Bureaucracies and corporations
•Download as PPT, PDF•
0 likes•919 views
Max Weber noted that bureaucracies aim to maximize efficiency through hierarchies with tasks flowing downward and accountability upward. Bureaucracies also divide labor into specific tasks, use written rules and communications, and view individuals as impersonally replaceable. Over time, bureaucracies may replace their original goals with new ones like the March of Dimes shifting to focus on other causes after developing a vaccine for polio. Weber predicted bureaucracies would come to dominate social life due to their powerful organizational structure.
Report
Share
Report
Share
Recommended
Pontefract
The document discusses building an engaged "flat army", which refers to an organization with no hierarchy where people share common aims. It suggests that organizations become too rigid with rules and lose engagement, and that the most admired organizations put their people first. Successful modern organizations ditch hierarchies in favor of a collaborative culture where everyone works towards a common purpose. The document provides frameworks for flat leadership that focuses on openness, collaboration, participation, pervasive learning, and technology to connect people.
Empowering Agile Self-Organized Teams with Design Thinking
Video and slides synchronized, mp3 and slide download available at URL https://bit.ly/2EyA2RM.
William Evans covers the key principles and practices of design thinking and how it can be leveraged by agile teams to collaboratively test new options and create new value. He presents a case study of how an infrastructure engineering team learned the key practices of design thinking to reduce the lead time for delivering services and systems. Filmed at qconnewyork.com.
William Evans explores the convergence of practice and theory using Lean, Design Thinking, Theory of Constraints, and Service Design with global enterprises from NYC to Berlin to Singapore. He works with a select group of clients undergoing Lean and Agile transformations across the entire organization.
Collaborative Balloons!
This document discusses leadership and collaborative work environments. It emphasizes engaging all employees and making decisions openly with shared responsibility. It contrasts "Orwellian" and "Kafkaesque" metaphors representing totalitarian control versus bureaucratic indifference. It argues that solutions require altering relationships between people and institutions to reduce feelings of helplessness. Leaders should recognize problems, acknowledge them, achieve shared understanding, and empower people through a series of small acts.
Bye-bye Management! Keynote from Niels Pflaeging at Agile Tour 2013 (Vilnius/LT)
This document discusses why management is becoming dispensable and how organizations will become more agile and decentralized. It argues that under the right conditions, people enjoy and are motivated by work, seek responsibility, and have creativity that is underused. Traditional hierarchical management structures are described as mechanical and dividing work from thinking. Alternative structures are proposed that integrate thinking and doing, are alive, and work with an outside-in perspective. The document advocates reinventing work for the current century by establishing principles like freedom to act, responsibility through connected cells rather than departments, leadership instead of management, and purpose-driven resource usage over status-oriented practices.
Organize for Complexity, part I (BetaCodex12)
This document discusses organizing principles for dealing with complexity in organizations. It begins by summarizing Frederick Taylor's principles of scientific management, which divided organizations into "thinkers" (managers) and "doers" (workers). This created three gaps: a functional gap due to division of labor, a time gap due to separation of thinking and doing, and a social gap due to hierarchical control. The document then discusses the difference between complicated and complex systems, noting that only human beings can effectively deal with complexity. It argues organizations should move from command-and-control "Alpha" principles to self-organizing "Beta" principles based on cross-functional teams with transparency, peer pressure and shared goals. The key is empowering teams
Introduction to Holacracy
Holacracy® can be described as an ‘operating system’ for organizations. An alternative for the traditional hierarchy. It supports purpose-driven organizations with structured and efficient meetings, clarity on roles and how decisions are made and how power is distributed. With Holacracy anyone from anywhere in the organization can rapidly process any tension into positive change. It’s an agile approach to organizational governance and development.
Org Physics- Explained (white paper)
our attempt to develop a more
This document summarizes the three structures that comprise every organization: informal structure, value creation structure, and formal structure. It explains that informal structure naturally arises from social interactions, value creation structure is how the organization generates value externally, and formal structure is typically depicted as hierarchical boxes but actually hinders value creation. Most organizations ineffectively dedicate too much energy to formal structure and not enough to the other two structures. True organizational transformation requires refocusing energy on informal and value creation structures while reducing reliance on formal structure.
Org Physics in Follett's words (BetaCodex18)
The three organizational structures, powers & leaderships: A closer look.
BetaCodex Network white paper No. 18, authored by Niels Pflaeging and Silke Hermann.
Recommended
Pontefract
The document discusses building an engaged "flat army", which refers to an organization with no hierarchy where people share common aims. It suggests that organizations become too rigid with rules and lose engagement, and that the most admired organizations put their people first. Successful modern organizations ditch hierarchies in favor of a collaborative culture where everyone works towards a common purpose. The document provides frameworks for flat leadership that focuses on openness, collaboration, participation, pervasive learning, and technology to connect people.
Empowering Agile Self-Organized Teams with Design Thinking
Video and slides synchronized, mp3 and slide download available at URL https://bit.ly/2EyA2RM.
William Evans covers the key principles and practices of design thinking and how it can be leveraged by agile teams to collaboratively test new options and create new value. He presents a case study of how an infrastructure engineering team learned the key practices of design thinking to reduce the lead time for delivering services and systems. Filmed at qconnewyork.com.
William Evans explores the convergence of practice and theory using Lean, Design Thinking, Theory of Constraints, and Service Design with global enterprises from NYC to Berlin to Singapore. He works with a select group of clients undergoing Lean and Agile transformations across the entire organization.
Collaborative Balloons!
This document discusses leadership and collaborative work environments. It emphasizes engaging all employees and making decisions openly with shared responsibility. It contrasts "Orwellian" and "Kafkaesque" metaphors representing totalitarian control versus bureaucratic indifference. It argues that solutions require altering relationships between people and institutions to reduce feelings of helplessness. Leaders should recognize problems, acknowledge them, achieve shared understanding, and empower people through a series of small acts.
Bye-bye Management! Keynote from Niels Pflaeging at Agile Tour 2013 (Vilnius/LT)
This document discusses why management is becoming dispensable and how organizations will become more agile and decentralized. It argues that under the right conditions, people enjoy and are motivated by work, seek responsibility, and have creativity that is underused. Traditional hierarchical management structures are described as mechanical and dividing work from thinking. Alternative structures are proposed that integrate thinking and doing, are alive, and work with an outside-in perspective. The document advocates reinventing work for the current century by establishing principles like freedom to act, responsibility through connected cells rather than departments, leadership instead of management, and purpose-driven resource usage over status-oriented practices.
Organize for Complexity, part I (BetaCodex12)
This document discusses organizing principles for dealing with complexity in organizations. It begins by summarizing Frederick Taylor's principles of scientific management, which divided organizations into "thinkers" (managers) and "doers" (workers). This created three gaps: a functional gap due to division of labor, a time gap due to separation of thinking and doing, and a social gap due to hierarchical control. The document then discusses the difference between complicated and complex systems, noting that only human beings can effectively deal with complexity. It argues organizations should move from command-and-control "Alpha" principles to self-organizing "Beta" principles based on cross-functional teams with transparency, peer pressure and shared goals. The key is empowering teams
Introduction to Holacracy
Holacracy® can be described as an ‘operating system’ for organizations. An alternative for the traditional hierarchy. It supports purpose-driven organizations with structured and efficient meetings, clarity on roles and how decisions are made and how power is distributed. With Holacracy anyone from anywhere in the organization can rapidly process any tension into positive change. It’s an agile approach to organizational governance and development.
Org Physics- Explained (white paper)
our attempt to develop a more
This document summarizes the three structures that comprise every organization: informal structure, value creation structure, and formal structure. It explains that informal structure naturally arises from social interactions, value creation structure is how the organization generates value externally, and formal structure is typically depicted as hierarchical boxes but actually hinders value creation. Most organizations ineffectively dedicate too much energy to formal structure and not enough to the other two structures. True organizational transformation requires refocusing energy on informal and value creation structures while reducing reliance on formal structure.
Org Physics in Follett's words (BetaCodex18)
The three organizational structures, powers & leaderships: A closer look.
BetaCodex Network white paper No. 18, authored by Niels Pflaeging and Silke Hermann.
Socialization into the self, mind and emotions
Socialization plays a large role in human development and determining traits and abilities. While heredity sets limits, socialization can enhance or limit potential. Children learn social skills and develop a sense of self through interactions with others and learning to take the perspectives of other people. Cognitive development progresses through stages from basic imitation and sensory understanding to more advanced abstract thinking. Personality is also shaped through socialization as children learn appropriate behaviors and ways of relating to the social world from parents and society.
Social groups
1. The document discusses different types of social groups and social ties. It defines primary groups as small, intimate groups like family and close friends that provide a strong sense of belonging. Secondary groups are larger and more impersonal, based on a shared interest or activity.
2. Reference groups are those we compare ourselves to but may not belong to. In-groups are those we feel loyalty to, while out-groups help reinforce loyalty to the in-group. Social networks link people through various social connections.
3. The document suggests classifying one's Facebook friends into these different social categories like primary group, secondary group, in-group, and reference group to analyze the strength of different social ties.
Socialization through the life course
The document discusses the different life stages from childhood through older adulthood. It notes that as individuals pass through each stage, their behaviors and attitudes change to reflect social expectations. Additionally, one's socioeconomic status influences their life course. The document then provides details on the expectations and challenges specific to certain age groups, such as children, teenagers, young adults, midlife adults, and older adults.
Socialization
Socialization plays a large role in human development and determining traits and abilities. While heredity sets limits, socialization can enhance or limit potential. Children learn social skills and develop a sense of self through interactions with others and learning to take the perspectives of other people. Cognitive development progresses through stages from basic imitation and sensory understanding to more advanced abstract thinking. Personality forms as the id, ego, and superego develop in response to social and environmental influences. Overall, socialization is a major factor in shaping human nature and transforming innate potential into achieved characteristics and behaviors.
Sociological perspectives
This document discusses different sociological perspectives for understanding society, including functionalism, conflict theory, feminist theory, and symbolic interactionism. It provides examples of how each perspective views social order, conflict, and interactions between individuals and groups in society.
Socialization and gender
Society nudges boys and girls into separate directions from a young age by expecting different behaviors from them based on their gender, influencing them to follow a "gender map" of appropriate roles. Parents are the first to show children this gender map through their subtle behaviors like the toys they buy and expectations they have, with studies finding mothers reward female passivity and male independence. As children grow, their peers and mass media further reinforce societal gender norms and expectations.
Agents of socialization
Family, neighborhood, religion, day care, school, peer groups, sports, and the workplace are the main agents of socialization that influence people's behaviors, attitudes, and self-concept from a young age. Later in life, resocialization may occur when taking on new roles or environments that require learning new norms, such as entering a total institution like the military, prison, or religious orders that aim to replace a person's former identity.
Правильный контент для сайтов строительной тематики
Презентация семинара для строительных компаний Минска. Август 2014.
Текстовый контент для интернет-магазинов. 15.09.15
Лекция Школы вебмастеров Яндекса (https://academy.yandex.ru/events/webmasters_school/yawebm2015/). Рассказываю о контенте интернет-магазинов, разбираю примеры.
Utsp virtual lab (desktop version)
study of basic workflow of any transportation planning s/w and incorporate the features into UTSP virtual lab at II Bombay
2015 год в хайку и сэнрю. Катерина Ерошина
От января до января. Хайку и сэнрю, написанные в Фейсбук. Путевые заметки, житейские наблюдения, просто хайку. 141 чистое ощущение.
Почему вам не нужен контент-маркетинг
Доклад на All in Top Conf 2016. История о том, что ждет SEO-студии, которые хотят делать клиентский контент-маркетинг. Какие трудности ждут на этом пути и как делать правильно.
Individual emotions
This document summarizes 20 individual emotions categorized into three sections: basic emotions, self-conscious emotions, and cognitively complex emotions. For each emotion, the summary provides a brief description of what causes the emotion and its evolutionary function based on the source text by Reeve (2015). The basic emotions include fear, anger, disgust, sadness, joy, interest, and contempt. The self-conscious emotions include shame, guilt, embarrassment, pride, and triumph. The cognitively complex emotions include envy, gratitude, disappointment, regret, hope, schadenfreude, empathy, and compassion. Images are provided as examples to illustrate some of the emotions.
Emotions
This document discusses emotions from several perspectives. It defines emotions as complex psychological phenomena involving feelings, expressions, and physiological arousal. Emotions are divided into primary emotions like love, joy, and fear, and secondary emotions like passion and irritation. Positive emotions include hope and confidence, while negative emotions include exhaustion and panic. Theories of emotion like the Cannon-Bard theory and James-Lange theory describe the relationship between physiological arousal and emotional experience. Emotional intelligence involves perceiving, reasoning with, understanding, and managing emotions.
Organisational behaviour
Organizational behavior is the study of how individuals and groups act within organizations. It examines topics like motivation, leadership, and communication. Some important early contributors to the field include F.W. Taylor with scientific management, Mary Parker Follett focusing on the human side of organizations, and the Hawthorne Studies which found the Hawthorne Effect. Personality refers to an individual's unique characteristics and traits. Factors like heredity, environment, and self-concept influence personality. Personality can be understood using dimensions like extraversion, agreeableness, conscientiousness, emotional stability, and openness. Locus of control, authoritarianism, Machiavellianism, and self-monitoring are
GEN 325 4 managing culture at work
This document discusses organizational culture and how companies manage culture in the workplace. It defines organizational culture as the shared rules, values, and behaviors that govern how employees should think and act as members of an organization. Companies try to develop and transmit cultural elements like values through various symbols, language, and norms. While companies aim to exert control over employees through a strong culture, not all workers fully buy into the company's culture, and younger employees are becoming more cynical and willing to organize against perceived controls. Managing organizational culture effectively in modern diverse workforces and the gig economy poses ongoing challenges for companies.
Social groups and organizations
This document summarizes different types of social groups and organizations. It discusses primary and secondary groups, with primary groups consisting of close friends and family and secondary groups being larger and more impersonal. It also outlines three types of group leadership: instrumental which focuses on tasks, expressive which focuses on member well-being, and laissez-faire which allows the group to function independently. Formal organizations are discussed including bureaucracies which aim for efficiency but can dehumanize and create inefficiency. The McDonaldization theory is briefly summarized which proposes that rationalization can be irrational and dehumanizing by prioritizing efficiency, calculability, uniformity and control.
Chapter 4, Section 5 Soc
The document discusses the structure of formal organizations and bureaucracies. It defines a formal organization as a large, complex group established to achieve specific goals, and a bureaucracy as having a ranked authority structure operating according to specific rules and procedures. Bureaucracies were created to rationally organize groups to complete goals. Weber's model of bureaucracies includes division of labor, clear lines of authority and responsibility, employment based on qualifications, and rules and regulations that define roles and promote order. The document questions whether relationships within bureaucracies are impersonal, and how effectively bureaucracies achieve their original goals over time.
More Related Content
Viewers also liked
Socialization into the self, mind and emotions
Socialization plays a large role in human development and determining traits and abilities. While heredity sets limits, socialization can enhance or limit potential. Children learn social skills and develop a sense of self through interactions with others and learning to take the perspectives of other people. Cognitive development progresses through stages from basic imitation and sensory understanding to more advanced abstract thinking. Personality is also shaped through socialization as children learn appropriate behaviors and ways of relating to the social world from parents and society.
Social groups
1. The document discusses different types of social groups and social ties. It defines primary groups as small, intimate groups like family and close friends that provide a strong sense of belonging. Secondary groups are larger and more impersonal, based on a shared interest or activity.
2. Reference groups are those we compare ourselves to but may not belong to. In-groups are those we feel loyalty to, while out-groups help reinforce loyalty to the in-group. Social networks link people through various social connections.
3. The document suggests classifying one's Facebook friends into these different social categories like primary group, secondary group, in-group, and reference group to analyze the strength of different social ties.
Socialization through the life course
The document discusses the different life stages from childhood through older adulthood. It notes that as individuals pass through each stage, their behaviors and attitudes change to reflect social expectations. Additionally, one's socioeconomic status influences their life course. The document then provides details on the expectations and challenges specific to certain age groups, such as children, teenagers, young adults, midlife adults, and older adults.
Socialization
Socialization plays a large role in human development and determining traits and abilities. While heredity sets limits, socialization can enhance or limit potential. Children learn social skills and develop a sense of self through interactions with others and learning to take the perspectives of other people. Cognitive development progresses through stages from basic imitation and sensory understanding to more advanced abstract thinking. Personality forms as the id, ego, and superego develop in response to social and environmental influences. Overall, socialization is a major factor in shaping human nature and transforming innate potential into achieved characteristics and behaviors.
Sociological perspectives
This document discusses different sociological perspectives for understanding society, including functionalism, conflict theory, feminist theory, and symbolic interactionism. It provides examples of how each perspective views social order, conflict, and interactions between individuals and groups in society.
Socialization and gender
Society nudges boys and girls into separate directions from a young age by expecting different behaviors from them based on their gender, influencing them to follow a "gender map" of appropriate roles. Parents are the first to show children this gender map through their subtle behaviors like the toys they buy and expectations they have, with studies finding mothers reward female passivity and male independence. As children grow, their peers and mass media further reinforce societal gender norms and expectations.
Agents of socialization
Family, neighborhood, religion, day care, school, peer groups, sports, and the workplace are the main agents of socialization that influence people's behaviors, attitudes, and self-concept from a young age. Later in life, resocialization may occur when taking on new roles or environments that require learning new norms, such as entering a total institution like the military, prison, or religious orders that aim to replace a person's former identity.
Правильный контент для сайтов строительной тематики
Презентация семинара для строительных компаний Минска. Август 2014.
Текстовый контент для интернет-магазинов. 15.09.15
Лекция Школы вебмастеров Яндекса (https://academy.yandex.ru/events/webmasters_school/yawebm2015/). Рассказываю о контенте интернет-магазинов, разбираю примеры.
Utsp virtual lab (desktop version)
study of basic workflow of any transportation planning s/w and incorporate the features into UTSP virtual lab at II Bombay
2015 год в хайку и сэнрю. Катерина Ерошина
От января до января. Хайку и сэнрю, написанные в Фейсбук. Путевые заметки, житейские наблюдения, просто хайку. 141 чистое ощущение.
Почему вам не нужен контент-маркетинг
Доклад на All in Top Conf 2016. История о том, что ждет SEO-студии, которые хотят делать клиентский контент-маркетинг. Какие трудности ждут на этом пути и как делать правильно.
Individual emotions
This document summarizes 20 individual emotions categorized into three sections: basic emotions, self-conscious emotions, and cognitively complex emotions. For each emotion, the summary provides a brief description of what causes the emotion and its evolutionary function based on the source text by Reeve (2015). The basic emotions include fear, anger, disgust, sadness, joy, interest, and contempt. The self-conscious emotions include shame, guilt, embarrassment, pride, and triumph. The cognitively complex emotions include envy, gratitude, disappointment, regret, hope, schadenfreude, empathy, and compassion. Images are provided as examples to illustrate some of the emotions.
Emotions
This document discusses emotions from several perspectives. It defines emotions as complex psychological phenomena involving feelings, expressions, and physiological arousal. Emotions are divided into primary emotions like love, joy, and fear, and secondary emotions like passion and irritation. Positive emotions include hope and confidence, while negative emotions include exhaustion and panic. Theories of emotion like the Cannon-Bard theory and James-Lange theory describe the relationship between physiological arousal and emotional experience. Emotional intelligence involves perceiving, reasoning with, understanding, and managing emotions.
Viewers also liked (18)
Правильный контент для сайтов строительной тематики
Правильный контент для сайтов строительной тематики
Текстовый контент для интернет-магазинов. 15.09.15
Текстовый контент для интернет-магазинов. 15.09.15
Similar to Bureaucracies and corporations
Organisational behaviour
Organizational behavior is the study of how individuals and groups act within organizations. It examines topics like motivation, leadership, and communication. Some important early contributors to the field include F.W. Taylor with scientific management, Mary Parker Follett focusing on the human side of organizations, and the Hawthorne Studies which found the Hawthorne Effect. Personality refers to an individual's unique characteristics and traits. Factors like heredity, environment, and self-concept influence personality. Personality can be understood using dimensions like extraversion, agreeableness, conscientiousness, emotional stability, and openness. Locus of control, authoritarianism, Machiavellianism, and self-monitoring are
GEN 325 4 managing culture at work
This document discusses organizational culture and how companies manage culture in the workplace. It defines organizational culture as the shared rules, values, and behaviors that govern how employees should think and act as members of an organization. Companies try to develop and transmit cultural elements like values through various symbols, language, and norms. While companies aim to exert control over employees through a strong culture, not all workers fully buy into the company's culture, and younger employees are becoming more cynical and willing to organize against perceived controls. Managing organizational culture effectively in modern diverse workforces and the gig economy poses ongoing challenges for companies.
Social groups and organizations
This document summarizes different types of social groups and organizations. It discusses primary and secondary groups, with primary groups consisting of close friends and family and secondary groups being larger and more impersonal. It also outlines three types of group leadership: instrumental which focuses on tasks, expressive which focuses on member well-being, and laissez-faire which allows the group to function independently. Formal organizations are discussed including bureaucracies which aim for efficiency but can dehumanize and create inefficiency. The McDonaldization theory is briefly summarized which proposes that rationalization can be irrational and dehumanizing by prioritizing efficiency, calculability, uniformity and control.
Chapter 4, Section 5 Soc
The document discusses the structure of formal organizations and bureaucracies. It defines a formal organization as a large, complex group established to achieve specific goals, and a bureaucracy as having a ranked authority structure operating according to specific rules and procedures. Bureaucracies were created to rationally organize groups to complete goals. Weber's model of bureaucracies includes division of labor, clear lines of authority and responsibility, employment based on qualifications, and rules and regulations that define roles and promote order. The document questions whether relationships within bureaucracies are impersonal, and how effectively bureaucracies achieve their original goals over time.
201.09 interaction, groups and organizations
This document discusses types of social interaction and groups, including primary and secondary groups. It also covers group leadership styles, reference groups, and the effects of group size. Additionally, it summarizes formal organizations and bureaucracies, including their characteristics and problems. Key points include the different types of social interaction, primary groups being small and enduring versus secondary being large and impersonal, and the six characteristics of bureaucracies according to Max Weber.
Bureaucracy and formal organizations chapt 7 ss
The document discusses rationalization of society and the rise of formal organizations and bureaucracies. It describes how Karl Marx and Max Weber viewed the shift from traditional ways of thinking to an emphasis on efficiency. Formal organizations are designed to achieve objectives through a bureaucratic structure with hierarchies, rules, and impersonality. However, bureaucracies can lead to issues like alienation and inefficiency. Attempts have been made to humanize corporate culture and address diversity, but conflicts remain. New technologies also allow greater control and monitoring of workers.
201.09 Interaction, Groups and organizatios.ppt
This document discusses various topics related to social interaction, groups, organizations, and bureaucracy. It begins by defining different types of social interaction such as exchange, cooperation, competition, conflict, and coercion. It then examines components of interaction like roles, status, networks, and exchange theory. The document outlines different types of groups including primary groups, secondary groups, and reference groups. It also looks at group leadership styles, decision-making processes, conformity, and characteristics of in-groups and out-groups. Formal organizations and bureaucracies are analyzed in terms of their structures, goals, and problems. Key aspects of bureaucracies like specialization, rules, and impersonality are highlighted.
Managing change for the next generation organization
Roberts Golden's take on what it will take to make change and drive collaboration in the new enterprise.
ch 7 groups (1).ppt
Primary groups are small, personal groups like family and friends that provide lasting relationships and assistance. Secondary groups are large, impersonal groups focused on goals and activities like work organizations. Formal organizations are large secondary groups organized efficiently to achieve goals through specialization, hierarchy, rules, and impersonality. However, bureaucracies can become inefficient, dehumanizing, and resistant to change over time. New challenges include increasing diversity and flexible team-based models.
Bureaucratic managemet hkb
Max Weber developed the theory of bureaucratic management based on rational-legal authority. Key aspects include a hierarchy with clearly defined roles and specialization of tasks. Rules and standard operating procedures ensure uniformity and predictability. Selection and promotion are based on merit rather than nepotism. While bureaucracy can be efficient, it is also criticized for being rigid, resistant to change, and prone to goal displacement and empire building.
organizational behavior presentation on self improvement very advanced
This document discusses several key concepts related to group behavior, including:
1) Social identity theory proposes that people derive self-esteem from their group membership and performance. Groups help reduce uncertainty about identity and appropriate behavior.
2) Groups generally progress through forming, storming, norming, performing, and adjourning stages of development, though temporary groups may follow a punctuated equilibrium model.
3) Important group properties that shape member behavior include roles, norms, status, size, cohesiveness, and diversity. Norms establish acceptable group standards and strongly influence performance.
Leiderschap, gedrag en verandering in de wereld van Het Nieuwe Werken
The document discusses challenges of new ways of working including managing expectations, focusing too much on control, and top-down leadership styles. It covers concepts like adaptive leadership, organizational roles, work without boundaries, and emerging views of leadership as a social process. New organizational models are proposed that move from hierarchies to integrated networks.
Community Organizing Remix
This document summarizes a presentation on community organizing in the 21st century using network organizing principles and tools. The presentation discusses defining community organizing and different types of organizing. It introduces network organizing as activating relationships through shared values to foster collaboration. Network organizing assumes power is shared and relationships can flatten hierarchies. The presentation contrasts the philosophies of traditional organizing which views power as finite and change requiring confrontation, with network organizing which sees power as infinite and shared, and change emerging through creativity and collaboration. It discusses personal power based on individual strengths versus positional power from credentials.
Defining Legal Leadership
This document discusses defining legal leadership. It begins by noting that leadership involves envisioning goals and inspiring others to achieve them, but more specific behaviors are needed. Two models of leadership competencies and behaviors are described - the Birkman Behaviors model and the MRG Leadership Effectiveness model. Both models involve creating a vision, implementing plans, achieving results, and building teams. Choosing a model can help leaders develop themselves by identifying which competencies to improve.
Theories of organizational behaviour
Classical Organizational Theory, Neoclassical Organizational Theory, Contingency Theory, Systems Theory
Week2organisationalbehaviour 101004152531-phpapp01
This document provides an overview of key concepts in organizational behaviour. It discusses how OB studies individual and group behavior within organizations. The document outlines various influences on OB, including the individual, group, organization and external environment. It also summarizes three disciplines that contribute to OB: psychology, sociology and anthropology. Additionally, it presents and explains eight metaphors for organizations developed by Morgan. The document concludes by discussing the psychological contract between employees and organizations and the importance of balance.
GROUP AND GROUP DYNAMICS
A group can be defined as two or more interacting individuals who come together to achieve common objectives. There are formal and informal groups. Formal groups include command groups and interest groups, while informal groups include task groups and friendship groups. People join groups for reasons like security, self-esteem, affiliation, power, and goal achievement. Key properties that define groups are roles, norms, status, diversity, size, and cohesiveness.
3 organizational-psychology
Organizational psychology focuses on diagnosing and solving organizational problems by studying relationships within and between organizations. It examines how social concepts like organizations and work teams influence employee behavior. Organizational psychologists apply psychological principles to human resources issues like hiring, training, and feedback. They aim to improve employee performance and efficiency through an understanding of human functioning in the workplace.
Bureaucracy .pptx
Here's my presentation slides on bureaucracy and its characteristics. Besides, pros and cons of bureaucratic system are also discussed.
Bureaucracy bureaucratic administration
Bureaucracy is a form of organization characterized by an emphasis on following standard rules, a systematic division of labor, a hierarchical principle, and rational administration. Max Weber identified bureaucracy as a system where positions are earned based on one's capabilities. However, bureaucracies can also lead to overconformity to rules, buck-passing, and an inability to satisfy mature individuals due to their rigid structures.
Similar to Bureaucracies and corporations (20)
Managing change for the next generation organization
Managing change for the next generation organization
organizational behavior presentation on self improvement very advanced
organizational behavior presentation on self improvement very advanced
Leiderschap, gedrag en verandering in de wereld van Het Nieuwe Werken
Leiderschap, gedrag en verandering in de wereld van Het Nieuwe Werken
Week2organisationalbehaviour 101004152531-phpapp01
Week2organisationalbehaviour 101004152531-phpapp01
Recently uploaded
Wound healing PPT
This document provides an overview of wound healing, its functions, stages, mechanisms, factors affecting it, and complications.
A wound is a break in the integrity of the skin or tissues, which may be associated with disruption of the structure and function.
Healing is the body’s response to injury in an attempt to restore normal structure and functions.
Healing can occur in two ways: Regeneration and Repair
There are 4 phases of wound healing: hemostasis, inflammation, proliferation, and remodeling. This document also describes the mechanism of wound healing. Factors that affect healing include infection, uncontrolled diabetes, poor nutrition, age, anemia, the presence of foreign bodies, etc.
Complications of wound healing like infection, hyperpigmentation of scar, contractures, and keloid formation.
Philippine Edukasyong Pantahanan at Pangkabuhayan (EPP) Curriculum
(𝐓𝐋𝐄 𝟏𝟎𝟎) (𝐋𝐞𝐬𝐬𝐨𝐧 𝟏)-𝐏𝐫𝐞𝐥𝐢𝐦𝐬
𝐃𝐢𝐬𝐜𝐮𝐬𝐬 𝐭𝐡𝐞 𝐄𝐏𝐏 𝐂𝐮𝐫𝐫𝐢𝐜𝐮𝐥𝐮𝐦 𝐢𝐧 𝐭𝐡𝐞 𝐏𝐡𝐢𝐥𝐢𝐩𝐩𝐢𝐧𝐞𝐬:
- Understand the goals and objectives of the Edukasyong Pantahanan at Pangkabuhayan (EPP) curriculum, recognizing its importance in fostering practical life skills and values among students. Students will also be able to identify the key components and subjects covered, such as agriculture, home economics, industrial arts, and information and communication technology.
𝐄𝐱𝐩𝐥𝐚𝐢𝐧 𝐭𝐡𝐞 𝐍𝐚𝐭𝐮𝐫𝐞 𝐚𝐧𝐝 𝐒𝐜𝐨𝐩𝐞 𝐨𝐟 𝐚𝐧 𝐄𝐧𝐭𝐫𝐞𝐩𝐫𝐞𝐧𝐞𝐮𝐫:
-Define entrepreneurship, distinguishing it from general business activities by emphasizing its focus on innovation, risk-taking, and value creation. Students will describe the characteristics and traits of successful entrepreneurs, including their roles and responsibilities, and discuss the broader economic and social impacts of entrepreneurial activities on both local and global scales.
Benner "Expanding Pathways to Publishing Careers"
This presentation was provided by Rebecca Benner, Ph.D., of the American Society of Anesthesiologists, for the second session of NISO's 2024 Training Series "DEIA in the Scholarly Landscape." Session Two: 'Expanding Pathways to Publishing Careers,' was held June 13, 2024.
BÀI TẬP DẠY THÊM TIẾNG ANH LỚP 7 CẢ NĂM FRIENDS PLUS SÁCH CHÂN TRỜI SÁNG TẠO ...
BÀI TẬP DẠY THÊM TIẾNG ANH LỚP 7 CẢ NĂM FRIENDS PLUS SÁCH CHÂN TRỜI SÁNG TẠO ...Nguyen Thanh Tu Collection
https://app.box.com/s/qhtvq32h4ybf9t49ku85x0n3xl4jhr15A Visual Guide to 1 Samuel | A Tale of Two Hearts
These slides walk through the story of 1 Samuel. Samuel is the last judge of Israel. The people reject God and want a king. Saul is anointed as the first king, but he is not a good king. David, the shepherd boy is anointed and Saul is envious of him. David shows honor while Saul continues to self destruct.
How to Setup Warehouse & Location in Odoo 17 Inventory
In this slide, we'll explore how to set up warehouses and locations in Odoo 17 Inventory. This will help us manage our stock effectively, track inventory levels, and streamline warehouse operations.
How to deliver Powerpoint Presentations.pptx
"How to make and deliver dynamic presentations by making it more interactive to captivate your audience attention"
Beyond Degrees - Empowering the Workforce in the Context of Skills-First.pptx
Iván Bornacelly, Policy Analyst at the OECD Centre for Skills, OECD, presents at the webinar 'Tackling job market gaps with a skills-first approach' on 12 June 2024
The History of Stoke Newington Street Names
Presented at the Stoke Newington Literary Festival on 9th June 2024
www.StokeNewingtonHistory.com
Pengantar Penggunaan Flutter - Dart programming language1.pptx
Pengantar Penggunaan Flutter - Dart programming language1.pptx
BIOLOGY NATIONAL EXAMINATION COUNCIL (NECO) 2024 PRACTICAL MANUAL.pptx
Practical manual for National Examination Council, Nigeria.
Contains guides on answering questions on the specimens provided
Temple of Asclepius in Thrace. Excavation results
The temple and the sanctuary around were dedicated to Asklepios Zmidrenus. This name has been known since 1875 when an inscription dedicated to him was discovered in Rome. The inscription is dated in 227 AD and was left by soldiers originating from the city of Philippopolis (modern Plovdiv).
BÀI TẬP BỔ TRỢ TIẾNG ANH 8 CẢ NĂM - GLOBAL SUCCESS - NĂM HỌC 2023-2024 (CÓ FI...
BÀI TẬP BỔ TRỢ TIẾNG ANH 8 CẢ NĂM - GLOBAL SUCCESS - NĂM HỌC 2023-2024 (CÓ FI...Nguyen Thanh Tu Collection
https://app.box.com/s/y977uz6bpd3af4qsebv7r9b7s21935vdGender and Mental Health - Counselling and Family Therapy Applications and In...
A proprietary approach developed by bringing together the best of learning theories from Psychology, design principles from the world of visualization, and pedagogical methods from over a decade of training experience, that enables you to: Learn better, faster!
Recently uploaded (20)
Philippine Edukasyong Pantahanan at Pangkabuhayan (EPP) Curriculum
Philippine Edukasyong Pantahanan at Pangkabuhayan (EPP) Curriculum
BÀI TẬP DẠY THÊM TIẾNG ANH LỚP 7 CẢ NĂM FRIENDS PLUS SÁCH CHÂN TRỜI SÁNG TẠO ...
BÀI TẬP DẠY THÊM TIẾNG ANH LỚP 7 CẢ NĂM FRIENDS PLUS SÁCH CHÂN TRỜI SÁNG TẠO ...
Film vocab for eal 3 students: Australia the movie
Film vocab for eal 3 students: Australia the movie
How to Setup Warehouse & Location in Odoo 17 Inventory
How to Setup Warehouse & Location in Odoo 17 Inventory
Beyond Degrees - Empowering the Workforce in the Context of Skills-First.pptx
Beyond Degrees - Empowering the Workforce in the Context of Skills-First.pptx
Pengantar Penggunaan Flutter - Dart programming language1.pptx
Pengantar Penggunaan Flutter - Dart programming language1.pptx
BIOLOGY NATIONAL EXAMINATION COUNCIL (NECO) 2024 PRACTICAL MANUAL.pptx
BIOLOGY NATIONAL EXAMINATION COUNCIL (NECO) 2024 PRACTICAL MANUAL.pptx
BÀI TẬP BỔ TRỢ TIẾNG ANH 8 CẢ NĂM - GLOBAL SUCCESS - NĂM HỌC 2023-2024 (CÓ FI...
BÀI TẬP BỔ TRỢ TIẾNG ANH 8 CẢ NĂM - GLOBAL SUCCESS - NĂM HỌC 2023-2024 (CÓ FI...
Gender and Mental Health - Counselling and Family Therapy Applications and In...
Gender and Mental Health - Counselling and Family Therapy Applications and In...
Bureaucracies and corporations
- 2. • A type of organization whose goal is to maximize efficiency and results- Noted by Max Weber • Characteristics: – Hierarchy with assignments flowing downward and accountability flowing upward – Division of labor- each worker has a specific task – Written rules – Written communications and records-memos – Impersonality- individual is not important, you are replaceable • Once they exist they tend to perpetuate themselves by replacing old goals for new ones- GOAL DISPLACEMENT • Example: March of Dimes-original goal to fight polio, changed goal after Jonas Salk discover vaccine
- 3. Webster predicted the bureaucracies would dominate social life because they are a powerful form of social organization Calledthis processed the rationalization of society
- 4. Red Tape: A Rule is a Rule So bound by rules that the results can defy logic Bureaucratic Alienation Workers begin to feel like objects rather than people Resisting Alienation Form primary groups at work Corral around the water cooler Decorate their cubicles Peter principle- people are promoted to their level of incompetence
- 5. People who “have what it takes” to get ahead are put on the fast track for promotions Work harder, more committed to the company Others who don’t look or act like corporate leaders are given fewer opportunities This hidden values remain unseen • Females and minorities don’t match the hidden values and are treated differently