Bureaucratic Theory And Its Application In Management

Bureaucratic Theory and its application in management

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Bureaucratic Theory and its application in management

Max Weber, a renown German sociologist, philosopher, jurist, and political economist, is

celebrated for the development of the bureaucratic theory. He believed that bureaucracy was the

most effective and efficient way to set up an organization and administration. This type of theory

implemented in an organization described that everyone is treated equally, and the division of labor

is in consideration of every employee. Bureaucracy is defined as an organizational structure is

characterized by rules, the meticulous division of labor and responsibility, clear hierarchies and

standard processes, procedures, and requirements. For this reason, it is vital that we discuss the

question - How successful Max Weber’s theory was in the definition of organizational structures?

Max Weber’s theory is arguably effective in the definition of organizational structures.

According to max weber, a bureaucratic theory is indispensable in large organizations. It

is an ideal model for management and its administration to focus on an organization's power.

Certain principles enhance our understanding of the theory and how these principles promote the

implementation of various organizations. One, task specialization that means the division of labor

in the aspect of employee specialization (Mises 2017). This means that tasks are divided into

manageable and straightforward, based on the competence and specializations of the employees.

Every employee is well aware of what is required of them since they are qualified for the position

they hold

Additionally, they are responsible for what they do best and know exactly what is expected

of them. By dividing work based on specialization, the organization indirectly benefits in various

ways like the assumption of power by specific departments, easier supervision of activities done

by the employees, and focus of the area of specialization. This theory clearly explains that going

beyond one's responsibilities and taking on colleague tasks is not permitted to enhance the

effectiveness and efficiency of the work (Haldor Byrkjeflot 2018).

Second, the organization assumes hierarchical state management where each management

level has its various staff that is responsible for and who is responsible for the information.

Managers are organized in these many hierarchical positions. This is the vital trademark of

bureaucracy where the hierarchical system of authority is practiced. It is organized in a structured

manner where the highest individual in the hierarchical ladder assumes the greatest power. In the

same view, the bottom layers of the bureaucratic structure are subject to supervision and control

by the higher positions (Haldor Byrkjeflot 2018). This type of system delegates roles lays out

powers and responsibilities and reflects on the bureaucratic line of communication. This

organization structure seems to depict a formal structure that promotes more natural control of

tasks and precise record keeping of performance individually.

Third, the bureaucratic management method maintains the formal selection of employees

to the organization. This action means that employees are selected on the basis of their

competencies that is technical skills relating to the job, academic requirements of the organization,

work experience gathered working in other companies or true training. This principle relies on the

notion that employees are paid according to the services they offer that is the expertise they display

in the performance of various tasks in the organization. As such, they are paid in the

accomplishment of these services in an efficient way or through the display of true

professionalism. In the same way, their salaries are based on the positions they assume in the

organizations (Mises 2017). The organization also develops a legally binding contract that the

employee is expected to abide by and does not portray any ownership interest in the company.

In relation, rules and requirements are required to ensure uniformity in the organization so

that employees know exactly what is expected of them from employers. Strict rules and regulations

are put in place to govern various levels of management in an organization. By this principle, the

company, through the management, can instill discipline in its employees and ensure they bring

the best out of them. This facilitates the execution of decisions in a fast and effective manner.

Senior management is involved in the formulation of new rules and ensures that they are

effectively implemented (Haldor Byrkjeflot, 2018). Rules and requirements are more or less stable

and are always formalized in the official reports handled by the top management in the

organization.

Another principle considered by Max Weber is the kind of mission an organization has.

There are two kinds of missions, namely, up-focused and in-focused mission. The up-focused

mission is the mission in which the sole purpose is aimed at serving the stockholders, the board

governing the organization and different agencies which support the day to day running of the

organization (Haldor Byrkjeflot 2018). The mission can also be in-focused where the sole purpose

of all stakeholders in the organization is to serve the goals and objectives of the organization itself

and the people inside it.

Impersonal relations are another principle that facilitates the success of bureaucracy in the

organizational setting. Rules and regulations create distinct and impersonal relationships amongst

employees with the additional advantage of preventing nepotism, or involvement from outsiders

or politics. Interpersonal relationships are effective where there are strict rules and regulations in

play that promote the rules and requirements. They are also characterized by a system of rules,

requirements, and public law (Haldor Byrkjeflot, 2018). Moreover, decisions are arrived at from

a more rational perspective rather than personal factors. Official views and decisions are not

pegged to any personal involvement, emotions, and feelings.

Career orientation is among essential principles to consider during the discussion of

bureaucratic organizations. Employees in search organizations are mainly selected based on their

expertise. This facilitates the deployment of the appropriate people to the right positions and such

as ensuring maximum utilization of the human capital. Bureaucracy allows for the building of

careers based on employee experience and expertise. As a result, it offers a sense of employment

security by the division of labor in the proper way (Mises 2017). This, in turn, provides satisfaction

to the employees, allowing them to specialize themselves further so that they may become experts

in their field and significantly improve their performance.

Application of this kind of structure in an organization has the following benefits not only

to the organization but also the employees. Despite being viewed as an extensive system of rules

and regulations, the bureaucratic requires accountability and responsibility. People who work in

organizations have a high level of education, more self-direction, and open-mindedness. They also

tend to focus on generally what's recommendable than any other type of organization. The second

benefit revolves affirmation of job security. A bureaucratic structure provides more job security

than any other as long as employees follow directions (Haldor Byrkjeflot 2018). As such, if an

employee can manage their time, abide by the rules and instructions, and is well accountable to his

position, then the employee can expect a steady salary and benefits.

Equality is the main objective of bureaucratic organizational structure. This structure aims

at creating interpersonal nature that, in turn, emphasizes equality. This means that friendships do

not influence the outcomes that are created. Political pressure is a fault that comes with a good and

consistent job. This puts every individual in the organization on a similar bar where their success

levels are the same, and the only effort makes the difference. It is easier for an employee to fit into

this organizational structure than any other organization. The rules and regulations applied in the

organizational structure provide clear instructions for job roles and expectations (Berry and Gersen

2010).

The organizational structure also depicts certain disadvantages. One is that in organizations

where this type of organizational structure is applied, there are strict policies for everything. This

is an effective way that can slow down their operations and make communication difficult. A good

example, in the implementation of departmental decisions where one has to consult widely before

seeking approval by other departments in the. It must then seek approval in the hierarchical order

based on their performance and importance to the company (Haldor Byrkjeflot 2018). This may

lead to conflicts, poor employee relations, inefficiency, and irritated customers.

Bureaucratic organizational structure may inhibit productivity, diminish innovation, and

decrease the morale of employees because of its individualistic view of handling tasks. The

company is at will to implement more rules and regulations that may toughen the workplace

environment and making the tasks even more complicated. Poor financial management is another

disadvantage of this kind of structure. Budget allocation is a critical issue that one considers in

this. A good example is that many organizations are only located cash to use in the current life

cycle. This diminishes the need for creativity in changing the operation of the company (Mises,

2017). Moreover, money allocated in a financial year is only available for use in that year. The

expenditures will not be accounted for in the next budget, which promotes negative departmental

behaviors. The employees and the departments they are affiliated with them will spend money so

that they can have it in their following year's budget.

Bureaucratic organizational structure can, to some extent, become boring for its workers

due to lack of motivation to give them morale. While employees will put in all their effort into

earning raises and promotions, there are no guarantees of rewards that would be given

immediately. Incentives are incorporated in the bureaucratic system to enable an employee to

achieve a task in a short time with the promise of earning a reward (Mises 2017). These incentives

are used to motivate an employee to take a short time than it takes her colleagues to complete the

same tasks. With no incentives in place, employees waste time doing the tasks bit by bit.

Rules and regulations are meant to binding. This means that the employees have less

freedom to act within a bureaucratic structure. In turn, this makes the employees accountable and

responsible to a governing body. Actions of the employees are also dictated by the same rules and

regulations, and a violation of them requires a stern action to be taken. The question of whether

this organizational structure works can best have answered by consideration of the structure being

efficient, rule-based leadership framework that has proven to be a smooth way to govern and

organize securities (Haldor Byrkjeflot 2018). While this organization structure can be effective in

stabilizing an organization, the structure does not empower its employees, which creates a host of

other problems affecting the organization.

The ability for bureaucracies to develop their own rules and in many ways, control their

activities has been a matter of concern for leaders. As such, elected leaders are equipped with

certain tools to help reduce the number of public administrators in bureaucracy. This is fear of

financial freedom and the kind that can be done to influence the presidency of a country. Although

bureaucracy does not seem to have a lot of endorsers, it has proven a success in putting an

organizational structure in order (Mises 2017). Employees can work in a well-organized

environment knowing what is required of them and their experience complementing their

remarkable qualifications Bureaucracy can lead to the growth of very dominant organization s in

the business world if well-developed and nurtured in the business setting.

Weber's is successful in describing why bureaucracy works so well in the organizational

structure and importance. Like he brings out in describing bureaucracy, it is the corporate

equivalent to the rule of law. Rules are used to give clarity, and their application in the organization

structure furthers their scope for decision making and boundaries. Like the rule of law, bureaucracy

seeks to protect employees from unfair judgment or treatment by their seniors who may affect their

work. As such is essential to note that Max Weber introduced administration to the world, and

with time, the whole world has learned to implement the theory and bore fruits.

References

Berry, Christopher R., and Jacob E. Gersen. 2010. "Agency Spending and Political Control Of

Haldor Byrkjeflot, Fredrick Engelstad. 2018. Bureaucracy and Society in Transition:

Comparative Perspectives. Bingley: Emerald Group Publishing.

Mises, Ludwig Von. 2017. Bureaucracy. Amazon: David Rehak.

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