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An organisation may be looked at as an assembly of people working together to accomplish common ends. This is done through the creative activity of procedures whereby persons strengths are brought together so that the sum attempts achieved is more than what person could accomplish if they worked independently. Organizations are by and large formed with the purpose of presenting goods or services to the consumers at a net income.

Harmonizing to Acker ( 1992 ) organisational theories reflect the practical concerns of those who formulate them and the organisational participants whose actions are described by the theories. Consequently, the theories are expected to steer organisational participants in their attempts to understand and command organisations. Therefore over the old ages, concern analysts, economic experts, and academic research workers have come up with several theories that attempt to explicate the kineticss of concern organisations. Harmonizing to Acker ( 1992 ) these kineticss include the ways in which organisations make determinations, distribute power and control, decide struggle, and promote or resist organisational alteration.

Background To Organization And Organization Theories... TOPICS SPECIFICALLY FOR YOU

Background to the Organization Theories

Harmonizing to Fagenson ( 1993 ) , the modern organisation theory is rooted in constructs developed during the beginnings of the Industrial Revolution in the late 1800s and early 1900s. The German sociologist Max Weber ( 1864-1920 ) believed that bureaucratisms, staffed by administrative officials, represented the ideal organisational signifier ( Fagenson, 1993 ) .In a nutshell, Weber ‘s theory was based on an impersonal attitude towards the people in the organisation. .

Henry Fayol is credited with placing strategic planning, staff enlisting, employee motive, and employee counsel ( with policies and processs ) as of import direction maps in making and nurturing a successful organisation.

Research workers became more concerned with human influences in the organisations in the 1930s. Fagenson ( 1993 ) points out that this development was influenced by several surveies that tended to put accent on the topographic point of human fulfilment in organisations. The most celebrated of these surveies was the Hawthorne Study which sought to find the correlativity between workplace conditions and productiveness. Incidental to this was the Abraham Maslow ‘s “ hierarchy of human demands ” theory which showed that people have different demands and that these demands change over clip ( Pfeffer, 1997 ) .

In the 1980s Theory Z, a blending of American and Nipponese direction patterns, received much attending. This was partly because Japan ‘ was seeing an betterment in its end product while the United States was sing fabrication troubles ( Hatch, 1997 ) .

Problems with the Organization Theory

The organisation theory is deemed to hold excluded some subdivisions of the society in a manner that might non be knowing but instead a short trip by the theoretician.Their failure to acknowledge the different classs of workers ( such as immigrants, adult females, lower caste and lower category ) was sick informed, though it appears to hold simplified their research, and given rise to a utile subdivision of cognition. This chunking together possibly made them to shut an oculus on some cardinal issues that characterize today ‘s workplace. This to the point that some analyst feel that the organisation theory in itself fails to turn to the existent issues as respects pull offing in today ‘s dynamic and complex environment.

The theory besides appears to hold excluded from its analysis the indignities of racism, disablement, sexism and ethnicities and other signifiers of favoritisms which to a greater extend forms the footing for assorted signifiers of subjugation. All signifiers of subjugation are life altering and take downing ( Hatch,1997 ) .In fact, those who found themselves on the receiving terminal are emotionally injured to the point that the lone option is to go forth or set up with the subjugation for deficiency of options. And yet though these signifiers of subjugation affect workers productiveness, the organisation theoreticians chose to disregard them. To them favoritism at the work topographic point was possibly a myth, and hence the sort of organisation they talked about might be mostly a theoretical account, particularly in today ‘s universe where favoritism at the topographic point of work has taken centre phase in public arguments steered by militants who are more concerned with human rights.

Today, the organisation theory is confronting assorted challenges, some of which tend to oppugn its pertinence in the current universe. For illustration, ( Acker ( 1992 ) doubts whether the Organization theory was of all time a affair of cognition. He goes in front to asseverate that the theories are all ‘figments of a past that is endangered today ‘ . Indeed, today ‘s organisation is a affair of seting into topographic point constructions so that one fits in the current universe. That means that you have to do a pick as to how you are traveling to populate and which manner of being you will follow. Therefore Pfeffer ( 1997 ) holds that an organisation theory can non be reduced to figures of cognition, position, paradigm or discourse. Pulling from this, it is possible to decode why some analysts look at the organisation theory as elitist and out of touch with the current universe.

Some analysts and minds hold the position that the organisation theory might be uncomplete in itself. Incomplete in the sense that some subdivisions of workers and the society have non been adequately covered or are wholly left out. So much to the extend that Pfeffer ( 1997 ) refers to organisation theory as ‘a mechanism for exclusion which has been really effectual at incorporation by inclusion ‘ .

Feminist Organization Theory

Organization theory has traditionally been constructed as non-gendered. Derrida ( 1981 ) holds that the theory is written through a male position, civilization and discourse besides adopting theories of empiricist philosophy, reason and hierarchy which are masculinized constructs. This gender blind facet of the organisation theory presents a colored image of the organisation.

Even in the behavior of the Hawthorne Studies and other empirical surveies that gave rise to the assorted organisation theories, it appears that the that the research workers were non cognizant of the possible effects of the sex of their topics on the result on the experiments ( Alvesson and Billing, 1997 ) .Again, Alvesson and Billing ( 1997 ) add that during the assorted experiments, intervention of work forces was really different with the manner adult females were treated. Hence the cover decisions derived tend to indicate to the fact that the demands of a adult female worker are the same as those of her male opposite number. This is unsound in the sense that two different persons with different social duties will pull different degrees of satisfaction from the same intervention.

A The organisation theory closes its eyes on the gender instability at the work topographic point. Acker ( 1992 ) argues that the huge bulk of organisations across the Earth is male-dominated and benefit males at the disbursal of females who work in them. In fact, the higher up the organisation you go, the fewer the figure of females you are likely to happen. This is a common observation in most organisations.

The grounds behind this are assorted, but one that comes out instantly are the, built-in inequalities in the society. This inequality goes down deep within our social values particularly as relates to the topographic point of the sexes. Unfortunately, this has besides translated into the trouble with the handiness of chances. That aside, even in the developed universe where adult females can be considered to be at par with their male opposite numbers because the societies are much more unfastened, Acker ( 1992 ) observes that there are “ glass ceiling ” which the upwards nomadic adult females are likely to slam their caputs into. This might be due to stereotypes at the work topographic point, but however, they make the ascend of adult females in the work topographic point hard.

Harmonizing to women’s rightists, to win in the male-dominated organisation, the female executive has to act more and more like a adult male ( Galbraith,1994 ) .This means that the adult female needs to be self-asserting, ambitious, and extremely competitory. In amount, a adult female has to work harder than her male co-workers if she hopes to be recognized. Besides, adult females are expected to pretermit household life by working long hours, and being ready to travel for concern trips even at short notice. Typically, the adult female becomes married to her occupation. Some people have besides noted that there is the being of “ tap neckband ghettoes ” in the occupation world. ( Galbraith,1994 ) . These are occupations which Galbraith ( 1994 ) refers to as low-paying, low prestigiousness, impermanent, unstable or dead terminal and which is largely reserved for adult females. And yet the organisation theories have been mum over these patterns. Infact, all workers are treated as equal and there is no differentiation on how the genders should be handled, if merely to acquire the best out of them, without needfully leaning the graduated tables to the disadvantage of some.

In position of the above scenario, some extremist women’s rightists have argued for the puting up of women-only organisations that give a broad position to the challenges such as competition and domination for “ female values ” like cooperation and close relationships ( Acker,1992 ) . Women-only organisations have besides been envisioned to extinguish the job of sexual torment of female staff members by male co-workers and supervisors.

Therefore the failure by the organisation theory to capture this world in the modern work topographic point, it appears to hold non merely excluded this world but is in itself based in the yearss gone by, when women’s rightists organisations were non yet vocal.


Extremist Organization Theory

A This version of organisation theory focuses on the dark side of the work topographic point. These consist of the maltreatment of power, big derived functions in prestigiousness and compensation, insecure working conditions for low-level workers and so on. Incidentally, in the current universe, such signifiers of maltreatment have taken an cultural and racial dimension, so that those greatly affected largely comes from what can be described as ‘second category ‘ citizens. They are largely the minorities and the downtrodden.

Harmonizing to Cherrington ( 1994 ) the Marxist organisation theory concentrated on reviling all illustrations of development borne out of the quest by the organisation to maximise its net incomes. Marxists argued that foremans in organisations played on cultural group, gender, citizenship and other divisions among workers in order to “ split and govern ” and forestall incorporate opposition to development ( Cherrington,1994 ) . Fagenson ( 1993 ) observes that the pioneering extremist organisation theoretician Harry Braverman viewed division of labor, propagated by organisation theoretician as a footing for efficiency as a move towards “ deskilling ” workers so as to better command the work force. This is because by interrupting down complex work that requires believing into fragmented, extremely simplified work that does non necessitate thought ; one needs merely the unskilled workers. In fact, such workers are easy manipulated and exploited. And this pushes us back to the above point. In the current universe, bulk of those providing the unskilled labour are those who have been elbowed out in the pursuit for chances ; the minorities, and the lower category. The failure by the classical organisation theoretician ‘s to capture the topographic point of the downtrodden, and alternatively manage all workers as equal is therefore seting them at dunces with their critics.

Pulling from today ‘s practical illustrations, it is non merely the acceptance of better worker sensitive programmes that will increase public presentation at the work topographic point. The experience from elsewhere in the universe shows that use and development will besides give the foreman higher productiveness from his workers. Take the illustration of China. The trade brotherhoods are weak and about non existent. Wagess are hapless and multinationals are flocking at that place to take advantage of the low rewards. In most cases, workers, largely immigrants from other Chinese provinces are exposed to hapless on the job conditions where they are treated in inhumane ways ( Pfeffer, 1997 ) .Yet ; the Chinese houses appear to be making better than the European houses where the concern for the workers public assistance and motive signifiers the foundation for the work topographic point moralss.

A And in conclusion, the attempts to humanise the work topographic point has been seen in some quarters as a move aimed at brainwashing the workers without doing any touchable developments towards bettering their public assistance. And largely this is done by working the societal position of the worker. Be it race, in-migration position, or economic position, the intervention of workers have been same across the board ; that of working the weak points of the worker because they lack options. This development is seen in footings of favoritism in footings of pay degrees and working conditions vis a vis those who come from privileged social position.

Hence, the improved production should be considered in footings of factors that contribute to that production.Lack of options due to high unemployment degrees has meant that workers have to set up with really hapless working conditions, contrary to what was envisioned in organisation theory. Yet we see organisations traveling forwards due to high public presentation rates. Sing the development rates, it is clear that the organisation theory did non visualize a province where unemployment rates will surge, to the disadvantage on the minorities who have to bear the brunt of subjugation and ferociousness at the work topographic point for deficiency of options ( Hatch,1997 ) .Indeed, some work topographic points are termed as Dirty, Dangerous And Demeaning.These occupations, are largely reserved for those seen as 2nd category citizens ; an thought that was wholly given a broad position by the organisation theoretician. This brings up the thought that the theoreticians were elitist and were non ready to undertake issues of favoritism of the minorities and the hapless.


Anther issue that comes out strongly is the turning away of provincials in these analyses. Harmonizing to Hatch ( 1997 ) , provincials play an of import function in national economic systems, and as such, issues associating to how they can be managed so that productiveness is improved have been mostly ignored. Normally, their secret plans are little and they can non better productiveness through facets such as seting more on the job hours on the farm. Besides, increasing the land area of their farms is about impossible due to the unavailability of financess to buy extra land area. Improvement of outputs through acceptance of engineering such as usage of the new and improved seeds, the fertilisers and even machines is impossible because such stairss are wasteful.

A quandary besides exists as to their operations given the fact that it is merely the husbandman who manages the farm, and in most instances he/she is both the director and the employee. So, how do you suit such a scenario into the conventional organisational theory? What about issues of motive so that you be able to work harder on the farm?

Besides the above issue, confederacy theoreticians are of the thought that organisation theory was formulated by the rich during the industrial period in Europe ( Galbraith, 1994 ) . To such persons, facets of provincials were foreign to them. These ‘elites ‘ hence tended to favor direction in the signifier of domination ( Galbraith, 1994 ) . Whereby one individual, the foreman, dominated his topics, who had small say in the manner they were to be managed. Keeping onto this line of thought, it is possible to see why the subsequently twenty-four hours analysts of the 1990s took that cue.


While assorted theoreticians have come up with their thoughts of how organisations can be managed so as to acquire the best out of the workers, it is clear that there are some glowering loopholes in their analysis. This to the point that some groups within today ‘s work force, as we know it appear to hold been left out wholly.

Besides, domination appears to hold been a steering rule. Maybe it is because the organisation theory in itself has its beginning in a society that was male dominated, with a civilization of master-servant relationship being rampant. As a consequence, organisation theory has come to be viewed as a conglobation of elitist thoughts. In fact the insisting on the being of a proper sort of relationship between individuals and organisations serves to put some importance on committedness which implies that persons must subject to the organisation. Hence the construct of domination and control.

As a consequence of the above, we have found an organisation theory pays small attending to today ‘s favoritism that occurs at the work topographic point. Hence we find ourselves stuck with a series of theories which are badly prepared to explicate the complex and dynamic work environment that we find today..

Last, it is really slippery to go through a judgement as to whether the organisation theory is still relevant or outdated. This is because of the fact that most of its nucleus principals are still widely applicable, albeit, with changing grades. Hence, possibly the best point of view is that the theory has insufficiencies and hence each principal must be analyzed in visible radiation of the scope of workers one is covering with. Any sweeping application might be satisfactory to some at the disbursal of others.

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