ORGANISATION ANALYSIS

Organisation Analysis- Kim Eng Securities

Contents

Introduction1

Paradigmatic Perspectives: My Paradigm1

Kim Eng Securities- Background3

Major Products and Services3

Methodology4

Literature Review4

Organziational Culture of Kim Eng Securities7

Framework Applied for the Assessment of Organizational Culture7

Kim Eng Securities' Corporate Social Responsibility8

Critical Analysis of Kim Eng's CSR8

Kim Eng's Business Ethics9

Application9

Conclusion10

Recommendations to Kim Eng Securities10

Flexibility & Improvisation in Organisation's Policies11

Consequences of being Resistant to Change12

Adopting Changing Market Trends & Environment12

References14

Organisation Analysis

Introduction

Organisation analyses are conducted to regularly assess the functioning, organisation systems and capacity to increase the organization's overall performance and efficiency. It is done by using various theories and models whose aim is to understand the structure of the organization, technology and behavioural relationships (Bate & Pye, 2000, pp.197). Kim Eng Securities is a stock exchange oriented company in Thailand and is involved in numerous businesses in the stock exchange of Thailand. Thailand has a strong environment policy and legislative framework, as well as well-established environmental institutions, which focus on implementing environmental policies to address its environmental and energy concerns at the national and provincial levels. However, rapid industrialization has outpaced environmental management, resulting in increased pollution levels (Noi, 2009, 25).

Paradigmatic Perspectives: My Paradigm

A paradigm provides a conceptual framework for seeing and making sense of the social world. According to Burrell and Morgan (1979), "To be located in a particular paradigm is to view the world in a particular way"(pp. 24). And indeed paradigm has been termed a (Patton, 1990, pp. 37) "world view". Burrell and Morgan have described four different approaches of understanding the problem. These approaches are as follows:

Radical Humanist (Change-Subjective)

Functionalist (Regulation-Objective)

Radical Structuralist (Change-Objective)

Interpretive (Regulation-Subjective)

The paradigm I selected for the analysis is the Radical Humanist as through it the interventions can be designed at tangible groups and individuals which will establish consciousness and mutual aid, leading the organization to bring about changes in the economic and social structures. The culture of an organization should be such that they are welcome to the changes which are made for the benefit of the organization. This paradigm focuses on the factor that the needs of the consumer must be the most important focus of the organization. As the needs of the consumers are constantly changing and evolving, the organization, itself needs to change and adopt new and improved techniques to fulfil the needs of the consumers.

The name "radical humanism" speaks for itself - this approach denies any superhuman (not transpersonal, namely superhuman) purpose for man. Above ideological inspirers of the concept of radical humanism combines orientation determined struggle against domination of people by irrational forces. Sigmund Freud encroaches on the sphere of irrational instincts and addresses them by knowing mind. Karl Marx similarly invaded the realm of social Inferno, trying to overcome it by the reconstruction of society on the basis of reason and freedom. The paradigm involves radical changes in the way they manage, in relation to the proposal by the classical theory (Scholte, 2005, pp. 80). The emphasis is no longer in production, producing a massive scale, at low unit costs and then making sales through ...