Managing Bureaucracy, Advantages of Managers Controlling Organizational Culture - Assignment Example

Running head: ASSIGNMENTS TASKS 7th January Assessment task One of the most influential proponents of bureaucracy is Max Weber. According to Weber, bureaucracy has significant implication in any organization due to its speed, continuity, unity, objectivity, and uniformity. In his efforts to advocate for bureaucracy, Weber formed certain ideas on how the actual bureaucracy would look like and came up with a definition. Max Weber, a German sociologist introduced six major principles that he viewed as ideal for private and public sectors. The principles are as described below A formal hierarchical structure This principle indicates that each level controls the one below but it is controlled by the level above. The hierarchies acts as the basis for making central decisions as well as planning Management by rules This element indicates that due to controlling by rules, decisions that are made at high levels must be executed by lower levels Purposely impersonal This indicates that managers must treat their employees as well as customers in an equal manner without allowing individual differences to influence their behaviors Organization by functional specialty This principle indicates that work must be done by specialists and individuals should be organized into units depending on the skills they have. An in focused or up focused mission The elements argues that a mission is in focused if it aims at serving the organization itself for example by producing high profits, expanding market share and increasing cash (Neil, 1993). On the other hand, if a firm is focused at serving the board or stockholders and any other empowering agency it is known to have an up focused mission. Employment based on technical qualifications Weber indicates that workers must be employed based on their qualifications while at the same time being protected from arbitrary dismissal. Robert Merton means by goal displacement By goal displacement, Robert Merton implies that rather than being the means of getting at the end, rules that are applied in a bureaucratic organization are the end themselves. The normative attachment that is placed to formal regulation and rules in a bureaucratic environment can give rise to a rigid bureaucratic personality that is obsessed with procedural compliance. Additionally, Robert Merton means that firms that apply bureaucracy adhere to the methods and procedures at the expense of the larger organizational purpose. In this case, individuals become busy adhering to the official procedures and rules to a point of losing sight of the real purpose of the organizational. The end result is that there is a dysfunctional and counterproductive organizational behavior. According to Merton, bureaucratic structure can influence ones personality as well as ability of the organization to attain its goals. In this regard, Melton indicated that rigid and strict conformity to formal methods can result to unintended consequence of not only displacing goal but also undermining goal attainment. The concept by Merton indicates that since there is need for a clear connection between actions of a firm and achievement of goals, it is relevant for rational bureaucracy. Organization behavior is seen as the way to achieve the preset ends. Managing bureaucracy more effectively to avoid goal displacement In their efforts to work in line with the stipulated ethics and rules, Robert Merton indicates that the employees are diverted from attaining their objectives leading to goal displacement. However, goal displacement according to my opinion is not an inevitable outcome of the bureaucratic system. According to Alvin Gouldner, not all organizational parties had the same goals or interests. By properly managing bureaucracy more effectively, it is possible to eliminate the aspect of goal displacement. For example, an organization should notice that bureaucracy by itself comes in three forms which include mock bureaucracy, representative bureaucracy, and punishment centered bureaucracy. Mock bureaucracy is whereby rules of which none of the parties in the organization have a direct interest (Chowdhury, 2006). For example, neither the managers nor the employees have interest in the prohibition against smoking. This implies that even though the parties abide by this rule, they are not diverted from achieving their goals. Representative bureaucracy on the other hand, refers to the rules whereby parties have interest thus they closely follow the rules. For instance, in a mining firm, regulations and rules touching on safety inside the mine are followed by all members. This is based on the fact that managers and other employees are interested in ensuring that no one is injured while undertaking their duties. In such a case, the employee’s level of concentration will be high thus making them to work hard in order to attain their goals. Assignment task 2 Hawthorne experiments which were conducted between 1924 and 1932 were groundbreaking achievements in terms of studying human relations. The first test was the illumination test that was later followed by the relay-assembly tests and then the bank wiring tests. During the bank wiring tests, 14 male employees who included 9 wirers, 3 solderers and 2 inspectors were housed in the bank wiring test room (Gaurav, 2011). The workers who were aged between 20 and 25 years were given the role of wiring conductor banks, a job that was monotonous in nature. The task was tiring and the workers were supposed to stand for a long period of time (Braverman, 1974). Even though a researcher was placed inside the room, productivity measures as well as pay incentives were removed. The intention of the bank wiring tests was to study the group behavior and how it organizes itself as a functioning unit. The tests, which were conducted in response to layoffs that were as the result of increasing level of depression, was more concerned with the expectations of the team over individual’s preference. The researchers who conducted the tests thought that the efficient employees would pressurize the less effective workers to complete their tasks. However, it was noted that the workers established their own standards of output that was achieved through the social pressure (Leonard, 2008). Even though the employees were paid according to their own productivity, their productivity decreased since they feared that the company would reduce the base rate. The tests also indicated that there were informal groups within the main groups. The cliques, which developed various mechanisms to enforce the informal rules of behavior, controlled the group as well as the managers. The study also revealed that employees are more responsive to social force as compared to incentives provided by the organization or the control by the managers. At the end of the tests, the Hawthorne researchers discovered various work group dynamics that affect the performance of the groups as well as the organizational output. They noted that social and psychological factors are the ones that rigger workers performance and job satisfaction. Additionally, the tests revealed that proper and good working condition are not enough to increase worker’s productivity. Another dynamic that came up was that workers are influenced by informal relations among themselves and not the formal relations within their firm. This was based on the fact that despite the close monitoring during their tasks, their performance decreased. In any organization, workers performance will greatly improve if they are provided with an opportunity to make decisions that affect their interests. For example, if employees are allowed to choose a benefit scheme that is in line with their needs, they feel motivated an aspect that increases their productivity and performance. Additionally, it was noted that workers perform their duties more effectively if the management is interested in their affairs. For example, when workers are psychologically weak possibly due to stress or family matters, it is imperative for managers to support them by counseling, financial support or giving them off duties. Even though employee’s performance improves at a certain level due to financial incentive, the bank wiring tests indicated that it cannot solely increase performance (Braunholtz, 2001). It is imperative for managers to ensure that the social and psychological needs of the workers are met. For example, employees should be allowed to intermingle among themselves and the managers during end of year parties or during the team building mission. In this way, they will share various life experiences and challenges among themselves. As the result of tough tasks that the workers undertake on daily basis, they are exposed to the feeling of tiresome and stressful. This implies that it is essential that managers provide break and resting time to allow the workers relax and improve their level of concentrations. Similarly, workers should be treated with respect and dignity during the performance of their duties and while not at work. As a result, they feel that their personality is valued an aspect that greatly improves their performance (McCarney et al, 2007). Another notable issue that touches on groups as portrayed by the bank wiring test was communication between the subordinates and superiors. Given their positions in an organization, workers should be given independence to communicate to the managers on any issue that they deem it affects the firm. This is a key step that an organization will make in dealing with issues such as corruption, fraud and abuse of offices among other issues. Basically, effective communication in an organization improves the productivity of the employees. As an organization expands, managers should seek the contribution of the workers. This can be done through introduction of avenues through which the workers can give feedback on various management issues. For example, when managers are contemplating on bringing about change, they should prepare a questionnaire that workers will fill to indicate their reactions. In this way, employees will feel as part and parcel of the organization thus improving their productivity. Assignment task 3 I would like to work in a post-bureaucracy like Valve or at Morning Star Tomatoes. This is due to the fact that post-bureaucracy advocates for subcontracting, and decentralization. It also encourages flexible firm boundaries which are adjustable incase of fast technology, competition and change among other aspects. Post bureaucracy has an advantage over other organizational structures like bureaucracy since organizations are in a position to adjust and address the emerging challenges. Firms are moving from such structures to post-bureaucracy. The reason behind this is due to the fact that post-bureaucracy encourages boundary less corporation and organization networking. Organizations like Valve or Morning Star Tomatoes have adopted post-bureaucracy organization structures due to fast technological changes that are emerging. Stiff competition from already existing and new entrant firms drives Morning Star Tomatoes to post-bureaucracy (Harber and Davies, 2005). Introduction of new products in the markets and consumer demands drives organization to employ post –bureaucracy like in the case of Valve or Morning Star Tomatoes. The demand for high quality products that meet the consumer need is a notable aspect that organizations use to attain the organization goals. This is the reason why organizations use post- bureaucracy organization structures so that they can attain their vision and mission (Clegg, 2011). Valve is a company that has met the flexibility aspects of working and this is one of the notable aspects that post-bureaucracy entails. I would like to work in an organization that has flexible working schedule that would lead to working for more than one company. Due to the technological advancement, decentralization, corporation and networking of the companies, bureaucratic organizations have been replaced by post-bureaucratic organizational structures. An organization like Morning Star Tomatoes has adopted the strategy which ensures that that organization can work without boundaries so that its goals are attained. Inter-organizational relationship is a major aspect that is encouraged by post-bureaucratic organizational structures. This leads to subcontracting that makes individuals to work with different company which is the first reason why I would like to work in a post- bureaucratic organization. Joint venture is another aspect that individuals or companies that do not have enough funds to implement their strategy can use which is encouraged by post-bureaucratic organizations (Harris, 2006). Post-bureaucratic encourages unilateral agreement and organization networking and this makes it possible for the companies to expand globally. I would like to work in a post- bureaucratic organization structures since it stresses the need to empower, participate, decentralize and work in team work. Through team work knowledge is impacted on participants, sharing of the vital information and interaction among other aspects is added in the organization. Comparing with bureaucratic structure of the organization bureaucratic model is about directing the participants while in the case of the post- bureaucratic structures it is simply persuading the participant. Through the use of subcontracting the workload for the employees is reduced leading to high output of the organization. Uniqueness of the product is attained since different individuals have different ideas leading to high quality product that meet the consumer need. Team works make it possible to attain the goal of the organization on the specified deadlines. Assignment task 4 In their efforts to improve the performance of their students, instructors can adopt various strategies. The most common method is the introduction of group projects that requires the participation of all the team members. This implies that there is need for instructors to emulate an effective theory of organizational commitment in the group. The theories address issues such as environment factors, interdependence, scarcity, cooperation, competition and goals achievement (Pfeffer and Salancik, 1978). One of the notable theories that can have positive impact on the students’ performance is Pfeffer Theory. Pfeffer Theory indicates that political activities are the outcome of various conditions. The theory indicates that due to the existence of these conditions, politics and power emerges. One of the ways through which individuals benefits by working as a group as argued by Pfeffer Theory is motivation. By introducing a group work to the students at the undergraduate level, there are in a position to share skills. Given that each of the members is given a particular task, they are able to remain committed towards achieving their goals. Additionally, through the support that they provide to each other, their level of motivation improves not only during the discussion but also in other areas o their studies. Through the support that the groups attains from the group leaders as well as from the lecturers, the members may be motivated since they have hope that their interests would not be affected. Another aspect that has positive implication in an organization as indicated by Pfeffer Theory is that there is resistance of indiscipline with the help of organizational politics. In the case of a group of undergraduates, the members may be engaged in other activities that may be against the group ethics. Through the introduction of a group project and the division of the tasks, the instructors and the leaders of the groups aim at diverting the minds of the students towards more productive activities. In this way, the level of morality for the group members is improved while their commitment towards academic activities and group work remains high. Group projects make the students to increase their productivity. Due to the fact that all the members have to participate in research, collection of data and storage the members feel focused and motivated. As a result, their level of productivity increases. This is also the same in an organization where workers undergo various training for the purpose of motivating them and enhancing their productivity. As the groups continue with their activities, it is imperative that the leaders continue to evaluate the performance of all the members as a way of ensuring that the productivity of the whole team is increased. On their part, the group members should seek the assistance of their colleagues or group leaders once they are faced with a certain problem. In this way, they will avoid becoming the cause of the project failure. Pfeffer Theory depicts that due to the existence of political influence, workers are convinced about the objectives of the organization. In the case of group work among the undergraduates, the introduction of a project that clearly indicates the goals influences the group members to achieve the objectives. Once the group recruits a new member, he does not need to seek the objectives of the group from the team leader but other members of the group are in a position to inform the new member about what they are expected to achieve. Gaining recognition and dignity is another aspect that emerges due to the presence of political influence. Among the students groups, the members of the team feel recognized by their leaders and instructors once they are given an opportunity to undertake a particular task. It is worth to note that majority of the current political leaders in many countries were mostly group leaders during their university studies. This indicates that through the introduction of group project and opportunities to be a group leader, undergraduate students are prepared to be committed leaders once they are through with the university education. Similarly, the group members are trained on how to tackle individual and organizational challenges in their future assignments. During the formation of a group, the members are provided with an opportunity to select their leaders. According to Pfeffer Theory, if politics works well in an organization, suitable leaders and candidates are selected making the organization to operate effectively (Pfeffer, 1982). On their parts, group leaders should be individuals who are committed in their duties. In this way, they are in a position to enjoy the support of their subjects. Pfeffer Theory indicates that in the presence of democratic system and organizational politics, successful bargaining is able to take place. For a group project to be successful, it is vital for the group members to make contribution and arguments that aims at increasing the nature of the projects. Additionally, by providing members with an opportunity to make contributions, it makes them to remain committed towards the project in order to make them feel as part and parcel of the final project. It is worth to note that during group work, conflicts among the members is likely to occur. This implies that group leaders should adopt effective approach to deal with the emerging conflicts thus making the group to work in a harmonious way. Another major issue that Pfeffer Theory depicts to emerge from organizational politics is group efforts. As a way of ensuring that the goals of a certain course is achieved, it is essential for instructors to introduce the group projects where by all the students undertaking a particular unit participates in the discussion. As a result, the performance of the students will greatly improve. Assignment task 5 Advantages of managers controlling organizational culture Culture of defiance Managers should control organization culture since organizations have different culture. For example, culture of defiance where employees do not recognize the authority or the management. In this type of culture, the mangers should try to control the organization culture so that employees adhere to the authority. For attainment of goals, rules and regulations must be followed. Culture of neglect Managers like to follow legal and ethical norms of the organization. Some employees do not like to follow the ethical standard and thus they neglect the rules and regulation of the organization. This means that individuals only violates the rules since they want to neglect it since it is the culture of the industry since it does not communicate about those rules properly in the organization. The reason why individuals violate the rules and the regulations or maintain the organization culture is due to the standard of the organization (Alvesson, 2002). This means that it does not detect or discipline the violators and this is the reason why managers should try to control the organization culture. Culture of compliance It is important for the managers and top management to set culture of compliance since if individuals will defy some rules they will have to comply with compliance standards. This is the reason why companies have the code of ethics so that individuals can meet the organizational goals. Culture of character It is the role of the manager to make sure the employees are right and values what is right. This means that morality, fairness, and integrity must be put in place so that organization culture will be acceptable (Giberson et al, 2009). Disadvantages of managers controlling organizational culture Disruption of workflow It is obvious that whenever a status quo has maintained for a long time it is difficult to eliminate it. Since employees want to maintain the status quo for the manager to control it, work disruption will be experienced. Hard to implement new strategies Since the managers are going to control the culture of the organization, implementing new strategies or the strategic plan can lead to mission and vision attainment is likely to fail (Schein, 2005). This is based on the fact that the environment which individual has coped with has been interfered with by the manager. In conclusion, it is important for the managers to try and control the organization culture since the status quo which has been experienced for many years will be reduced and the output of the organization can increase. I would support the debate of the managers to control the organization culture since the culture of neglect, defiance among others is reduced in the organization. Assignment task 6 Curriculum vitae (CV) is a confessional technology of the self since individuals who have been transformed by various disciplinary technologies have been active in life since they are able to work in different arts. This is the reason why Andrew Metcalfe argues that the Curriculum Vitae is a confessional technology of the self. This is based on the fact that individuals are active self-modified and thus they are able to life as a work of art. This technology that is used makes it possible for individuals to elaborate about the self and this is the reason why CV is termed as self-composition. Technology of the self helps individuals to engage in different practices so that they have a purpose of living certain kind of live which other individuals can emulate. The beautiful life that individuals intend to live through the technology of self is determined by how they will shape their life through different practices of specified activities. Individuals must be goal oriented and direct their effort at how to achieve the goals which will be included in the Curriculum Vitae since it is an achievement of one. Since different methods and techniques are used by individuals to accomplish the goals, Andrew Metcalfe refers the various methods and techniques technology of self since each and every individual has different way and ideas of attaining their goals in life. The strategies that individuals use to accomplish the goals is a technology that makes one to have a well documented Curriculum Vitae that indicates all the achievements of the individuals in the field of education and in job opportunity (Robert, 2006). The achievements that are complied together and talks about the self help individuals to excel in life since one will be in a position to acquire the desired job. Since technology had been advanced in many countries different individuals use the technology to make the Curriculum Vitae appealing as possible. The aim of this is to make sure that the employer or the academic application is considered before the others. The technology of self depends on how an individual has excelled in different institutions and awards being indicated so that the employer or academic application can be considered. An individual must confess about him or herself so that the employer will consider him or her and is the reason why Andrew Metcalfe termed curriculum vitae a confessional technology of the self. Information concerning an individual must be written so that the employer can know one better in terms of education background and in work experience. The information concerning individual is the technology that is the employer needs so that competent individual can either be hired so that they can be part and parcel of the organization or an institution. Andrew Metcalfe argument that curriculum vitae is a confessional technology of the self is true since every organization that need a new recruit asks for a detailed curriculum vitae so that the recruiters can compare the technology of different individuals. For attainment of a well paying job, a person whose curriculum vitae shows high qualification and experience is likely to get the job comparing with curriculum vitae of an individual with low education background and little work experience. In my experience on education, Individual with better and high profile about self tend to get well paying jobs or are likely to join other institutions where they can further their education. For an individual to acquire a better and well paying job, he or she must write documented curriculum vitae that talks about self on education and work experience. Job searching in many circumstances in my own experience requires high education achievements in different institution so that one is able to convince the employer that they can handle the post and perform effectively. If an individual does not include the work experience in job searching application, it means that the individual is not competent though one may be having a high education background. Work experience will mean that you have been serving in the same post and thus one is likely to do it well and lead to attainment of the vision and mission of the organization. Education background is considered a lot in job searching or when individuals join higher institution of learning and thus in the curriculum vitae you must state it indicating what you have acquired from different institutions so that the employer can consider it and grant yourself a job. Curriculum vitae writing is either used to apply for education institution which individuals want to join or for job searching. This depends on the country an individual is. Curriculum vitae must include the name of the individual, education and academic backgrounds and experiences of one. The awards that individuals have acquired and other information that is relevant to the job application or education application must be included so that one will be able to win it from other competitors. For an individual to acquire an academic institution that he or she thinks is the best in his or her career then a well written CV must be submitted to the registrar of the institution. On the other hand, for those who use the CV to apply for job opportunity then the same CV must be written and sent to the human resource for considerations. A CV which is not well documented is not considered and it leads to automatic disqualification since the participants who have submitted their CV shows a high profile of self. When writing a CV the right tone should be adopted. This means that you need to write the success and how you achieved it. When writing the CV negative words should not be included for example worlds like hate, quit among others will give a wrong impression concerning you. When explaining about anything regarding to business or quoting it is best if figures can be used to avoid general information that many use. 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Schein, E. 2005. Organizational culture and leadership. San Francisco: Jossey-Bass. Read More