Government

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Public Organizations tendencey to Swell (Parkinson law)

Managers in public organizations tend to increase their number of employees for some reason other than the organization good. Especially conservative managers. They need to boost their ego, by saying that they control much larger staff. They want more duties in order to be more important to the decision makers' superior to them. This strength their feelings of importance. They usually tend to make their employees feel bad and unworthy, so to make them smaller, and there for to say that they need more staff, to do the work. The let their subordinate feels bad, as a way to make themselves feel more worthy, by alienating on the subordinates. Another reason conservative mangers tend to increase their staff, is their inability to cooperate with other managers in other areas of the organization. This cause the need for multiplicity of facilities in many departments and overlapping of resources

Boundaries of Responsibility

In order to cooperate, people had to know their boundaries (eg, Salford partnership). No one should enter or attract resource, people or decision making process to his field of responsibility, if it takes from other members resources, or it can threaten the wellbeing of other members of the partnership.

Changing Boundaries of Responsibility

When in due time, members will feel that there is a change to be made, the must be a mechanism, based on some just evidence that a change in rolls should be made. If a member with responsibility has problems to manage his field of responsibility, we should invest to help him do his job better. Only if he couldn't improve and we feel he made an effort to improve, then we should advise him to take a break and learn by watching. In all time, we should see how we can

The change should be made by the group legitimate deliberation system, and should take into account group ROI-goal and also group's social capital.

Advancement and Wars in Organizations

People like to see a coherent working organization. They like to see a huge body move into completing its mission. Yet inside an organization there are a lot of conflicts, especially in the higher ranks, where there are more α types, who fight for dominance. Therefore, not to discourage people from working in the organization and not harming the organization, most of the fights are fought with underground coalitions.

Credentials

Credit for doing a job is very important in organization, because this is the way top managers, estimate the ability of the people who do the job. It is very important that the top managers will see all partners and their abilities to contribute to the organization.

The need for Power

The more power you have on members of the group, the more resources the manager will allocate to dill with you. This has something to do with participation function. Therefore, political figures in an organization will try to get as much authority, through legitimacy or mandatory, in the organization in order to get higher resources from the upper management. There are many ways to get more influential. Part of them is to stop process. This one of the easiest ways to get the attention of the upper management. But the cost will be that they will try to get rid of you, as soon as they can.