Organizational theory is a field of study within sociology, management, and other social sciences that seeks to understand the structure, behavior, and dynamics of organizations. It encompasses a wide range of theoretical perspectives and approaches aimed at explaining how organizations function, evolve, and interact with their environments.

Key aspects of organizational theory include:

1. Structure and Design: Organizational theory examines how organizations are structured and designed to achieve their goals. It explores different types of organizational structures, such as hierarchical, matrix, and network structures, and analyzes how these structures influence communication, decision-making, and coordination within organizations.
2. Organizational Behavior: Organizational theory investigates the behavior of individuals, groups, and teams within organizations. It examines factors such as motivation, leadership, communication, conflict resolution, and organizational culture that shape behavior and performance in organizational settings. Organizational behavior theories draw on insights from psychology, sociology, and anthropology to understand individual and group dynamics in organizations.
3. Environment and Adaptation: Organizational theory considers the relationship between organizations and their external environments. It examines how organizations adapt to changes in their environments, such as technological advancements, market shifts, regulatory changes, and competitive pressures. Organizational theorists explore strategies for organizational survival, growth, and innovation in dynamic and uncertain environments.
4. Institutional Theory: Institutional theory is a prominent perspective within organizational theory that focuses on the influence of social institutions, norms, and cultural values on organizational behavior and practices. It examines how organizations conform to institutional pressures, adopt institutionalized practices, and seek legitimacy within their broader institutional context. Institutional theorists also study processes of organizational change and resistance to institutional pressures.
5. Resource Dependence Theory: Resource dependence theory emphasizes the importance of external resources and dependencies in shaping organizational behavior and strategy. It argues that organizations must manage their relationships with external stakeholders, such as suppliers, customers, regulators, and competitors, to secure access to critical resources and achieve their goals. Resource dependence theorists analyze power dynamics, interorganizational networks, and strategies for resource acquisition and control.
6. Contingency Theory: Contingency theory posits that organizational effectiveness depends on the alignment between organizational structures, strategies, and environments. It argues that there is no one-size-fits-all approach to organizing and managing organizations, and the most effective organizational forms and practices vary depending on the specific circumstances and contingencies facing organizations. Contingency theorists advocate for flexible and adaptive organizational designs that can respond to changing conditions.

Overall, organizational theory provides a framework for understanding the complex and dynamic nature of organizations and their interactions with their environments. It draws on interdisciplinary perspectives and methodologies to generate insights into organizational behavior, performance, and change, and it informs the practice of management and organizational development.