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Example research essay topic: Sense Of This Word Organizational Behavior - 1,657 words

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... a strong enough incentive, when it comes to motivating employees to perform their duties with utmost dedication. (3) It would not be an exaggeration to say that the model of bureaucracy is opposed to the scientific progress, as the driving force of social evolution. This is the main disadvantage, associated with this managing style. The bureaucrats are interested in maintaining status quo, because they associate it with stability, even when it is clear to them that the innovative methods of managing employees need to be taken into consideration. As such, bureaucratic model has always been linked to stagnation, as its most natural form of existence. While providing organization with the tools of management and control, bureaucracy diminishes the effectiveness, with which these tools can be used, because typical bureaucrat strives to exercise the control over as many as people as possible, for the purpose of undermining their ability to challenge his authority.

This, of course, results in the subtle sabotage, on the part of those who are subjected to bureaucratic control. It is very hard to disagree with Ludwig Von Mises, who in his essay Bureaucracy suggests that: What people resent is not bureaucratic as such, but the intrusion of bureaucracy into all spheres of human life and activity. The struggle against the encroachments of bureaucracy is essentially a revolt against totalitarian dictatorship (Mises, p. 31). For example, history teaches us that the groundbreaking discoveries, in the field of science, have always been associated with the fact that people who made these discoveries, refused to accept the notions of conventional morality, as their own. Thus, it is only natural to conclude that unconformity is a driving force behind cultural and scientific progress. However, the notion of unconformity is opposite to the notion of bureaucracy, as organizational model.

Bureaucratic style of management considers the possession of outstanding personal qualities, on the part of employee, as very dangerous. It is not simply by pure coincidence that people who represent bureaucracy prefer to wear grey suits, as if they were trying to emphasize their impersonal essence. As it was being mentioned earlier, bureaucracy utilizes the principle of instrumental rationality, which often results in social alienation, as cultural phenomenon of 20 th century. In his book Post-Modern Ethics, Zigmunt Bauman explores the practical implications of such alienation, which allows him to conclude that it is bureaucracy, as organizational model, that must be held accountable for the Holocaust. According to Bauman, bureaucracy deprives people of their moral autonomy, which explains the fact why most horrendous crimes, in the history of humankind, were being perpetrated by individuals who never even considered participation in the mass murder of people as being wrong: The modern organization is the way of doing things that is free from moral constraints. Because of that, cruel deeds can in principle be perpetrated by modern organizations from which individual members acting on their own would most certainly recoil in horror.

Even if this does not happen, though, one harmful effect is virtually unavoidable: people who come within the orbit of bureaucratic action cease to be responsible moral subjects, are deprived of their moral autonomy and are trained not to exercise (nor trust) their moral judgment (Bauman, p. 14). We can say that the value of bureaucrat corresponds to his ability to act in professional manner. At the same, this ability often requires such individual to close eyes on the practical consequences of his actions. This creates a precondition for so-called white collar crimes. Bureaucracy cannot be effective, when it comes to managing a creative process. For example, Microsoft employees enjoy personal and professional freedom, to the full extent of this word.

One of the reasons for this is that, being programmer requires individual to exercise its creativeness on the continuous basis, which contradicts the very idea of bureaucratic management. Microsoft main office provides regional managers with an outline of what needs to be done and they are allowed to implement their own approach in how they do it. Therefore, Microsoft's managing style can be described as post-bureaucratic. Within the Company, decisions are made on collegial basis, which is the reason why Companys business strategy has never failed to address the needs of consumers. It is very remarkable that 64 % Microsoft's employees are Companys co-owners, as they own a considerable share of the stock. This is the main reason why Company allows a significant degree of personal and executive freedom, within its body.

It simply cannot be otherwise. We need to understand that Microsoft is not committed to implementing progressive managerial style throughout its offices because of some abstract considerations, but because it benefits Company, in most pragmatic sense of this word. If Microsoft's employees were simply following the strict set of rules, as bureaucratic model requires, the Company would simple have lost competition to its rivals. The model of bureaucracy requires following the rules and regulations, but does not provide an effective mechanism of control. The employees, within organization, are expected to act in accordance to organizations code of ethics and to comply with instructions of the main office. The only thing that is meant to strengthen workers loyalty is the prospect of punishment, if they fail, in professional sense of this word.

This, of course, cannot serve as strong enough motivational incentive. It is not a secret that people who work in bureaucratic organizations, slowly loose their professional enthusiasm, as time goes by. They get to learn that their willingness to improve their own performance is often gets to be viewed as the proof of their professional inadequacy. They also realize that, for as long as no one notices, they can indulge in breaking corporate rules, for as long as they wish.

Practice shows that the reason why bureaucrats are being periodically caught indulging in illegal activities, is that they simply grow too relaxed, while doing it. The fact suggests the people were being able to engage in unlawful activities for lengthy period of time, which prompted them to lose their guard, in the first place. This again, points out at metaphysical inefficiency of bureaucratic model. Our review of disadvantages, associated with bureaucratic model, would be incomplete, if we did mention the fact that organizations that utilize bureaucratic principle are rarely capable of adjusting their functioning to socio-economic circumstances, under which they operate.

The realities of post-industrial era require commercial and non-commercial institutions to be able to undergo a complete restructuring, when it is needed, in order to remain competitive. The bureaucratic model greatly undermines the chances of successful transformation of organizational essence, because managers mentality does not allow them to adapt. Someone, who was only being required to perform some routinely work for years and years, is very unlikely to be able to expand its intellectual horizons. This is also the reason why bureaucratic organizations are very vulnerable to the external impacts. Bureaucratic model can be compared to an open thermo-dynamic system, which can only be functional when elements of the system are only required to react to the predictable sets of circumstances. If one element of the system is facing a situation that is not mentioned in the manual, it might lead to the whole system collapsing.

This is because employees, within bureaucratic organization, are not provided with an understanding of the value, associated with executing of their professional duties. On one hand, this increases the systems efficiency, because it makes its elements easily replaceable. On the other it reduces systems ability to adequately react to the dynamic realities of post-modern era, because while one of the elements is being replaced, system simply cannot function. (4) In order for us to summarize this paper, we will need to emphasize on its main premises, once again: 1) It would be wrong to refer to bureaucratic model as being outdated, within the context of organizational behavior, because it is impossible to imagine competitive organization, unless its employees are capable of understanding the practical aspects of division of labor being applied to them. Bureaucratic model proved its efficiency, when being utilized by organizations that focus on quantitative factor; as such, that defines different aspects of their operational activity. In China, it is not necessary to promote self-actualization among workers, because they will never understand what this concept stands for, in the first place. They will be quite happy working 12 hours a day, while being paid as little as 10 dollars.

The only thing that employer needs to be concerned, in this case, is finding the effective ways of dealing with theft, on the part of Chinese workers. 2) Bureaucratic model cannot be used, when it comes to managing organizational behavior in companies, which rely on employees creativity, as the main tool of making a profit. This is because bureaucratic apparatus opposes peoples creative drive, by definition. 3) We cannot seriously discuss post-bureaucracy as the effective model of managing organizational behavior, because it does not provide employer with the effective mechanisms of control. This model has mainly a theoretical value, because utilization of meaningless buzz-words in practice, rarely yields any concrete results. 4) The bureaucratic model of management is going to become more widespread, as the bulk of manufacturing activities is being moved to the countries of Third World, where employees are simply unaware of the existence of politically correct terminology, which strives to adjust the objective reality to certain ideological dogma. Bibliography: Bauman, Z. Postmodern Ethics.

New York: Blackwell, 1993. Brundage, M. Working at Microsoft. 2006. Brundage. Com. Retrieved February 8, 2008 from web Du Gay, P.

In Praise of Bureaucracy: Weber, Organization, Ethics. London: Sage, 2000. Max Weber and the Idea of Bureaucracy. 2007. Science Encyclopedia.

Retrieved February 8, 2008 from web Mises, L. Bureaucracy. 1969. Ludwig von Mises Institute. Retrieved February 8, 2008 from http: // 209. 85. 135. 104 /search?

q = cache: S 7 f 7 i-xi O 4 J: web Weber, M. Essays in Sociology. Oxford: Oxford University Press (Galaxy imprint), 1958.


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Research essay sample on Sense Of This Word Organizational Behavior

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