Bureaucracy Model and Bureaucratic Management

Published: 2021-08-06 01:40:07
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IntroductionMax Weber used bureaucracy model to explain to illustrate how organization or administration should run. Weber believed that bureaucracy is better in the management of the organization as compared to traditional structures. In bureaucracy, all individual as treated equally and labor is clearly indicated for each employee. The model follows rules, procedures, requirements, well defined hierarchies, professional standards and other organizational structures in dividing duties and responsibilities. Promotion and selection of employees take placed based on technical qualifications of the employees (Dolan & Rosenbloom, 2016). The model can be used in different business especially in the establishment of organizational policy, ethics related to the professionalism, discipline methods and serving the needs of shareholders and the customers. Democracy aspects are organized in relation to rules, laws and regulations of the organization. Bureaucratic leads to economic effectiveness and efficiency because of systematic information composition. It is ideal in the administration and management of organization as it brings power into focus. The main aim of the article is to discuss bureaucracy model of Max Weber and the importance of the information.Principles of bureaucratic managementFirst, there is task specialization where task are divided into simple and routine categories. The division is made on the basis of functional specializations and competencies. Every employee is aware of what is expected from him or her and they carry out their tasks based on what they can do best. Bureaucracy model makes it easy for managers to approach any employee who does not perform his or her duties accordingly. Secondly, hierarchical authority that shows how the manager how the managers are organized depending on their tasks, duties and responsibilities (Durant, 2010). The managers have the greatest power and those at the bottom are usually subject to supervision. It lays down the responsibilities, powers and shows delegation of duties. The communication within the organization is very clear and information can be easily conveyed from one team to another. Thirdly, formal selection indicates how employees are chosen according to technical skills, experiences and competencies. There is also consideration of the training and the education qualification of the employees to be hired. Forth, requirements and rules are strictly enforced and it ensures uniformity in the organization. Coordination of the employees’ efforts becomes better because unstable rules or regulation are usually formalized through official reports. Fifth, career orientation is done based on the expertise that helps in the employment of people who have the required qualifications. Human capital will be highly utilized because people who are hired in certain position have the right qualifications.Importance of Bureaucratic modelEstablishment of rules, regulations and procedures makes the organization to achieve consistent and efficiency in execution of tasks to the employees. Rules and requirements set by the organization are strictly followed and managers ensure the employees adhere to them. The rules and regulations are also followed or adhered to during recruitment of employees. Only those with the right qualifications are offered a chance into the new positions. Similarly, Bureaucracy helps in the management. Managers can maintain the control of organizational operations and make necessary adjustment when possible (Yolles, 2018). It would be easy to deliver consistent outputs. The operations and processes are carried out following the right procedures that helps in the elimination of errors and increasing the organizational outputs. Additionally, bureaucratic structures increase the efficiency of the organization and facilitate continuous growth of the organization. The employees are united towards achieving the mission of the organization, exchange essential ideas and knowledge. When the employees are conversant with what is expected from them and given tasks that they can do to their level best, it easy to initiate organizational growth. Quality work is achieved and organizational performance increases because employees produce quality and quantity results.Limitations of the theoryIt is easy for the organization to be procedure-oriented instead of goal-oriented. The judgment and supervision in most occasions is done according to observation of the rules, policies and regulations. The results produced by an individual are not much valued as compared to strict adherences to the rules. The actions make people to strictly observe the rules without caring on the output or the results of the work (Dischner, 2015). The operations become procedural such that employees cannot come up with more research or innovations to the organizations. Secondly, specialization makes people to focus on the same activity such that they cannot perform any task beyond their area of working. It becomes difficult for a person to coordinate operations in the other department even though they deviate with small difference. Division of jobs brings limitation in performing duties and tasks because employees are tired to the area of specialization.ConclusionMax Weber uses bureaucracy model as one of the power tool for management of organizational operations. Rules, regulations, policies and procedures set should be adhered by the employees and the model show hierarchical division of the labor. All tasks are divided according to qualification and capabilities of the employees. The work or tasks are equally shared. There are bureaucratic principles that were used by Weber to explain the model. Some of these include hierarchical authority, formal selection, task specialization, career orientation, requirements and rules. Importance of the general information is associated with increased efficiency, effective management and maintenance of controlled operations. Bureaucracy model has some limitations such strict rules and regulations and procedure-oriented instead of goal-oriented.ReferencesDischner, S. (2015). Organizational structure, organizational form, and counterproductive work behavior: A competitive test of the bureaucratic and post-bureaucratic views. Scandinavian Journal of Management, 31(4), 501-514.Dolan, J., & Rosenbloom, D. H. (2016). Representative Bureaucracy: Classic Readings and Continuing Controversies: Classic Readings and Continuing Controversies.Durant, R. F. (2010). The Oxford handbook of American bureaucracy. Oxford: Oxford University Press.Yolles, M. (2018). Governance through political bureaucracy: an agency approach. Kybernetes.

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