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Models of Organizations

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4 views

Models of Organizations

Uploaded by

tarek amin
Copyright
© © All Rights Reserved
We take content rights seriously. If you suspect this is your content, claim it here.
Available Formats
Download as PPTX, PDF, TXT or read online on Scribd
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BRAC University

BRAC Business School


EMBA Program

Welcome

Management of Organization
(MGT 701)

Week 8
1
Today’s agenda………….

Models of OB
Models of Oganisations

1. Autocratic Model
2. Custodial Model
3. Supportive Model
4. Collegial Model

3
1. Autocratic Model:
Autocratic model depends on power. The people who
are in command must have the power to demand “you
do this or else”, meaning that an employee who does
not follow order will be penalizes.

In the autocratic environment the managerial


orientation is formal, official, authority. This
authority is delegated by right of command over the
people to whom it applies.

4
Management believes that it knows what is
best and that the employee’s obligation is to
follow orders. It assumes that employees
have to directed, and pushed into
performance and such prompting is
management’s task.

Under autocratic conditions the employee


orientation is obedience to boss not respect
for a manager. The psychological result for
employees is dependence on their boss,
whose power to hire , fire etc.
5
2. Custodial Model:
In autocratic model employees did not talk
back to their boss, but they certainly
thought back.

A successful custodial approach depends on


economic resources. The resulting
managerial orientation is toward money to
pay wages and benefits. Since employees’
physical needs are already reasonably
met, the employer looks to security needs
as a motivating force. If an organization
does not have the wealth to provide
pensions and pay other benefits, it cannot
follow a custodial approach.
6
The custodial approach leads to employee
dependence on the organization. Rather
than being dependent on their boss for
their weekly bread, employees now
depend on organizations for their security
and welfare.

The custodial model is describe in its


extreme in order to show its emphasis on
material rewards, security, and
organizational dependence. 7
3. Supportive Model:
The supportive model of organizational behavior
had its origins in the “principle of supportive
relationships”. It depends on leadership instead of
power or money .

Through leadership, management provides a


climate to hope employees grow and accomplish in
the interests of the organization the things of
which theft are capable.

8
The leader assumes that workers are not by
nature passive and resisted to organizational
needs, but that they are made so by an
inadequately supportive climate at work.
They will take responsibility , develop a drive
to contribute, and improve themselves if
management will give them a chance.

Here management’s concentration is to


support the employee’s job performance
rather than to simply support employee
benefit payments as in the custodial
approach. Employee says “we” instead of
“they” when referring to their
organization.

9
4. Collegial Model:
A useful extension of the supportive model
is the collegial model. The term “collegial”
relates to a body of people working
together cooperatively. The collegial
model embodies a team concept.

The collegial model depends on


management’s building a feeling of
partnership with employees. The result is
that employees feel needed and useful.
They feel that managers are contributing
also , so it is easy to accept and respect
their roles in the organization. Managers
are seen as joint contributors rather than
as bosses. 10
Conclusions about the models……….

Evolving usage

Relation of models to human needs

Increase use of some models

Contingent use of all models

Managerial flexibility
Any Question????

Thanks a
lot!!!!!!!!!!!!!

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