Pragmatism in its most basic term refers to practicality. Translating such an abstract concept as to who and how someone can be pragmatic is one of those typical academic propositions that are limited in terms of real-life application. However, there is a real issue with pragmatism with employees and management.
The issue of pragmatism may be essentially a symbiotic relationship among several factors which may include logic, common sense, standard operating procedures as well as external societal and cultural impact. The relationships and the respective impact of any of the above-named factors can be constant as well as dynamic. Hence it is vital to point out that planning and execution of organizational culture may be all that can be done to encounter external influencing factors.
Going back to the basic issue of pragmatism, it is obvious that virtually all organizations that rely on human capital will in one way or the other also rely on the effectiveness and efficiency of those individual members. Hence, the most important factor will be the control and change of behavior that can be achieved by formulating and executing the organizational vision. Similarly, it has to be assumed that in order to eliminate guesswork or uncertainties, the organizational vision and mission should be translated into a methodology that does not leave much guesswork.
This brings us to the concept of Standard Operating Procedures widely known as SOP. Any SOP which has been compiled to include organizational procedures to maximize effectiveness and efficiency and is subject to constant review and evaluation results in internal organizational coherence which may, in turn, eliminate the guess work by employees and managers. Certainly, there are exceptions that may require a different approach. Particular industries may require creativity and box thinking that may prove to be vital to industries that involve abstracts such as art.
Yet ultimately, pragmatism and its respective impacts can have a great deal of impact on organizational success or failure. The human capital which is the driving force behind organizational effectiveness and efficiency has to be molded and shaped to adhere to organizational and institutional perspectives and goals. Nevertheless, it is very important to point to societal and cultural factors that embrace individuality and creativity. Such a particular setting can add more factors that need to be included in the preparations and composition of SOP.
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