Post-Weberian Structures

Max Weber

Weberian structure refers to an organization which is rigid, hierarchic, top-down or authoritarian. Post-Weberian structures include

1.      Theory Z- This has been developed by an American theorist with Japanese origin called as William Ouchi. Post-world American organizations were very competitive and successful organizations. But towards the late 1950s, Japanese organizations came up and were able to successfully compete with the American organizations. This resulted into a concern and anxiety to understand the nature of these organizations. A number of studies took place. One of the successful studies was undertaken by Ouchi. Ouchi found out that the American organizations recruit individuals to the managerial positions at the middle level of the organization. In these organizations, not only the recruitment is based on merit but also the pay, privileges, promotions etc. are also based on performance. Because of this, most of the performing functionaries reach to the top during their middle age. After that, the promotional aspects become bleak for such functionaries. In these organizations, the employment was based on the Hire and Fire Policy. This resulted into a lack of psychological sense of attachment or ownership with the organization.

When he studied the Japanese organizations, he found out that the recruitment to the managerial positions was for the lower levels of the organization. Also, the pay, privileges, promotions etc. were based on performance. But, Japanese organizations followed the concept of Prolonged Evaluation and Slow Promotion. This gave opportunity to every performing functionary to grow throughout his career in the organization. Also, Japanese organizations believed in permanency in employment. The informal aspects were considered to promote the formal goals of the organization. Also, extra organizational activities were used to reinforce the organizational activities. Ringi System or Phillip 66 means the Participative Approach.

2.      Task Organization or Task Structure- Autonomous Non-hierarchic multi-specialization temporary organization. This organization is meant to deal with a particular issue and once the issue is resolved, the organization is dismantled. The members of this organization are at the same level i.e. the organization is non-hierarchic. All the power of decision-making to deal with a particular issue rests with this organization. All the functional areas of specialization that are required for a particular issue are being possessed by the organization.

3.      Team Structure-

4.      Matrix structure- Matrix refers to the superimposition of the project or task organization over the functional organization. Thereby, it carries all the characters of the task organization. The members of this organization carry dual responsibilities.

5.      Boundary less organization- This is also referred to as Virtual Organization. It is a centralized organization which mostly works through the principle of contracting out or outsourcing. This organization is mostly used by enterprises or entrepreneurs who possess a good idea but may not be having adequate resources or have a good idea but may not be having productive abilities or productive facilities. This is an organization where various responsibilities under a particular project are being contracted out or outsourced to a number of other individuals or organizations. The details of the activities are defined by the core organization while the actual production is being done by the contracted out organization or individuals using their own resources whether technological, human or otherwise.

6.      Synthetic Organization- It is a less hierarchic organization which is set up to address an emergent crisis. It is also an autonomous multi-specialization organization. It could even be a temporary organization or a regular structure.

7.      Feminine organization etc.