University Interpreting Management: Organization Theories Comparison

This essay provides a comparative analysis of modernist and neo-modernist organization theories. It begins by defining and describing the core tenets of modernist theory, highlighting its emphasis on scientific management, factory-based production, and the rise of bureaucratic structures. The essay then contrasts this with neo-modernist theory, which emphasizes flexibility, inclusivity, and a more democratic approach to organizational structure, often incorporating team-based approaches and embracing globalization. The essay also explores the role of a good manager within each framework, suggesting that effective managers should integrate the strengths of both approaches, combining analytical strategies with flexibility and an inclusive environment. The importance of leadership, communication skills, and experience in effective management are also discussed, with reference to the provided sources.

University
Interpreting Management: Briefly describe one modernist and one
neo-modernist organization theory of your choice. What constitutes
a good manager according to each of these theories
Name

Table of Contents
Modernist organization theory 3
Neo-modernist organization theory 3
Role of a Good Manager 4
References 5
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Modernist organization theory
Modernism starts from the time when the society shifted from a slavery inclusive class based
social structure to a more of advanced form by using technology of the machine and
administrative bureaucracy (Donaldson, 2016). The use of mechanical force marked the
beginning of mass production as commodities could be produced in large numbers
simultaneously by machines. Factories started to be setup as an aftermath of the Industrial
Revolution (Burrell and Cooper, 2015). The modernist theory in the discipline of management
and administration carries instances of the work of Taylor in his theory of Scientific
Management. Taylor explained the theory with the story of Schmidt, who can be identified to be
pig iron worker. Through this character, Taylor stressed on the fact that employee shall
experience better productivity if a scientific and analytical approach is used for work. This shall
help in raising their productivity and thus status in the organization (Barnett, 2016). However,
institutionalised racism formed a part of the organizational structure, the superior leading roles
were taken by the white males even if the coloured people would perform better or give more
returns to the organization (Burrell and Cooper, 2015). Moreover, prevalence of high work
pressure and long working hours could also be seen because of factory owners putting pressure
on employees to toil longer in return of an inadequate yet higher payment.
Neo-modernist organization theory
Neo-modern organization theory, also referred to as postmodern organization theory is
characterized by flexibility and progressivism. It deconstructs the uniformism of the modernist
approach in order get rid of its rigidity and lack of dynamics. Peter Drucker identifies
postmodernism as a breakdown of the “battleship” model of factory-bureaucracy with its fixed
hierarchies to the “flotilla” model where individuals can roam freely on a horizontal plane
according to their skills and abilities (Drucker, 2012). Neo-modernism also aims at doing away
with the discriminatory and exploitative aspects of modernism and establishing a more
democratic and inclusive organizational framework. A neo-modern organization is constituted by
employees from different cultural and social backgrounds and its workplace relies on inclusion.
The organization actively promotes and practices gender equality. Team-based approach to the
accomplishment of tasks is prevalent here. Teams rely on proper communication and cooperation
among individual members.
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It can thus be observed that neo-modernism marks an end to the specialization of labour.
Employees can be flexible with their roles and this affords them a lot of mobility within the
space of the organization (Prasad, 2015). Neo-modernism coincides with the historical
movement of globalization. Therefore, it is an approach that relies upon instant communication,
bridging of geographical and cultural barriers and free accessibility of knowledge resources. It
indeed marks the beginning of a new paradigm which revolutionizes the understanding of
business organizations.
Role of a Good Manager
A good manager can be identified by the approach towards the organizational goals and the
management of employees. He shall integrate the positive aspects of both modernist and neo-
modernist organizational approaches in order to ensure the maximum productivity and
profitability (Mumby, 2014). The analytical framework of the modernist approach which relies
on a rational understanding of the production mechanism needs to be combined with the
flexibility and inclusiveness of neo-modernism. While on one hand the manager should be able
to devise a strategy of operation that produces best results in terms of profitability and consumer
satisfaction on the other, he should ensure that the organizational structure provides mobility and
security to the employees (Hatch, 2018).
However, there are also a number of traits that shall be intrinsic to the manager that are integral
to the effective completion of his duties. He should first of all, be a good leader. Leadership is
defined by not only an ability to instruct but also by the ability to inspire. The manager should
therefore, teach by example. Proper communication abilities are also essential for the making of
an efficient manager. He should be able to maintain transparent communication networks with
his employees. It must also be mentioned that experience helps in inculcating these
characteristics in a manager. Therefore, experienced managers are more likely to be successful in
the proper management of the organization than inexperienced ones.
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References
Barnett, J., 2016. City design: Modernist, traditional, green and systems perspectives. Routledge.
Burrell, G. and Cooper, R., 2015. Modernism, postmodernism and organizational analysis: an
introduction. In For Robert Cooper (pp. 149-175). Routledge.
Donaldson, L., 2016. The liberal revolution and organization theory. In Routledge Revivals:
Towards a New Theory of Organizations (1994) (pp. 212-230). Routledge.
Drucker, P., 2017. The age of discontinuity: Guidelines to our changing society. Routledge.
Hatch, M.J., 2018. Organization theory: Modern, symbolic, and postmodern perspectives.
Oxford university press.
Mumby, D.K., 2014. Critical theory and postmodernism. The SAGE handbook of organizational
communication: Advances in theory, research, and methods, pp.101-126.
Prasad, P., 2015. Crafting Qualitative Research: Working in the Postpositivist Traditions:
Working in the Postpositivist Traditions. Routledge.
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