You need a personal organizer

Manage a number of researchers to examine the dynamic relationship networks as organizations have become. The scene in the negotiation process to enable managers to analyze and disclose their organizations to think about organizational life system provides real complexity. Dynamic perspective can provide easy solutions to the problems. It is sometimes easier for managers to improve the efficiency of one or growth or interest than to approach the departments around shift patterns is to change some network, as an organizational chart to to be added to break. Stable structural elements to analyze the organization as a whole to focus on is to take a look at a long distance. A good deal more research is added to the network. More closely or over a different network to make people look at all the centrality of units in the concentration of individual issues can translate organizational issues. Different roles people play in terms of an interaction network can be referred to. Totalities and relatively easy to think of the organization think of the various individuals in those organizations can take.

A network of people defined character set is used to specify the relationship between a set of contacts. Thus, a network needs to work out how best to work around or can be made. The social relationships or informal discussion on how people can be structured by. Network comments laboratory research study began in 1950 but was not real groups. Groups of three, four, or five persons to discover how the various structures put problem-solving and behavior affected members were studied. Structure which can talk to whom about applying the rules were different. Were consistent with findings from these studies: general issues, centralized network in which information about the problem is sent to only one person fewer errors than solutions for decentralized networks, in which the information was sent to everyone with the rapid production. However, the problems were complex, decentralized networks were better. Unfortunately, these findings such as laboratory investigations do not always work for people who do not generalize.

For many years the small group studied the results of network management textbooks, how to engage in efficient problem solving about the gospel as presented. Research ended, however, a number of years passed before interest is net work of relations in the organization was renewed. One reason was stopped large research organization's network could not be studied. Yet reflect the complex interrelationships found in reality. Complex network was ignored until the 1970s because they understand the data easily accessible high-speed computers that were not necessarily to reduce. Today, a number of computer programs are available to describe the network. Of interest for managers to discuss a variety of networks. Grapevines naturally pure works are familiar to all members of the organization are generated. Efficient and fast grapevines, an opportunity for both managers what's going on in their organizations and send out important information to get information about are. Political leaders of the box for the large-scale network of new programs and plans approved pretesting understand the value of its components. Grapevines informal way for managers to a variety of purposes, any move to provide information.

Various networks of organizations are living and moving information used for other purposes. Three types, in addition to discussing the task network, power, networks and social networks. All types overlap and serve different organizational functions. A six-month period a set of high-technology military organizations found that work and develop more rapidly than other types of networks and the network was quickly stabilized. Together these were followed by the development of social networks. Authority network was very slow to develop and reach maturity level never the other two types. These findings surprised some military organizations, in particular are. They suggest that managers pay close attention, especially should work to develop the network, where these networks to show change to waste implementing the organization's goals. Network of a number of properties have been identified. Although it is difficult for organizations some of the consequences of these properties, little research has been related to organizational performance they do not guess. These network assets follow:

- Connectedness, or the extent people are connected to the network - the centrality, or degree to which network ties follow the formal organizational hierarchy - Vertical differentiation, or the degree to - pace, or the degree to which there are two ways communication to the various organizational levels are represented in the network - horizontal differentiation, or the degree to which work in different areas are represented in the network within a network that more massive clusters are connected to the rest of the network . Combine two types of groups and cliques. Alliances between individuals for some specific purpose, such as temporary control of the activity, are aligned. Alliance often demand unusual or non-routine in the form of the time, perhaps when companies develop new products or the environment when the threat appears. A joint venture is an alliance, as OPEC is set up as such a committee. Cliques permanent groups, often friendship, which all members are directly related or information about things other than friendship might include not changed. Alliances and cliques in an organization to both maximize the power of some groups may be used.

The managers in your organization are sensitive to the development of cliques and alliances, helping them to grow or deteriorate depending on the circumstances must also how they are tied to outside organizations within the network need to be aware of is. Strength of weak ties in social literature on the issue under the heading came. Within a network or two different networks the power of a tie between two persons the amount of time, emotional intensity, intimacy, and reciprocal services that tie is defined by characteristics. Strong tie between any two individuals, a group larger proportion of people whom they both will be connected to a strong or weak tie. Dense network of strong ties, weak ties to produce less dense network. Strong ties to the closed system, impervious to outside information is likely to make. Strongly tied to the information obtained can not spread or groups, co-opt their environment, or develop alliances with outsiders.

If organizations reach their goals, they are permeable and sensitive to outside conditions, but must. Thus, some individuals in any group of individuals with weak ties to other groups is required. Undermine the relationship information, ideas, innovation, flow, and give the opportunity for groups of resources, most of them spread across organizations is critical to making. The importance of weak ties is a manager that he develop them where they are nonexistent and might suggest the need to move them or by firing people or change their jobs may actually harm the organization that the removal . Alternatively, strong internal relationships were less related to internal conflicts. Thus far, the strength of weak ties in friendship networks have been investigated, but the results provide insights for managers. An example of the function of weak ties in finding a job is performed. It has long been known that American blue collar workers, new jobs more often through some other method to think through personal contacts. This to be true, very professional, technical and managerial positions to appear. An investigation, where he helped workers information that they get asked a sample of finding new jobs. The researchers concluded that the vast majority of people who have weak personal relationships through new employment contacts (the contacts in contacts with those never or rarely ever was). Weak ties in various circles that we move with them because they have different information than we do, making them valuable job contacts.