Organizational Culture and Management Approach

Running head: ORGANIZATIONAL CULTURE AND MANAGEMENT APPROACH
ORGANIZATIONAL CULTURE AND MANAGEMENT APPROACH
Name of Student
Name of University
Author Note

ORGANIZATIONAL CULTURE AND MANAGEMENT APPROACH1
Organization Name: University of New South Wales
Management Theory #1: Bureaucratic Management
The word bureaucracy refers to the system of administration, which depends on bureaus or the
division of labour or a hierarchy of authority. Bureaucratic management theory consists of two
essential elements one of which suggests structuring the organization into a hierarchy. The other
one states that the all the members within the organization must be controlled by a well-defined
rules or regulations (Van der Voet, 2014). German sociologist Max Weber propounds this theory
(Cockerham, 2015)). Weber suggests that every individual organization should operate rationally
rather than following the irrational emotions. The organizations must incorporate the cycle of
command, proper allocation of labour and responsibility as well as power concerning the
suitability, and the objectivity has to be maintained means the individuals will be hired and get the
positions or the increments based on their potentiality and qualifications. The transparency as well
the credibility must exist there. The word bureaucracy refers to the specific rules, regulations,
procedures that are formulated for minimizing the complexities and ensures smooth functions. In
accordance of the Weber’s view through practicing the bureaucracy or establishing the hierarchy
the organization can establish the control over every individual’s activities. Henri Fayol also
supports the perception or the logic of Weber behind the theory. Apart from all these positive
aspects of this theory there are some loopholes or the negativities present. Some critics suggested
that certain unnecessary rules, divisions obstruct the free flow of communication and coordination
as well as the scope of the development of human resources. Its excessive formalities make
decision-making time consuming.
Maximum number of organization follows the bureaucratic management approach specially the
schools, universities, the ones engaged in human services as it ensures the maximum level of
control on both the employee’s activity and the procedure of the organization. One of such
organizations practicing the bureaucratic approach is the University of New South Wales (Wells,
2014). The University council, which controls its goals, interest, implementation of policies,
recruitment selection, controls this and the makes decision for every initiatives or activities on
behalf of the whole body of university. It maintains the hierarchy comprising the fifteen members
in total some these include the chancellor, vice-chancellor, and president of academic board, some
members elected by ministry, staff and the student body. It follows a command of from principal
academic body to the individual faculties who are also responsible for teaching as well as
examining the students according to their expertise. It is maintaining the objectivity and rationality
in its approach of operation without considering the personal viewpoints of any one. It sets its own
objectives and makes everyone to give effort towards achieving that. It employs the members or
the faculties after analysing their qualities of efficacy. The selection of the end users of the service
that is the students also goes under certain criteria and procedure. Thus following this most
pragmatic approach it has ensured the overall control in its procedures and decision-makings and
achieving its proposed goals successfully. Thus with these positive aspects the approach has
become the most effective and dominant one.

ORGANIZATIONAL CULTURE AND MANAGEMENT APPROACH2
The proposed rule and regulations in this management approach is effective to bring consistency
in the action and behaviour of the employees. This style of management enables the total control
on the worker’s activities (Clegg, Kornberger & Pitsis, 2015). This makes the management
procedure easier. It eliminates the doubts or the conflicts regarding the job role and activities
execute as it states these things clearly. The objectivity in its which is maintained in this style
makes the organization with more relevancy without any interference of personal biasness
(Cheung et al., 2001). The division of specific labour or the roles for a specific individual
according to the efficacy ensure the success. The selection of the members based on efficiency,
quality and knowledge initiate the equality as well as objectivity within the process and ensure the
proper utilization of the human resource. Apart from these positive aspects, there are some
limitations or challenges existing within this approach such as the less satisfaction. Without giving
value to the individual views, emotions and eliminating the scope of sharing ideas and
participating in decision making process may result in dissatisfaction. Elimination of the freedom
to act independently and following the structural rules as well as hierarchy minimize the scope of
exceling and developing the abilities as well as stampedes the way of creativity (de Waal &
Kourtit, 2013). It does not increase the capabilities of the potential peoples. The presence of
multiple rules, formalities within the structure and many hierarchies make the decision-making
process slower and time consuming. Apart from all these limitations, it has become the most
effective style of management because of ensured control.
Name of Organization: Public hospital in Alberta, Canada
Management Theory #2: Participatory Management