In my penultimate post, I referred to organisational science in the first sentence. My interpretation of the meaning of organisational science relates to the examination of how individuals, groups, processes, and structures interact within organizations. It is a study of organisational behaviour.
Organisational science draws upon insights from psychology, sociology, anthropology, economics, and management to understand various aspects of organizational life and behaviour.
Organizational science aims to provide insights into the complexities of organizational life and to develop theories and strategies that can help organizations function more effectively and achieve their goals.
In the study of organisational life, we examine the structure, culture, leadership, group dynamics, adaptation to change, performance, employee engagement, and job satisfaction among other internal and external elements of the organisation.
Organisations don’t exist in a vacuum but organizational science mainly deals with the internal structures, processes, practices, policies, procedures, and politics that drive daily organisational interactions.
The word “science” is associated with accurate descriptions and measurements. Organisational life is a combination of measurable outputs and unquantifiable human interactions. The human element is more volatile.
Organisations are made up of human beings who manage the non-human elements. Studying the interactions between human beings is critical to understanding the performance of the organisation. We can’t accurately measure this. It has to be observed in a non-quantifiable way.
