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Evolution of classical management theory
Evolution of classical management theory
Application of leadership theories
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Recommended: Evolution of classical management theory
Max Weber( Bureaucracy, power and control).
Fredrick Taylor ( Scientific Management).
Henri Fayol (Administration).
Also it is essential to have an over all view of the three theories and a critical comparison to reflect on how much these theories have contributed to classical theory of business.
Definition of management:
(1)Management takes place within a structured organizational setting with prescribed roles. It is directed towards the achievement of aims and objectives through influencing the efforts of others.
Max Weber: ( 1864 - 1920)
(2)" Bureaucracy is the rule conducted from a desk or office" i.e. by the preparation and dispatch of written documents.
Bureaucratic administration means the exercise of control on the basis of knowledge.
It is believed that Weber thought of bureaucracy as the most efficient form of organization.
Weber based his theory on the following factors:
· The organization of official functions governed by rules.
· Specialization
· A clearly defined hierarchy of offices.
· Rules.
· Impersonality.
· Free selection of appointed officials.
· Full- time paid officials.
· Career officials.
· Private/ public split
· Systematic discipline and control of officials work
The characteristics of bureaucracy
· It is organized according to rational principles.
· Offices are ranked in a hierarchal order and their operation are characterized by impersonal rule.
· Appointments are made according to specialization and qualifications rather than ascriptive criteria .
· The activities required in an bureaucratic organization is distributed in a fixed way as official duties
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...on set of codes and rules.
Control: the control of the organization is based on the authority and power exercised to achieve the objectives of any organization.
Each employee is given a title with this title comes the tasks and the type of authority the employee is expected to perform, the employee has little or no authority outside that title. In the office of hierarchy there is different levels of super- and subordination and there is a supervision of the lower offices by the higher ones.
The division makes it possible for control since all tasks are well defined and orders function from upper management to down in the hierarchy ladder.
Rules and regulations are intentionally designed without consideration to personal or emotional motives, such rules will prevent distortion of employees rational judgment in carrying out their assigned duties.
The term segregation of duties is an important internal control that must be tested and followed. “The rationale for segregation of duties is that the work of one employee should, without a duplication of effort, provide a reliable basis for evaluating the work of another employee. There are two common applications of this principle:
Once set up, bureaucracy is inherently conservative. The reason the bureaucracy was initiated may not continue to exist as a need in the future. The need or reason may change with a change in the times and the culture needs. A bureaucracy tends to make decisions that protect it and further it’s own existence, possibly apart from the wishes of the populace. It may not consistently reflect what might be optimal in terms of the needs and wants of the people.
The first issue from a bureaucratic perspective is communication. As stated by Manning, 2013, "Communication patterns, in keeping with objectives, rational nature of bureaucracies, are formal and prescribed"(pg. 118). It is referred to "following the chain of command" and usually examples are giving from the bottom up.
In the secular world, organizations function on a similar order of authority. There are owners, boards, executives, CEO’s directors, managers, supervisors, and lead people who all have a title and have been delegated a position with some authority. In every area of our government, there are positions of
This essay will discuss the mainstream and critical perspectives of bureaucracy and post-bureaucracy. It will begin by examining the characteristics of bureaucracy and then compare the mainstream and the critical views. Post-bureaucracy will then be discussed using the same structure.
Bureaucratic organizations are characterized by division of labor and hierarchy. Division of labor is the certain task that we as individuals hold within the organization. Your position depends on what you’re qualified for. The most skilled people will be placed in positions where they can get the task done in the most efficient way possible. The hierarchy is composed of offices where there are few people at the top controlling the people at the bottom. Your placement within the hierarchy explains how much authority you have in the organization but each office is ruled by another above them except for if you’re at the very bottom and at the very top. So if you’re at the bottom you have little to no authority. The people at the top, or powerful elite create the rules and regulations essential to each position held beneath them so that their goals for the organization are met. And that in itself leaves no room for individuality for the people at the bottom. Your behavior is under control because as a member of the organization you are forced to follow the rules set before you
The organization has five hierarchical levels, consisting of a set of divisional/regional managers, and three additional levels that exist in the plant. The plant organization consists of three levels: the plant manager, the seven area superintendents, and the front line people. The two cofounders decided “to avoid creating bureaucratic organizations resembling the government” because of their bad experiences working for the government. As a result, the structure of AES is highly decentralized. This allows managers and employees to both take ownership of their roles and have input on the success of the company. It also allows individuals to develop leadership skills for potential promotions. This flat management structure encourages high employee involvement in all decision-making opportunities.
Looking at IKEA’s organisational structure, the chain of command shows a clear line for messages within functional departments, so therefore; it leads to good communication. For example, looking at the organisational structure of IKEA, there is a clear communication within a human resources department. However, the chain of command is very long from the top to the bottom of the organisation because, there are too many levels of management. This will lead to poor communication. For example, it takes decisions a long time to reach the workers at the bottom of the organisation structure.
Post bureaucracy does constitute and advance on bureaucratic organization because it is the answer to the flaws of the bureaucratic system. Post-bureaucracy was aimed to fix the issues with the bureaucratic system. An important feature of post bureaucracy is Trust because it has a lot of advantages. Though it can be costly for the business. Trust refers to a lack of discipline as employees are motivated to do well for the organization. By implying rules it could prove negative for the organizations relationship with its employees and customers. Trust in post bureaucracy is designed so that stakeholders of the organization feel as if they are a vital part and essential to that organizations function. Trust is used to the ensure happiness of all the people related to the organization. A successful occurrence of this is at Homebase where the managers allow staff to issue discounts to customers when appropriate. This trust could easily be betrayed and could be misused and cause Homebase a lot of financial loss if the staff used this to their own advantage. A decline that has been largely attributed to piracy is websites that have illegal movie downloading which lead to a decrease in sales mention veronica mars movie. It is evident from these figures that the ability to download copyrighted material is being abused, and the confidence of organizations has been broken. This conveys that the trust aspect of post bureaucracy is inconsistent.
Advantage of hieratical organisation Employees know their objectives clear in their job task and carry out efficiently. Beside that, every staff specialised their job. For example: engine designers responsible for designer and develop engine. HR staff responsible recruits and select people. Divide of labour and specialization can be applied so that it increase the working efficient and reduce operation cost.
Similarly in Weber’s bureaucratic approach, organizations are divided into different echelons with each varying in its degrees of influence. Each unit being commanded by the one above it, a system that promotes stability and has a predictable line of communication. Both approaches of management rely heavily on regulated control. Whether governing task scientifically of people authoritatively. A solid form of control is mus...
Max Weber mentions that bureaucracy is characterized by impersonality (Weber, 1997), and this is another reason why it is an irrelevant phenomenon in the study of organizations. The relationships between the executive officials and their juniors in an organization that adopts a bureaucratic system of leadership in usually impersonal. Although impersonality of bureaucracy is praised as important in promoting equality by some scholars, it is a bureaucratic characteristic that cause infuriation in organizations as individual treatment of people is overridden by generalization, something that Gajduschek (2003) attests to. An important point to bear in mind is that offended employees are ultimately unproductive employees. Bureaucracies are often
Instead there is little to no focus on defining specialized, individual tasks. Jobs are specified through communication and interaction between employees who are constantly working together (Morgan, 2006). The organization has overarching goals, but employees are expected to work together, innovate, and work creatively to meet those goals. Employees have a much greater sense of autonomy in the biological approach as organism. This results in a different approach to authority in each approach to organization. While authority with the mechanistic approach is clearly defined and formal, the organism approach allows for authority to be constantly changing in order to be flexible with needs that arise related to the approaches that are being used to meet overarching
According to Sapru R.K. (2008) p370-371 the traditional ideal of public administration which inclined to be firm and bureaucratic was based on processes instead of outcomes and on setting procedures to follow instead of focusing on results. This paradigm can be regarded as an administration under formal control of the political control, constructed on a firmly ranked model of bureaucracy, run by permanent and neutral public servants, driven only by public concern. In emerging nations the administration was true bureaucracy meaning government by officers. In this perspective Smith (1996) p235-6 perceived that“the bureaucracy controls and manages the means of production through the government. It increases chances for bureaucratic careers by the creation of public figures,demanding public managers, marketing boards.
Bureaucracy is an organizational design based on the concept of standardization. “It is characterized by highly routine operating tasks achieved through specialization, very formalized rules and regulations, tasks that are grouped into functional departments, centralized authority, narrow spans of control, and decision making that follows the chain of command” (Judge & Robbins, 2007, p.