Post-Modernist Organizational Theory Analytical Essay by Pico

Post-Modernist Organizational Theory
An in-depth analysis of post-modernist organizational theory and its implications in the current business environment.
# 146842 | 2,963 words | 10 sources | APA | 2011 | BD
Published on Jan 19, 2011 in Business (Management) , Business (Human Resources)

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The paper explains that post-modernism posits that the external environment is unpredictable and therefore, the process of change management becomes the critical success factor. The paper looks at how the structure of a post-modernist business facilitates the motivation and empowerment of the employees and also contributes to conflict management. The paper also shows how post-modernism impacts leadership capabilities throughout the organization, the company's recruitment and selection strategies and the company's performance management system. The paper looks at Capital One as a company that has been able to weather the current crisis because of its focus on the built-to-change organizational structure. The paper clearly demonstrates how sustainable business development becomes the critical success factor for post-modernist strategic management.

Modern and Post-Modern Organizational Theory
Critical Contrasts
Employee Motivation and Empowerment
The Performance Management System
Post-Modernism in Conflict Management
The Post-Modernism of Sustainable Business Development

From the Paper:

"The post-modernist organizational theory deals with how the organization will deal with the future. The modern organizational theory deals with the present. It did offer a mechanism for addressing future issues in the form of the balanced scorecard however that was still predicated upon the present. According to the balanced scorecard, the organization is viewed from four perspectives: financial, customer, learning and growth, internal business processes. In each of these perspectives, initiatives were set for the future. However the balanced scorecard would be suitable in one particular organizational structure. This is not feasible in the post-modernist organizational theory which cannot maintain a stable organizational structure. The balanced scorecard is based upon the assumption that the future will be like the present. According to the post-modernist organizational theory, the future will be fundamentally different from the present so that the management must build an organizational structure that must be flexible enough to adapt fast enough."

Sample of Sources Used:

  • Ben Steverman (2009). Is a Turnaround Brewing for Starbucks. BusinessWeek Online, 20. Retrieved November 17, 2009 from Business Source Premier database. (AN 43449911).
  • Lewis, B. (2009). Managing Change Is Not Enough: You Must Create a Culture That Embraces It. InfoWorld, 20(45), 105. Retrieved November 17, 2009 from Business Source Premier database. (AN 1292154).
  • Kimmerling G. F. (2005). Implementing Organizational Change. Training & Development Journal, 39(11), 88. Retrieved November 17, 2009 from Business Source Premier database. (AN 9078869).
  • Jannarone J. (2009). Starbucks Needs New Blend for Growth. Wall Street Journal 254(49), 10. Retrieved November 17, 2009 from Business Source Premier database. (AN 44059262).
  • Jargon J. (2009). Latest Starbucks Buzzword: Lean Japanese Techniques . Wall Street Journal 254(49), 1-10. Retrieved November 17, 2009 from Business Source Premier database. (AN 43520185).

Cite this Analytical Essay:

APA Format

Post-Modernist Organizational Theory (2011, January 19) Retrieved July 05, 2022, from

MLA Format

"Post-Modernist Organizational Theory" 19 January 2011. Web. 05 July. 2022. <>