05+Informal+Organization

  **Group members: ** **Haneen Ghanem, ** **Salwa Hawash, ****Ayah Hasan, ****Raneen Mlhem ** //**informal organization التنظيم الغير رسمي**//



على الرغم من الأهمية الكبيرة التي يتميز بها موضوع التظيم غير الرسمي, إلا أنه لم يحظ بالعناية الكبيرة من طرف الباحثين والدارسين في علم الاجتماع. ولعل الفضل الكبير في اكتشاف التنظيم غير الرسمي يعود إلى تلك الأبحاث التي أجراها "إلتون ماثيو" في العشرينات من القرن الماضي بمصانع هاثورون حيث اكتشف جماعات العمل غير الرسمية ,وتأثيرها على المنظمة بصورة عامة.. وتأتي أهمية التنظيم غير الرسمي من وجوده في كل المجتمعات والمؤسسات, ويتمثل في نشاط الأفراد الذين يتفاعلون بصورة فوضوية مهتزة, بل يدخلون في تفاعلات وعلاقات منظمة نسبيا ,يمكن قياسها, والتوصل الى نتائج موضوعية عنها, وسوف نحاول نحن الكشف عن تلك العلاقات الممثلة والتنظيم غير الرسمي, ومعرفة أسباب نشأتها ومكوناتها.

The  **informal organization**  is - The interlocking  social structure that governs how people work together in practice. - It is the aggregate of behaviors, interactions, norms, personal and professional connections through which work gets done and relationships are built among people who share a common organizational <span style="background-color: #ffffff; color: #000000; font-family: 'Comic Sans MS',cursive; font-size: 19.2px;"> affiliation or cluster of affiliations. <span style="background-color: #ffffff; color: #000000; font-family: 'Comic Sans MS',cursive; font-size: 19.2px;">- It consists of a <span style="background-color: #ffffff; color: #ff0000; font-family: 'Comic Sans MS',cursive; font-size: 19.2px;">dynamic set of <span style="background-color: #ffffff; color: #0000ff; font-family: 'Comic Sans MS',cursive; font-size: 19.2px;">personal relationships <span style="background-color: #ffffff; color: #000000; font-family: 'Comic Sans MS',cursive; font-size: 19.2px;">, <span style="background-color: #ffffff; color: #0000ff; font-family: 'Comic Sans MS',cursive; font-size: 19.2px; text-decoration: none;">social networks <span style="background-color: #ffffff; color: #000000; font-family: 'Comic Sans MS',cursive; font-size: 19.2px;">, <span style="background-color: #ffffff; color: #0000ff; font-family: 'Comic Sans MS',cursive; font-size: 19.2px;">communities of common interest <span style="background-color: #ffffff; color: #000000; font-family: 'Comic Sans MS',cursive; font-size: 19.2px;">, and <span style="background-color: #ffffff; color: #0000ff; font-family: 'Comic Sans MS',cursive; font-size: 19.2px;">emotional sources of motivation <span style="background-color: #ffffff; color: #000000; font-family: 'Comic Sans MS',cursive; font-size: 19.2px;">. <span style="background-color: #ffffff; color: #000000; font-family: 'Comic Sans MS',cursive; font-size: 19.2px;">- The informal organization <span style="background-color: #ffffff; color: #ff0000; font-family: 'Comic Sans MS',cursive; font-size: 19.2px;">evolves <span style="background-color: #ffffff; color: #0000ff; font-family: 'Comic Sans MS',cursive; font-size: 19.2px;">organically <span style="background-color: #ffffff; color: #000000; font-family: 'Comic Sans MS',cursive; font-size: 19.2px;"> and <span style="background-color: #ffffff; color: #0000ff; font-family: 'Comic Sans MS',cursive; font-size: 19.2px;">spontaneously <span style="background-color: #ffffff; color: #000000; font-family: 'Comic Sans MS',cursive; font-size: 19.2px;"> in response to <span style="background-color: #ffffff; color: #ff0000; font-family: 'Comic Sans MS',cursive; font-size: 19.2px;">changes in the work environment <span style="background-color: #ffffff; color: #000000; font-family: 'Comic Sans MS',cursive; font-size: 19.2px;">, the flux of people through its porous boundaries, and the complex <span style="background-color: #ffffff; color: #000000; font-family: 'Comic Sans MS',cursive; font-size: 19.2px; text-decoration: none;">social dynamics <span style="background-color: #ffffff; color: #000000; font-family: 'Comic Sans MS',cursive; font-size: 19.2px;"> of its members.

<span style="background-color: #ffffff; color: #000000; font-family: 'Comic Sans MS',cursive; font-size: 19.2px;">Tended effectively, the <span style="background-color: #ffffff; color: #ff0000; font-family: 'Comic Sans MS',cursive; font-size: 23.0333px;">implicit structure <span style="background-color: #ffffff; color: #000000; font-family: 'Comic Sans MS',cursive; font-size: 19.2px;">, the informal organization <span style="background-color: #ffffff; color: #0000ff; font-family: 'Comic Sans MS',cursive; font-size: 23.0333px;">complements <span style="background-color: #ffffff; color: #000000; font-family: 'Comic Sans MS',cursive; font-size: 19.2px;"> the more <span style="background-color: #ffffff; color: #ff0000; font-family: 'Comic Sans MS',cursive; font-size: 23.0333px;">explicit structures <span style="background-color: #ffffff; color: #000000; font-family: 'Comic Sans MS',cursive; font-size: 19.2px;">, plans, and processes of the <span style="background-color: #ffffff; color: #000000; font-family: 'Comic Sans MS',cursive; font-size: 19.2px; text-decoration: none;">formal organization <span style="background-color: #ffffff; color: #000000; font-family: 'Comic Sans MS',cursive; font-size: 19.2px;">: it can <span style="background-color: #ffffff; color: #ff0000; font-family: 'Comic Sans MS',cursive; font-size: 23.0333px;">- accelerate and enhance <span style="background-color: #ffffff; color: #000000; font-family: 'Comic Sans MS',cursive; font-size: 19.2px;"> responses to unanticipated events, <span style="background-color: #ffffff; color: #ff0000; font-family: 'Comic Sans MS',cursive; font-size: 23.0333px;">- foster innovation <span style="background-color: #ffffff; color: #000000; font-family: 'Comic Sans MS',cursive; font-size: 19.2px;">, <span style="background-color: #ffffff; color: #ff0000; font-family: 'Comic Sans MS',cursive; font-size: 23.0333px;">- enable people to solve problems that require collaboration across boundaries <span style="background-color: #ffffff; color: #000000; font-family: 'Comic Sans MS',cursive; font-size: 19.2px;">, and <span style="background-color: #ffffff; color: #ff0000; font-family: 'Comic Sans MS',cursive; font-size: 19.2px;">- create footpaths showing where the formal organization may someday need to pave a way.



<span style="background-color: #ffffff; color: #cb2a84; font-family: 'Comic Sans MS',cursive; font-size: 22.4px;">**Key characteristics of the informal organization:**
 * <span style="background-color: #ffffff; color: #000000; font-family: 'Comic Sans MS',cursive; font-size: 22.4px;">evolving constantly
 * <span style="background-color: #ffffff; color: #000000; font-family: 'Comic Sans MS',cursive; font-size: 22.4px;">dynamic and responsive
 * <span style="background-color: #ffffff; color: #000000; font-family: 'Comic Sans MS',cursive; font-size: 22.4px;">excellent at motivation
 * <span style="background-color: #ffffff; color: #000000; font-family: 'Comic Sans MS',cursive; font-size: 22.4px;">requires insider knowledge to be seen
 * <span style="background-color: #ffffff; color: #000000; font-family: 'Comic Sans MS',cursive; font-size: 22.4px;">treats people as individuals
 * <span style="background-color: #ffffff; color: #0b0080; font-family: 'Comic Sans MS',cursive; font-size: 22.4px; text-decoration: none;">flat <span style="background-color: #ffffff; color: #000000; font-family: 'Comic Sans MS',cursive; font-size: 22.4px;"> and fluid
 * <span style="background-color: #ffffff; color: #000000; font-family: 'Comic Sans MS',cursive; font-size: 22.4px;">cohered by trust and reciprocity
 * <span style="background-color: #ffffff; color: #000000; font-family: 'Comic Sans MS',cursive; font-size: 22.4px;">difficult to pin down
 * <span style="background-color: #ffffff; color: #000000; font-family: 'Comic Sans MS',cursive; font-size: 22.4px;">essential for situations that change quickly or are not yet fully understood

<span style="color: #cb2a84; font-family: 'Comic Sans MS',cursive; font-size: 27.2px;">Benefits of the informal organization ... <span style="font-family: 'Comic Sans MS',cursive; font-size: 20.8px;">Although informal organizations create unique challenges and potential problems for management, they also provide a number of benefits for the formal organization.

<span style="color: #761e76; font-family: 'Comic Sans MS',cursive; font-size: 24px;">__1- Blend with formal system__

<span style="font-family: 'Comic Sans MS',cursive; font-size: 20.8px;">Formal plans. policies, procedures, and standards cannot solve every problem in a dynamic organization; therefore, informal systems must blend with formal ones to get work done.

<span style="color: #761e76; font-family: 'Comic Sans MS',cursive; font-size: 24px;">__2- Lighten management workload__

<span style="font-family: 'Comic Sans MS',cursive; font-size: 20.8px;">Managers are less inclined to check up on workers when they know the informal organization is cooperating with them. This encourages delegation, decentralization, and greater worker support of the manager, which suggests a probable improvement in performance and overall productivity.

<span style="color: #761e76; font-family: 'Comic Sans MS',cursive; font-size: 24px;">__3-Fill gaps in management abilities__

<span style="font-family: 'Comic Sans MS',cursive; font-size: 20.8px;">For instance, if a manager is weak in financial planning and analysis, a subordinate may informally assist in preparing reports through either suggestions or direct involvement. '

<span style="color: #761e76; font-family: 'Comic Sans MS',cursive; font-size: 24px;">__4-Encourage improved management practice__

<span style="font-family: 'Comic Sans MS',cursive; font-size: 20.8px;">Perhaps a subtle benefit of informal groups is that they encourage managers to prepare, plan, organize, and control in a more professional fashion. Managers who comprehend the power of the informal organization recognize that it is a "check and balance" on their use of authority. Changes and projects are introduced with more careful thought and consideration, knowing that the <span style="color: #eb42eb; font-family: 'Comic Sans MS',cursive; font-size: 27.0333px;">informal organization can easily kill a poorly planned project <span style="font-family: 'Comic Sans MS',cursive; font-size: 20.8px;">.

<span style="color: #761e76; font-family: 'Comic Sans MS',cursive; font-size: 24px;">__5- Understanding and Dealing with the Environmental Crisis__

<span style="font-family: 'Comic Sans MS',cursive; font-size: 20.8px;">The The IRG Solution - hierarchical incompetence and how to overcome it1984, argued, that Central media and government type hierarchical organizations. could not adequately understand the environmental crisis we were manufacturing, or how to initiate adequate solutions. It argued that what was required, was the widespread introduction of informal networks or Information Routing Groups which were essentially a description of social networking services prior to the internet.

=<span style="font-family: 'Comic Sans MS',cursive; font-size: 41.6px;">//__ The Disadvantages of Informal Information : __// = ===Perpetuation of values and lifestyle causes informal groups to become overly protective of their "culture" and therefore resist change.===
 * ==__Resistance to change__==

===The quest for informal group satisfaction may lead members away from formal organizational objectives. What is good for and desired by informal group members is not always good for the organization. Doubling the number of coffee breaks and the length of the lunch period may be desirable for group members but costly and unprofitable for the firm. Employees' desire to fulfill the requirements and services of both the informal group and management results in role conflict. Role conflict can be reduced by carefully attempting to integrate interests, goals, methods, and evaluation systems of both the informal and formal organizations, resulting in greater productivity and satisfaction on everyone's behalf.===
 * ==__Role conflict.__==

===The grapevine dispenses truth and rumor with equal vengeance. Ill-informed employees communicate unverified and untrue information that can create a devastating effect on employees. This can undermine morale, establish bad attitudes, and often result in deviant or, even violent behavior.===
 * ==__Rumor__==

===Social control promotes and encourages conformity among informal group members, thereby making them reluctant to act too aggressively or perform at too high a level. This can harm the formal organization by stifling initiative, creativity, and diversity of performance.===
 * ==__Conformity__==

<span style="color: #f554f5; font-family: 'Comic Sans MS',cursive; font-size: 25.6px;">__formal VS. informal organizations__ = = <span style="font-family: 'Comic Sans MS',cursive; font-size: 19.2px;">Enterprise architecture necessarily differentiates between formal and informal organizations. Because most organizations are unable to meet all of the challenges they face with only the coalitions of individuals shown on an organization chart, informal groups are chartered or arise to meet the challenges that were not foreseen when the organization chart was created. = = <span style="color: #800080; font-family: 'Comic Sans MS',cursive; font-size: 19.2px;">Differences: ===<span style="font-family: 'Comic Sans MS',cursive;">1. The formal Organization refers to the formal relationships of authority and subordinates withing a company. While the informal organization refers to the network of personal and social relations that is developed spontaneously between people associated with each other. === ===<span style="font-family: 'Comic Sans MS',cursive;">2. The primary focus of the formal organization is the position of the employee/manager holds. While the primary focus of the informal organization is the employee as an individual person. === ===<span style="font-family: 'Comic Sans MS',cursive;">3. Power is delegated from the top levels of the management down to the organization. In an informal organization power is derived from the membership of the informal groups within the organization. === ===<span style="font-family: 'Comic Sans MS',cursive;">4. In formal Organization, each position has rules governing what can be done or what cannot be done. There are rewards and penalties for complying with these rules and performing duties as well. While in an informal organization, the conduct of individuals within organization is governed by norms that is social rules of behavior. ===



** القرب المكاني **** : ** ** ويعتبر من أهم العوامل التي تساعد في تلاقي العمال ويدعم الاتصال بينهم ويساعد على نشوء علاقة بينهم ذلك لأن الأشخاص الذين يعملون في مكان واحد يتجهون إلى الاشتراك معاً في التنظيمات غير الرسمية **

** التشابه الوظيفي **** : ** ** يؤدي تشابه الوظائف التي يقوم بها العامل وتماثلها إلى تشكيل تنظيمات غير رسمية.فالعمال المهرة يميلون الى تشكيل تنظيمات مع بعضهم غير التنظيمات التي يشكلها العمال غير المهرة, وكذلك التخصصات الوظيفية فعلى سبيل المثال يميل عمال المكيانيك إلى عمل جماعات معاً **** وكذلك عمال النظافة وغيرهم. **

** السن والأقدمية: ** ** حيث أن العمال الشباب يشكلون تنظيمات غير رسمية خاصة بهم, وذلك لأن ثقافة وتقاليد المسنين تختلف عن ثقافة الشباب ومن الممكن أن يحدث صراع في القيم والمعايير لأن الكبار في بعض الاحيان يظنون أن مكانتهم فوق غيرهم من العمال أو حديثي العهد. **

** المكانة الاجتماعية: ** ** هي الدرجة التي يحصل عليها الفرد باعتباره عضواً في المجتمع وعضواً في جماعة العمل وبناءاً عليه يتم تكوين تنظيمات وجماعات غير رسمية. **

** : **** الشللية والنخبوية ** ** الشلة : هي عبارة عن مجموعة يتراوح عددها من 8 إلى 9 أفراد متفقين بالآراء والأفكار وغالباً ما يكون لهم زعيم وتثمل الشلة وجهاً آخر للعلاقة ودعم الأفكار المتبادلة التي لا تحتكم إلى الخطأ والصواب بل يقود احتكامها إلى الانتماء إلى الشلة. **

** والشللية تقوم على المعارف والأصدقاء فتقوم مجموعة من الأفراد بتأسيس شلة خاصة بهم وتكون لهم أفكار وآراء معينة, ويكون هدفهم الوحيد في غالب الأحيان نقد أعمال الغير وإحباطهم. **

** وتصبح القرارات في المؤسسة مبنية على المصالح المتبادلة وتسود نوع من الحرب الباردة تكون على الاختصاصات والمزايا والمواقع وغيرها. وبالتالي يختفي العمل الجماعي في المؤسسة والعلاقة التكاملية بين الإدارة والعاملين. وهذه البيئة لن تكون مشجعة على الإبداع والانتماء ويتحول المبدع إلى محبط والمبادرة إلى سلبية والحماس إلى اللامبالاة. **

** النخبوية **** :هي مرحلة متقدمة من الشللية, حيث تكون الشلة أنانية, ثائرة, واستعلائية وترى أنها الأقدر على قيادة جميع أفراد المؤسسسة والتعبير عن مصالحهم وأنها الوحيدة **** المهيأة لتحقيق أهداف الموظفين ورغباتهم. **

** ومن فوائد النخبوية أنها تحد من تكوين تيارات معارضة لنظام المؤسسة وتحث على التنوع والابداع ولو لفترة قصيرة, لأن ذلك يلبي اهدافها المستقبلية ولكن بنفس الوقت ممكن ان تحد من حرية الأفراد وخاصة الغير منتمين إليها وتفرض ارائها ونظامها على الجميع. **

Functions of Informal in

Formal Organizations

** q Communication (which is largely informal) **

** q Creates cohesiveness and integration **

** q Facilitates in creating “social” conditions that encourage willingness to work, by adding social motives **

** q Creates a feeling of independence as informal interactions are not governed by formal rules and authority **

** q Protects individual personality and character against negative (or corrupt) organizational influences ** ====== ** q Informal organizations play a significant role in the development of an organizational culture, that is the aggregate of the values, norms and attitudes of its people **

<span style="color: #ff0000; display: block; font-family: Tahoma; font-size: 21.3333px; text-align: center;">Conceptual Application and Related Themes ** A public administrator should understand and harness the social forces in the organization to the advantage of the system **

** To shape and guide values in the system, utilizing informal organizational concepts **

** Can fight against corrupt practices by encouraging developing positive informal organizations **

** Systems theory – recognizing the influence of components on each other, on the system and vice versa **** Reinforced by research in social-psychology and sociology ** ** Recognition in modern organizational theory, of the relatively informal roles of champions and agents for change ** <span style="color: #761e76; display: block; font-family: Verdana; font-size: 16px; text-align: left; vertical-align: baseline;">**for significant organizational purpose**s

<span style="color: #008080; display: block; font-family: Tahoma; font-size: 21.3333px; text-align: left; vertical-align: baseline;">Examples

<span style="color: #0000ff; display: block; font-family: Verdana; font-size: 16px; text-align: left; vertical-align: baseline;">Six senior most supreme court judges refused to take oath under LFO. All were “sacked”. The informal organization protected their individual morality from the corrupt influences of the formal system. <span style="color: #0000ff; display: block; font-family: Verdana; font-size: 16px; text-align: left; vertical-align: baseline;">Organizational workers in Australia as a protest vowed to strictly “go by the book”, paralysing business activity – signifies the role of informal behaviour for organizational well being, even in routine formal matters. <span style="color: #0000ff; display: block; font-family: Verdana; font-size: 16px; text-align: left; vertical-align: baseline;">Informal cooperation in govt. institutions among corrupt public servants, protecting both individual and group interests <span style="color: #0000ff; display: block; font-family: Verdana; font-size: 16px; text-align: left; vertical-align: baseline;">The institution of prophethood, initially emerges as an informal organization within a social structure. After substantial growth, the institution becomes complex, and thus becomes formalized, thereby creating several other formal organizations and institutions - e.g. mosque, madrissa, shariah, fiqha, salat, zakat etc.