solving short-term problems and provides a sense of like-minded teamwork among employees.

In any organization, it's a good idea to quickly understand who is important in an informal organization. In general, there are some formal regulations and procedures required to obtain certain goods or equipment, but these procedures can be protracted. Who understands how to get ** immediately in the organization and without having to follow a formal process?

If you want your work to be prioritized, which administrative assistants should you go to? These are all questions that need to be understood to be more productive in many organizations.

The nerve center of informal tissue is the "grapervine" (grapervine; Unofficial information circulates between managers and employees), and the key people in the vine usually have considerable influence in the organization.

In the past, "us-versus-them" organizations were taught, with managers and employees often at odds with each other, and informal systems often hindered effective management. In the new open organization, where managers work with employee unions to set goals and design procedures, informal organizations can be a valuable management asset, often promoting harmony among employees and building a corporate culture.

Informal organizations are not only good at creating teamwork, but also have considerable power to resist management instructions. Employees may form unions and go on strike, which can hinder the company's operations. Learning to create the right corporate culture and working with informal organizations is the key to management success.

An informal organization is a network of personal and social relationships that is spontaneously formed by people in their interactions without formal planning. Spontaneity, cohesion, and instability are its main characteristics. (2 points).

The existence of informal organizations is an objective and natural phenomenon of Li Chen, and in order to make effective use of informal organizations, we can start from several aspects: Influence or even change the atmosphere and behavior of informal organizations by establishing and disseminating the correct organizational culture. (1 point) Good at identifying informal organizations, understanding their causes, goals, and demand tendencies.

1 point) Foster and encourage informal organizations that are conducive to the development of formal organizations. (1 point) Unite the leader of the informal organization and influence the behavior of other members of the informal organization through him. (1 point).

Dear, for you to inquire about the manager's treatment of the organization in the key empty informal organization The answers are as follows: 1. Seek cooperation with the leaders of the informal organizationThe leaders in the informal organization embody the common values and common interests of the members of the informal organization, and they often enjoy high prestige and influence in the informal organization by virtue of their technical expertise and personal charisma. In some cases, their actual influence is far greater than that of formally appointed managers. Their thoughts and actions have a direct impact on the thoughts and actions of informal organizations.

Therefore, when informal organizations become "tighter" and "more dangerous", managers should attach great importance to the influence of the leaders in informal organizations, actively seek to communicate effectively with them at all levels, and resolve the crisis on the basis of rationality and cooperation. 2. Quickly establish smooth formal communication channels Informal communication is often produced due to the lack of formal information communication, and due to the irregularity and non-authority of informal communication, it often causes information distortion. When the information conveyed through such informal channels is seriously distorted and causes distraction and panic within the organization, it can be extremely harmful to the organization.

For this reason, as a manager, when faced with a crisis, you should first aim to quickly establish an authoritative and formal communication channel within the organization. When employees in the organization's office have questions about any situation in the organization, there is a legal channel to obtain truthful information, so that the loss of informal communication to the enterprise can be minimized.

Non-positive organizations are one of the types of organizations, as opposed to formal organizations. It refers to an open social organization that is spontaneously formed on the basis of emotions, interests, hobbies and needs, and is linked by meeting the different needs of individuals. Once such an organization is formed, it will also produce various norms of behavior to restrain the members of the informal organization.

The norms of an informal organization may or may not coincide with the goals of a formal organization. Because the main goal of an informal organization is to meet the psychological needs of its members, it is also called a psychosocial system. For example, philatelic organizations, painting organizations, technological innovation organizations, amateur cultural and sports organizations, etc., all belong to the category of informal organizations.