Question

Classical Organizational Theory deals with the “systematic processes necessary to make bureaucracy more efficient and effective.” Name three scholars that are credited with the development of classical organization thought that most correctly fit into this definition of Classical Organizational Theory. What were the basic arguments articulated by each in their contributions to the development of Classical Organizational Theory?

Answer 1

The classical organizations' theory was focused on making work more efficient and effective. The major contributors to classical theory propagated scientific management theory and the administrative management theory. The classical management theorists are those who thought of creating a systematic and scientific process to make bureaucracy more efficient and effective. The three scholars credited with the development of classical organization theory are:

1. Henri Fayol-Theory of classical management
2. Fredrick Taylor's- Theory of scientific management
3. Max Weber-Theory of bureaucracy

Henri Fayol-Theory of classical management

Henri’s theory of classical management discusses how the management interacts with the personnel. The theory is considered effective by the business community to manage their team effectively. Henri’s theory includes 14 principles of management from these the five basic ways to interact with the personnel is as follows:

1. Planning: Management must plan each aspect of the business process.
2. Organizing: Fayol stated that in addition to the manufacturing process the management should ensure all resources are available at a particular time of production.
3. Commanding: The managements should guide and direct the personnel.
4. Coordinating: The team members should work effectively in a coordinated manner
5. Controlling: The management should ensure and evaluate that instructions are being followed.

Fredrick Taylor's theory of scientific management

Fredrick Taylor felt that to motivate the personnel and to make them more efficient it was necessary to reward them for achieving the desired productivity. He felt the principal objective was to get maximum prosperity for both the employer and the employee. He also meant that maximum prosperity should not be just for the management or the employee but to each aspect of the business to ensure permanent prosperity. The four principals of Fredrick Taylor theory are as follows:

1. Break down tasks into subtasks: Rather than assign a task to one individual. The tasks should be broken into sub-tasks and divided among the employees. It improves efficiency levels as each individual knows his role.
2. Delegate roles and train the workers: The manager should assign the sub-tasks to the individuals with the right skill sets. The employes should be trained to perform the tasks efficiently.
3. Monitor the performance: The manager should monitor performance and ensure the task is completed. Since tasks are repetitive in nature incentives should be given to motivate the staff. The more efficient the worker the higher the payment.
4. Delegate the work between the employee and the manager: He believed in establishing a clear hierarchy based on efforts, skillset and drive. He also felt a three-level hierarchy would be efficient with top performers at the top. Each level should be given the exact work and responsibility. Top management will be respected if they have the right drive and skill set.

Max Weber-Theory of bureaucracy

Max theory of bureaucracy emphasizes strict rules and firm distribution of power. His theory focused on discipline and encouraged harsh measures to ensure efficiency in the organization. The key elements of his theory are as follows:

1. Clearly defined job roles: He felt the roles and responsibility should be assigned based on skillset. A clear hierarchy should be followed with top management having the highest power and they should give work to lower management and also control their activities. He was strictly against disrupting hierarchy. He discouraged creative thinking, collaboration or idea pitching.
2. Meticulous record keeping: He felts that the manager should keep note and track every incident, any laxity, any problems regularly. Each worker should also record their roles, their late coming, and any incidents properly. These notes could be used for future reference.
3. Hiring based on qualifications: He felt that the candidate with the most appropriate qualifications and skill set should be recruited without any nepotism or exceptions. The highest standard for the job should be considered. The attitude or the nature of indivudal would not be considered.
4. A work-based relationship only: He emphasized to keep the work totally professional with no personal discussion. He discouraged networking and collaborations or idea-sharing.

All three scholars felt that the organization should function like a machine and should be modeled after a machine.