Select two of the four perspectives and discuss how they provide different insights into the relations between technology, organisations, management and employees.

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Home >Reading homework help >Select two of the four perspectives and discuss how they provide different insights into the relations between technology, organisations, management and employees.

Table for Multiple Perspectives

	Key Theoretical / Conceptual Argument	Focus	Main perspective's Argument	Examples	Exam Case Study
Henry Mintzberg's 5 Ideal Types	Organizational structures can be categorized into 5 ideal types: Simple, Machine Bureaucracy, Professional Bureaucracy, Divisional Form, Adhocracy	Organizational Structure	Modernism: Organizational struture must be managed using the universal laws identified (scientifically) to improve organizational efficiencies and effectiveness	Refer to Table 4.3 in textbook, p.105	World Bank - The World Bank's organizational structure can be described as a professional bureaucracy since it is a large bureaucratic organization that relies primarily on a highly skilled workforce to deliver its basic products - financing and knowledge production (i.e.employment practices tend to favor those with advanced degrees in economics or finance) (refer to Weaver C, and Phillips D for details)
Burns and Stalker's Mechanistic and Organic Ideal Types	Organizational structures can be categorized into 2 ideal types: Mechanistic, Organic	Organizational Structure	Modernism: Organizational struture must be managed using the universal laws identified (scientifically) to improve organizational efficiencies and effectiveness	Mechanistic: Army, Government, Mass production factories Organic: Research firms, knowledge-based organizations	World Bank - can be considered as having a combination of mechanistic and organic organizational structures. a. The mechanistic aspects can be found in the rules, procedures, norms that staff are expected to follow strictly, especially the restrictions on open public opposition. b. The organic aspects is evident in the flat interpretation of its hierarchichal structure where there are constant interaction between the staff and senior management, as well as a broad scope for the staff to take initiatives in developing new ideas. (refer to Xu Y & Weller P for details)
Organizational Geography, Layout, Landscaping, Design and Décor	Physical structures influences communication, information flow, coordination and relations within an organization	Physical Structure	Modernism: Physical struture must be managed using the universal laws identified (scientifically) to improve organizational efficiencies and effectiveness	Hawthorne Studies	No clear evidences for application (based on readings given)
Routines and Improvisation	Organizational structure is constructed through routines and (re)constructed through improvization	Organizational Structure	Symbolic Interpretivism: Organizational structure must be understood as a process of social construction that emerge from social interaction and collective meaning making	Routines: Standard Operating Procedures, Best Practices Improvization: Innovation, Change, Thinking out of the box	World Bank - The development of the disbursement imperative may be understood as a result of internal bureaucratic routines within the World Bank, leading to a set of standardized operations and decision making in the design of loan projects (i.e. blueprint models rather than specific ones tailored to country needs). On the other hand, the new incentive structures that reward staff for loan results rather than loan disbursement can be seen as an example of innovation; to change and break the bureaucratic routine of the disbursement imperative. (refer to Weaver C for details)
Communities of Practice	Communities of Practice is an example of an informal organization structure created through groups of people sharing ideas, values, goals to learn and develop new practices together	Organizational Structure	Symbolic Interpretivism: Organizational structure must be understood as a process of social construction that emerge from social interaction and collective meaning making	Xerox: A community of practice began when a group of customer service reps began to exchange tips and tricks over breakfast and lunch. This eventually became the Eureka project (global database of best practices) saving Xerox approx. $100 million (research this online on your own)	No clear evidences for application (based on readings given)
Symbolic Conditioning	Refers to the communicative power of physical structure such as architecture, organizational layout, space, and symbols	Physical Structure	Symbolic Interpretivism: Physical structures are cultural artifacts that create and are given meaning by its 'users'	Brand's logos, Architecture, Retail space (refer to Pavlov's dog in lecture slides as an example of how symbolic conditioning works)	World Bank - World Bank's logo, building, publications are artificats that effect symbolic conditioning. (research this online on your own)
Steward Clegg's De-differentiation	Modernist's notions of organizational structure is ideological and fixated on controlling social behavior, leading to subordination and oppression of workers. De-differentiation reverses the condition of modernist's differentiation through self-management, decentralization and improved self-coordination. (This does not mean that de-differentiation argues for no differentiation)	Organizational Structure	Postmodernism: Organizational structures are systems of power relations involving subordination and oppression that is legitimized and maintained through organizational discourse (e.g. modernist theories)	Autonomous work teams that embraces the idea of de-differentiation can be found in organizations such as Google, Volvo, and 3M (research this online on your own)	World Bank - Internally, the World Bank operates with some aspects of a de-differentiated organization structure, although this is generally subjected to the management styles of different presidents and managers. Examples include: autonomy for staff to take initatives and develop new ideas, delegation of trust and discretion (all of which are aspects of decentralization, improved self coordination and management). (refer to Xu Y & Weller P for details)
Steward Clegg's De-differentiation	Extension of Clegg's theory of de-differentiation here refers to the re-designing of differentiated organizational space and layout into open-planned space	Physical Structure	Postmodernism: Physical structures are material expressions of embedded power relations that are used by those in positions of authority to maintain power over others	The CEO executive suite located on the top floor is an example of the material expression of the CEO's power through physical structure. Whereas, the open concept office is an example of de-differentiated physical structure.	No clear evidences for application (based on readings given)
Subordination and Resistance	Organizational structure and physical structure are ideological and reinforce subordination of workers to those in power. They may lead to exploitation and alienation. However, organizational members are capable of resistance	Organizational Structure/Physical Structure	Critical Theory: Unmasking the truths about modernist's notions of organizational structure and physical structure reveals that they are about reinforcing power, control, subordination and increasing productivity and profitability at all costs	Braverman's Labor Process Theory shows the subordination and alienation of workers through organizational structure (de-skilling, job fragmentation) and physical structure (assembly line) [refer to textbook Ch.8, p.245]	World Bank - An example of how organizational structure reinforces subordination of workers to those in power is found in the internal memo sent by the then president Wolfensohn in 1996 stating that he will regard externally voiced criticism of the Bank as an indication of a desire to find alternative employment. On the other hand, an example of collective resistance from orgazational members is found in the body of the World Bank Staff Association. This association is a leading critic of Wolfensohn's successor, Wolfowitz, particularly over salary rises and promotions for his partner and his advisers. Incidentally, Wolfowitz did not last long in his position as president. (refer to Weaver C, and Xu Y & Weller P for details)
Critique of postmodern organizational structure/physical structure	De-differentiation of organizational structure and physical structure do not alter the fundamental unequal relations between owners, managers and workers (class, gender, race). It merely offers new ways for the continued subordination of organizational members	Organizational Structure/Physical Structure	Critical Theory: Challenge the view that postmodern organizational structure and physical structure provide 'voice for the marginalized' and contribute to a more egalitarian organization	Open planned office does not eliminate fundamental unequal relations such as class, race, gender inequalities	World Bank - De-differentiation does not alter funamental unequal relations between management and staff. For example, while the World Bank organizational structure is relatively de-differentiated (refer to the above example on de-differentiation), staff remained subordinated in terms of freedom of speech and organizational censorship. As a result, World Bank staff reported a culture of fear, uncertainty, and anxiety, resulting in low staff morale. (refer to Weaver C for details)