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Social-technical systems and organizational values

Modern organizations define themselves with vision. It illustrates human resources and technology, socio-technical aspects. Modern organizations also define values. New employees entering the organization learn the value system from long-term employees. Organizations include social-technical systems as a means of strengthening their value system.

Values ​​

Small and large business values ​​determine business specificity. Yukl (2006) defines the values ​​as a key statement from an organization. The value statement is ideological that the organization deems important. A lot of value can be found in organizations, including customer service, innovation, inner and outer content satisfaction, and excellence. Dealing with values ​​is something deeper. Organizational values ​​and value creation are a competitive advantage, competitive advantage.

Hill and Jones (1998) describe management values ​​as statements about how managers handle and how to deal with them. The leaders of high-performance businesses keep an eye on interested parties. Winston (2002) suggests that high performance executives accept the value of the organization as having higher consequences and significance.


Values ​​of the organization (customer service, innovation, satisfaction) are an organization. Senge (1990) says that the organic systems of organizations are interrelated and interrelated subgroups. This means more than brick and mortar structures, suggesting human organisms, technology, and social interaction. Technology, according to Davis (1996), is a "conceptual bridge" between science and economics. This link gives you how organizations are managed. In contrast, Wren (2005) shows that technological changes disturb the social system of the organization. Socio-technical systems dispel the disturbing nature of change.

Socio-technical systems

Lee (2000) explains the social role of socio-technical systems as an explanation of people's usual attitude. It involves people's relationships with values ​​and behavioral styles. It also describes the formal power structure identified on the basis of traditional organizational charts. However, it continues the aspect of informal power structure based on knowledge and influence. The technical system is the second part of the dialect. This system according to Lee (2000) states "machines, processes, procedures and physical layout."

The socio-technical system, abbreviated to STS, is mixed in the rest of the paper with people and technology. However, this is too simple to define. Some elements of STS are closely related; it is not easy to distinguish the items in STS as purely technical or purely social. Aldridge (2004) explains STS as approaching organizational working groups as social systems and macro-level social systems. The third level of work is primary work systems. According to Aldridge, the primary work plan is one or more workspaces that are part of the face. Work units cooperate and support management, technology, resources and workplace professionals. Aldridge includes in his writings in Trist (1981) for the definition of macro-social systems, the macro-social systems include systems of communities and business as well as social institutions (Trist, 1981, p. 11). The STS concept of the workgroups increases group productivity and increases workplace satisfaction by optimizing social factors and integrating technical factors

STS Elements

According to an anonymous article by STS, the author is an ingredient integrated into some functional socio-technical systems. Each component has its own character separately; however, it is clear how closely they are related and overlap.

& # 149; Hardware is computer and computer peripherals, the classic technology of modern business. Organizations today do not exist without a kind of computer network, cable, router and individual workstation

and # 149; The software contains operating systems (Windows, UNIX, Apple, etc.). Technology is becoming more and more difficult to separate hardware and software. The software changes according to organizational needs; but the software allows companies to store data on hardware devices. Software often runs on the same hardware as storage. The software facilitates social interaction, as it allows distant remote people to communicate in real time to each other.

& # 149; The physical environment (physical environment) assists the social and technical rules of engagement. Open-plan construction and open desks allow open social interaction among employees. Worker separating offices reduce interactions. The inner sanctuary protected by the secretary's office creates a leadership hierarchy of authority

& # 149; By the names and addresses of people, they form an integral part of their organic culture and social environment. Within the organization, there are roles that are playing, positions working, and related roles. Within their role, they use hardware and software to support their role

and # 149; The procedures determine the operating procedures in an organization. The procedures contain rules and normative forms. In addition to the formal written procedure statements, there are informal links to streams and reporting conditions. The procedures try to define culture in an STS, but informal norms and behaviors are just as important in developing the STS model. Laws and regulations are similar to procedures, but force stronger public sanctions for violations.

& # 149; STS data and data structures include the collection and storage of organization information. In addition, this element explains the use, retrieval, or presentation of the data.

The organization's socio-technical system supports business as a great job. In addition, STS plays a key role in supporting leadership initiatives, vision and values. In Great Britain in 1949 it was observed that researchers in South Yorkshire coal mines developed socio-technical systems. They saw that the technical development of mining coal with the highly motivated workgroups, which were self-regulated and worked closely together, became more productive with the same technological advances than traditional workgroups. Another observation was that the self-regulated and cooperating teams worked more closely with each other, carrying out more tasks rather than a man's work and committed themselves to the Ortgeist (the spirit of space) (Aldridge, 2004)

STS Applied Organizationally [19659002]] A recent Internet search found a credit rating and commitment statement from US Federal Aviation Administration's logistics center. Not all quoted; however, those appointed confirm the concept of socio-technical systems.

& # 149; Results oriented & # 150; The Logistics Center is continuously achieving success and success. We raise issues related to the closure, despite the obstacles and the opposition, and maintain a high level of energy. Our staff immediately offers the time and effort needed to achieve the results.

& # 149; Innovation & # 150; The future of the Logistics Center is guaranteed only by welcoming and rewarding innovation, creativity and inventiveness. Recognize the "test and error" # 148; as elements of innovation and continuous development. Innovation is one of the reasons for the success of the logistics center.

& # 149; Quality & # 150; We provide the best quality in all our products and services. Our goal is to exceed the industry benchmarks

and # 149; People & # 150; People are our most important resources. We respect the dignity of the individual and appreciate their contribution. Invest in training and education to help our staff make the Logistics Center a world-class organization

. Teamwork and Collaboration # The Logistics Center provides a positive and challenging environment that supports mission goals and fosters team spirit. We are partners with our customers, stakeholders, suppliers, and are committed to EU / management partnerships.

& # 149; Integrity & Openness & # 150; The Logistics Center appreciates trust, sincerity, sincerity and honesty in personal and organizational relationships. We present to our staff honest and true ideas, ideas and thoughts.

& # 149; Corporate Citizenship & # 150; The Logistics Center appreciates a positive corporate image and is sensitive to our corporate responsibility for the community. We are actively involved and support community participation.

In post-industrial organizations, STS assists leaders in building constructs that enable them to empower and empower communications, learning, and knowledge. In the context of knowledge building and knowledge sharing, STS enables collaboration teams to work through "

The Role of Leaders in STS

Davis (1996) urges successful leaders to lead the way to the future. Achieving this means that the end product is not seen in the process of the product. STS applies the right people and the right technology at the right time in a structure that supports organizational values.

In the area of ​​rapid change, it offers organizational outlook with competitive advantages. Foresight, however, requires the maintenance of fundamental values. Social-technical systems support organizational values ​​by maintaining organizational memory and shared experiences. Memory and shared experiences show where the organization was, while everyone was following the vision. An organization with strong STS standards uses their technology to preserve history, create performance indicators, and develop knowledge and learning environments. Strong Quality Systems Demonstrate Teams & # 146; abilities to eliminate obsolete practices while remaining within the original values ​​


It has been shown that organizations are systems of interconnected parts that have different skills and skills. The STS, which works within the value system of an organization, wisely promotes people with skills, knowledge and abilities. In addition, STS works with value system to provide workers with the tools they need to raise their skills, knowledge and skills so that they can also help them. Members of the self-directed teams are looking for new or improved skills by linking them to STS and team members.

Self-guided teams improved their productivity and commitment to team and organization in English coal mines in 1949 and self-directed teams remain productive and committed. Therefore, an organization using social-technical systems can grow in the future, yet retaining its historical past and the values ​​that make the group viable.

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Hill, C. W. L. & Jones, G. R. (1998). Strategic management: an integrated approach. Boston, MA: Houghton Mifflin Society

Lee, Q., (2000). Quality in the Balance: Hat-Sigma & # 150; A socio-technical system. Downloaded from January 12, 2006 [].

Senge, P.M. (1990). The Fifth Section: The Art and Practice of the Learning Organization. New York, NY: Currency and Doubleday

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U. S. Federal Aviation Directorate # 150; Logistics center. Organizational values. Downloaded from January 22, 2006 [].

Winston, B. (2002). Be the leader of God's love. Virginia Beach, VA: Regent University, Leadership Studies School

Wren, D. A. (2005). The History of Management Thought (5th Edition) Hoboken, NJ: John Wiley and Sons, Inc.

Wren, J.T. (1995). Leader's Companion: Tests of Leadership Over the Centuries. New York, NY: Free Press.

Yukl, G. (2006). Leadership in Organizations (6th Edition). Upper Saddle River, NJ: Pearson Education.

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