Organizational Behavior: Bureaucratic Model, Scientific Management, and Principles Approach

Running head: ORGANIZATIONAL BEHAVIOR
Organizational Behavior
Name of the Student
Name of the University
Author Note

1ORGANIZATIONAL BEHAVIOR
Introduction
The overall purpose of this paper is to assess the various interpretations of the theories
being used in the public administration. The theories to be discussed in this context are the
bureaucratic model by Weber, scientific management and the ‘principles’ approach regarding the
public organization. All these theories are very much relevant for the success of the
organizations in the different ways. The impact of these theories in the public administration is
huge as well. These theories will have to be judged and the basis for implementing theories will
have to be understood (Shafritz and Hyde 2016). These theories will have to be implemented in
the organizations properly so the organizations can achieve their desires within the competitive
business environment (Bryson, Crosby and Bloomberg 2014). The development of the public
administration is completely dependent on the managing the resources properly and applying
them at the right time based on the business needs. Therefore, this paper will analyze the
similarities and differences of these three theories and how they can be implemented within the
business organizations.
Bureaucratic management model
In the beginning of the paper, the descriptions of these theories will be given properly
since one would better understand the theories first and implement it later on. The bureaucratic
model in the public organization had been designed by the German sociologist Max Weber in the
beginning of the 19th century. He used this term bureaucracy for the very first time. Later on this
theme had come to be known as the bureaucratic management theory in the later years. As Max
Weber has found out, there are generally three types of power that can be found within the
different organizations (Shafritz and Hyde 2016). The first one is the traditional power. The other
powers are the charismatic power and the legal power. All these powers are complimentary to

2ORGANIZATIONAL BEHAVIOR
each other. The elements of the democracy are mainly based on the rules and legal variables
within the organization (Bryson, Crosby and Bloomberg 2014). Therefore, the organizations
have to implement their legal powers wherever necessary.
There are some factors within the bureaucratic organizations that are very much crucial to
run the entire organization (Frederickson et al. 2018). All the activities within the conviction of
the bureaucratic management should always be considered as the official responsibilities of the
employees. Moving to the next factor, it can be stated that the management of the organization
possesses all the power to impose all rules on the organizations. The final element in this issue is
the matter that all these rules can be given the utmost respect that is based on the already proven
methods (Shafritz, Ott and Jang 2015). Weber also opined that this kind of bureaucratic
management structure was really very much needed in all the large scale organizations (Shafritz
and Hyde 2016). It is important because they employ a huge number of employees and they can
be managed by the bureaucratic theory only. In these kinds of organizations, the acts of the
selection of employees and their promotions will occur based on their technical qualities (Koliba
et al. 2017).
The legal responsibilities of the organizations are crucial from various viewpoints as
well. The large scale organizations might have to implement their legal powers if there are any
discrepancies in the system (Frederickson et al. 2018). Max Weber has also stated the fact that
bureaucracy is the basis for all the main things in the organizations. Through the use of the
bureaucratic theory, the organizations will be able to implement the system for forming the
structures of the company. There are some other factors in this scenario of the bureaucratic
theory as well. The specialization of labor is indeed one of the most crucial factors for the
success of the organizations (Shafritz and Hyde 2016). The rules and regulations of the

3ORGANIZATIONAL BEHAVIOR
organizations are set in the most formal ways. Critics have also pointed out that the hierarchy of
the organization is designed well for the benefits of all levels of employees.
The authority of the organizations should be able to govern it with well-preparedness.
The rules are made in such a way that the employees can follow them properly and learn new
things effectively as well (Koliba et al. 2017). The subordinate employees will have to follow the
orders and directions of their supervisors in a diligent manner. Therefore, they can also appeal to
their higher authorities if they feel to be deprived. The bureaucratic organizations or approach of
Max Weber will have to follow certain principles (Bryson, Crosby and Bloomberg 2014). These
are specialty of organizations according to their functions, up-focused and in-focused vision and
mission of the organizations, management system based on the rules, formal structure of the
hierarchy, employment regulations based on the technical qualifications and equal treatment of
all the customers and employees (Shafritz, Ott and Jang 2015).
Scientific management approach
In the next section, the discussion topic will shift to the scientific management approach.
It is one of the innovative styles that allow the work patterns and flows to be synthesized for the
benefits of the managers. The advent of the scientific management approach was done by
Frederick W. Taylor in the early 19th century. The purpose of this approach is to design it in the
way that the efficiency of the workers can increase. The work methods in the modern times have
to go through the proper scientific methods (Hanlon 2015). Thus the working approaches of the
employees will increase indeed. After the employees follow the steps directed by the managers,
they will achieve the utmost efficiency in their work patterns. This will also be helpful for the
organizations to gain the benefits as well. The proponent of this approach Frederick W. Taylor