Scribd
Upload
6 views

Evolution of Organizational Theory

The document outlines the evolution of organizational theory through various frameworks, starting from Scientific Management by Frederick W. Taylor to Postmodernism. Key theories include Bureaucratic Theory, Administrative Theory, Human Relations Movement, and Systems Theory, each emphasizing different aspects of organizational structure and behavior. The document also discusses contemporary theories such as Learning Organizations, Complexity and Chaos Theory, and Critical and Feminist Theories, highlighting the diverse approaches to understanding organizational dynamics.

Uploaded by

Gabriel Oonyu
Copyright
© © All Rights Reserved
We take content rights seriously. If you suspect this is your content, claim it here.
Available Formats
Download as PDF, TXT or read online on Scribd
6 views

Evolution of Organizational Theory

The document outlines the evolution of organizational theory through various frameworks, starting from Scientific Management by Frederick W. Taylor to Postmodernism. Key theories include Bureaucratic Theory, Administrative Theory, Human Relations Movement, and Systems Theory, each emphasizing different aspects of organizational structure and behavior. The document also discusses contemporary theories such as Learning Organizations, Complexity and Chaos Theory, and Critical and Feminist Theories, highlighting the diverse approaches to understanding organizational dynamics.

Uploaded by

Gabriel Oonyu
Copyright
© © All Rights Reserved
We take content rights seriously. If you suspect this is your content, claim it here.
Available Formats
Download as PDF, TXT or read online on Scribd
You are on page 1/ 3

Evolution of Organizational Theory

1. Scientific Management - Frederick W. Taylor (1911)

Scientific Management is based on the idea of improving economic efficiency through systematic study.

Taylor proposed that work should be scientifically analyzed to find the most efficient method. Tasks should be

broken down into smaller parts, workers trained for specific roles, and rewarded based on output. This theory

treats the organization like a machine, where efficiency and productivity are key.

2. Bureaucratic Theory - Max Weber

Weber's Bureaucratic Theory emphasizes a structured and rule-based organization. It is characterized by a

clear hierarchy, formal rules, specialization, and merit-based advancement. Bureaucracy aims to eliminate

favoritism and ensure predictability and rationality. However, it can also lead to rigidity and dehumanization.

3. Administrative Theory - Henri Fayol

Fayol focused on the management process and developed 14 principles of management. He believed that

management was a skill that could be taught. Key functions include planning, organizing, commanding,

coordinating, and controlling. His work laid the foundation for modern management practices.

4. Human Relations Movement - Elton Mayo and others

This theory arose as a response to the mechanistic view of Classical Theories. It emphasizes human needs,

motivation, and group dynamics. The Hawthorne Studies revealed that social factors and worker attention

significantly impact productivity. It laid the groundwork for organizational behavior and employee well-being.

5. Systems Theory - Katz & Kahn, Bertalanffy

Systems Theory views organizations as open systems that interact with their environment. It emphasizes

input-throughput-output cycles, feedback, and interdependence among subsystems. The theory helps

organizations adapt to changes and understand their complexities.

6. Contingency Theory - Burns & Stalker, Lawrence & Lorsch

Contingency Theory argues there is no one best way to organize. Organizational effectiveness depends on

the fit between structure and environment. For example, stable environments favor mechanistic structures
Evolution of Organizational Theory

while dynamic environments require organic structures. It encourages flexible and context-specific designs.

7. Institutional Theory - DiMaggio & Powell

Institutional Theory posits that organizations conform to societal norms and expectations to gain legitimacy.

Over time, similar organizations in a field become more alike through coercive, mimetic, and normative

pressures-a process called isomorphism.

8. Resource Dependence Theory - Pfeffer & Salancik

This theory focuses on how external resource dependencies shape organizational behavior. Organizations

must manage power and negotiate with external actors to secure vital resources. Power dynamics are central

to decision-making and structure.

9. Population Ecology

Population Ecology applies evolutionary theory to organizations. It emphasizes environmental selection over

managerial adaptation. Organizational survival depends on variation, selection, and retention, much like in

biological systems.

10. Network Theory

Network Theory highlights relationships and interdependence among organizations. It examines how network

positions affect access to resources and information. Strong and weak ties, as well as structural holes, play

vital roles in organizational success.

11. Learning Organizations - Peter Senge

Senge's concept of the learning organization involves continuous learning and adaptation. It relies on five

disciplines: personal mastery, mental models, shared vision, team learning, and systems thinking. Such

organizations innovate and evolve by learning from experience.

12. Complexity and Chaos Theory

These theories depict organizations as complex adaptive systems. They stress non-linearity, emergence, and
Evolution of Organizational Theory

unpredictability. Small changes can lead to massive impacts (butterfly effect). Organizations must be flexible

and responsive to thrive in chaotic environments.

13. Critical and Feminist Theories

Critical theories challenge power structures and seek to uncover oppression and inequality in organizations.

Feminist theories highlight gender dynamics and advocate for inclusivity and equality in organizational

practices and leadership.

14. Postmodernism

Postmodern theory critiques objectivity, control, and universal truths. It sees organizations as fragmented,

socially constructed, and fluid. Focus is on narratives, symbolism, and deconstruction of dominant ideologies.

You might also like