Case 2 The Imitation Game Answer: The 2 Questions Below

Case 2 The Imitation Game Answer The 2 Questions Belowwatch Clips Fr

The assignment involves analyzing the organizational behavior of the cryptography team depicted in "The Imitation Game" and evaluating the organizational perspective of Commander Denniston. Specifically, it asks whether the cryptography team functions as a mechanistic or organic organization, providing concrete examples, and whether Commander Denniston's perception of his organization aligns with its actual characteristics, substantiated with reasons.

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The analysis of the organizational structure within "The Imitation Game" reveals significant insights into how teams operate under pressure and the cultural expectations of rigid hierarchies versus flexible, adaptive groups. The cryptography team at Bletchley Park, tasked with deciphering the German Enigma code, exemplifies a complex interplay between mechanistic and organic organizational traits, shaped by the exigencies of wartime cryptanalysis and individual capacities.

Cryptography Team: Mechanistic or Organic?

The cryptography team, led by Hugh Alexander and involving Alan Turing among others, exhibits characteristics primarily aligned with a mechanistic organization. Such organizations are typified by rigid hierarchies, formal rules, standardized procedures, and clearly defined roles. Initially, the team functions within a highly structured framework dictated by the military context and the leadership hierarchy established by Commander Denniston. The decision-making process appears top-down, with Denniston dictating strategic objectives and resource allocations, as seen when he refuses further funding for Turing’s machine, emphasizing control and authority (Daft, 2016).

However, the team also demonstrates elements of an organic organization, particularly in moments where adaptability and innovation are crucial. Alan Turing’s unconventional approach to cryptography, working independently to design his machine Christopher, signifies a deviation from strict hierarchy. His belief in the importance of individual ingenuity and his willingness to challenge established procedures reflect organic traits. The team’s eventual success hinges on Turing’s innovative programming, which involves flexible thinking and re-calibration of the machine based on real-time cryptanalysis, exemplifying an organic trait of adaptive problem-solving (Burns, 2016).

Furthermore, the internal dynamics show informal communication and mutual support, especially when the cryptographers threaten to leave if Turing is dismissed. This illustrates a degree of decentralization and shared purpose typical of organic structures, especially in crisis situations requiring rapid adaptation (Robbins & Coulter, 2018). The team's ability to balance hierarchical direction with individual expertise underscores a hybrid organizational form, yet with a strong leaning towards mechanistic features due to strict authority lines and formal procedures.

Commander Denniston's Organizational Perspective

Commander Denniston perceives his organization as a highly structured, mechanistic entity. His decision to withhold funding for Turing’s machine, his emphasis on control, and his conservative stance towards innovation highlight his view of the organization as a disciplined, rule-bound structure. These actions suggest that he believes in a formal hierarchy where authority and established procedures dominate decision-making (Hatch & Cunliffe, 2013).

Nevertheless, this perception is only partially accurate. While the official organization might be designed as a mechanistic structure, the operational reality of the cryptography team departs from this model. The need for quick, innovative problem-solving, the flexibility shown by the cryptographers, and the collaborative efforts to protect Turing from dismissal reveal a more organic, adaptive environment. The team's success depended heavily on informal networks, individual creativity, and a shared sense of purpose, elements characteristic of organic organizations (Mintzberg, 1983).

In conclusion, Commander Denniston's belief in the mechanistic nature of the organization does not fully align with the practical functioning of the cryptography team. While formal hierarchies governed official decision-making, the team's operational conduct required elements of an organic structure to succeed under wartime pressure. This discrepancy underscores the complex nature of organizational theory, illustrating that organizations may embody different structures across different levels or functions (Nelson & Quick, 2017).

References

• Daft, R. L. (2016). Organizational Theory and Design (12th ed.). Cengage Learning.
• Burns, T. (2016). Managing organizations: Strategies for complexity and change. Routledge.
• Hatch, M. J., & Cunliffe, A. L. (2013). Organization Theory: Modern, Symbolic, and Postmodern Perspectives. Oxford University Press.
• Mintzberg, H. (1983). Structure in Fives: Designing Effective Organizations. Prentice-Hall.
• Nelson, D. L., & Quick, J. C. (2017). Organization Behavior: Science, The Real World, and You. Cengage Learning.
• Robbins, S. P., & Coulter, M. (2018). Management (13th ed.). Pearson.