Human Resource Management

The Task


Organizational structure says the activities of the business such as coordination, job allocation, and supervision to achieve the organizational goals and target. [1] A German sociologist called Max Weber suggested a theory called bureaucracy. This theory is recognized to be impersonal, strong, and self-disseminating. Rendering to him, this is a formal system of an company and administration to assure efficiency and efficiency in the business. Max Weber proposed this theory as a bureaucratic strategy. The theory accent on the hierarchy, impersonal, comprehensive guidelines, and dissection of labor. In addition, it considers the company as part of wide-ranging world. Weber based the theory on the ideas of structure, democracy, job specialization, expert hierarchy, predictability and balance, impersonality, formal selection, profession orientation and formal rules and regulation. In structure, there may be communication wherein this is more formal and frustrating. Example of this, if the manager want to talk to the employee, instead of just informing the worker by speaking with him/her in my opinion the supervisor will email a formal notice that informing the worker that he/she want to discuss or the management will call for a meeting. That is also within a small business where there is closer guidance with the employee this is simply because they may have a limited quantity of employees. Under framework there is also delegation where the administrator assigns a responsibility or power to some other person or to the employee. The larger the organisation the larger the framework. So structure depends upon the scope of the organisation. Job specialization is dependant on the capability and function or specialization of the staff. It really is divided to a straightforward, fixed and regular classification. The business equally applied the rules and regulations, there is absolutely no involvement of the superior/supervisor to the employees/staff, personal connection is prohibited and it falls under impersonality. Favouritism is also forbidden in this principle, there is equal treatment for the whole employee. Under profession orientation, career setting for the employee is an opportunity and highly offered. There's a cover for the staff against dismissal or lay-off. In this principle the supervisor are professional officials rather than company owner. They are really like just a typical employee who manages the company.

Authority hierarchy, this basic principle means that the top one is the one who made the decision (higher level of control). The administrator or supervisor handles the lower position. Example of this, in a medical care facility the team leader control the subordinates or the medical care assistant, the chief nurse control the nurse. In an organisation there is a formal guidelines and regulation where in fact the employees, professionals must hinge heavily. These rules of laws indicate to impersonality in interactive relations. All organisation select their employees corresponding to their certification and competence which they show it thru education, training and evaluation, this is the principle of formal selection. This theory of Weber signifies that the director or the dog owner is the one who have the power to motivate, change and control the employee. This theory exists in a tiny business wherein they can certainly control the staff and supervise. [2]


The person who is attaching to the behavior and the behavior of humans in the company identifies the Organizational Culture. It also affects individuals and groups conversation with each other within the organisation. Culture involves system, vocabulary, organizational vision, worth habits and beliefs. That is also one way of revealing to the employee how they will monitor, think and feel for other person. An Irish publisher/philosopher who was simply born 1932 generate a model in organizational culture, he is Charles Handy. He's specialising organisational behaviour and management. [3] He is also called the God of Management. Organisational culture have an impact on every part of work life, it begin from how the staff greets her/his fellow workers up to how the major coverage decision are created. The culture determines how a person behave in an company. He corresponds to the four cultures and he connected it to the four Greek gods. The four cultures are: The energy culture, he labelled it as an internet or golf club culture.

This reflects to a family group owned business that may be large or small. The centre is the parents or the dog owner who really owned or operated the company, it radiates out the centre and that is the siblings or other in the family. In this case the decision should come right out of the manager but some of the relative will also make decision because they want to have the power. The employee will be lost who will follow or who'll be given priority. All want to have the power and campaign. 4 These are a few of the characteristics of electricity culture. It focussed on the return, governed by trust for success, political, it can certainly adjust to changes, can changed quickly, fast decision making, have the capacity to consider risk and usually face to face communication. The person culture, these symbolize cluster. This culture is characterized as the employee or staffs feel more important as opposed to the company. They believe that the business needs them so it cannot perform well if they don't can be found in the company. Furthermore, the employee involves the organisation just for money and never attaches themselves to it or to the work. It is all about the amount of money and they don't love their work. And the individual are more worried about their own-self as opposed to the company or company. They don't service whatever happens to the company as long as the company is paying them. The task culture, this represents lattice work or net. It evaluate how the staff/ personnel performed to a certain job. How they complete their work in a most ground-breaking way. It engaged extensive research and activities to build up their knowledge. They usually change their activity to be able to meet their goal and aims. The employee who's expert to the task is more important in this culture. The culture is representing a net because of the different departments, function and specialties whereby the company can forecast and familiarize to improve fast. They are the common characteristic, flexible, the majority of enough time teamwork, can solve problem absolutely, like challenging activity and moat of that time period ask questions, high value on feedbacks, they talk about their power and knowledge, plus they make a good relationship to their co-workers to make the work done. As well as the previous culture is the role culture. The responsibility directed at the employee is based on their specialization. That's the reason why Handy design it like a Greek temple. The most notable or the apex of the temple is the supervisor who made the decision and the pillars or the post reflects as the useful items or different departments in an organisation. The point out of these culture deceits in the specialization of the employee within the pillar or post. The manager is just the main one who makes the decision however the departments will be the one who use your choice. He mentioned that the work description is the most crucial rather than the skills and skills of the staff.

Whatever the work description it is the only work that the employee should do, it is not advisesable that he/she surpass to the work information. [4]The typical features are be based upon the system and order, connect formally, uncomfortable for changes, cannot conform easily, very specific with specifications, resilient structure, trust secure control, sometimes poor and administrative in decision making, and design work so it is secure. [5]

[1] Wikipedia. (2014). Organizational composition. Retrieved from http://en. wikipedia. org/wiki/Organizational_structure

[2] Max Weber rule of bureaucratic theory. (2013). Retrieved from http://notes. tyrocity. com/max-weber-principle-of-bureaucratic-theory/

[3] Wikipedia. (2014). Chares Handy. Retrieved from http://en. wikipedia. org/wiki/Charles_Handy

[4] Sherwin, L. (2014). Taking care of Change Toolkit. Retrieved from http://www. lindsay-sherwin. co. uk/guide_managing_change/html_overview/05_culture_handy. htm

[5] Ready to Manage. (2013). Retrieved from http://blog. readytomanage. com/organizational-culture-diagram/

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