Max Weber 1900 Bureaucracy Theory is a theory by Max Weber, in which he defines a bureaucratic organization as one that is highly structured and comprising of non-elected officials who are governed by rational-legal decision making rules in order to ensure efficiency and economic effectiveness ( Steffek, 2016 ). According to Max Weber, a bureaucratic organization has six major principles as discussed below.
Firstly, there is a hierarchical structure in the management of the organization where planning and centralized decision-making is involved. Responsibilities in each level are clearly defined and each level controls the levels that are under it. Secondly, the management is based on formal rules and regulations ( Kitana, 2016 ). In this case, managers depend on the organization’s formal rules and regulations to exert control over the lower levels in order to ensure uniformity. Therefore, each level must behave and execute tasks as guided by the higher levels ( Smith, 2016 ). Moreover, in a bureaucratic organization, division of labor is based on specialization.
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Tasks are clearly defined and employees who are skilled in doing those tasks are the ones responsible to do so. This brings about specialization to ensure effectiveness and efficiency. Furthermore, a bureaucratic organization is career oriented ( Smith, 2016 ). This means that the employees are focused on the mission of the organization. They are employed based on their careers and are protected as the organization offers protection from arbitrary dismissal so that they can focus on building successful careers ( Nhema, 2015 ). Additionally, bureaucratic organizations are impersonal in that they treat all employees equally. There is no preferential treatment as rules apply equally to every employee ( Steffek, 2016 ). The customers are also treated equally. Lastly, in these organizations, employment is based on a formal selection process whereby prospective employees are selected based on their technical qualifications.
The theory draws its concepts form the frame of reference of structural. This is because the theory focuses on a hierarchical structure where there are clear rules, responsibilities and reporting levels ( Nhema, 2015 ). The theory also puts emphasis on tasks of employees as it encourages specialization.
This theory may be effective especially when dealing with issues of human nature such as nepotism and favoritism. This is so because prospective employees are hired based on their technical qualification and not relationship.
Another issue is that it ensures effectiveness since employees know their responsibilities. Therefore, they must do their work effectively rather than being irresponsible at work ( Kitana, 2016 ).
This theory can best be summarized as a hierarchical and impersonal theory of organization.
This theory when applied to an organization may be effective as Max Weber suggest but not effective enough, especially to the modern changing world of business which requires constant innovations. This is due to the rigid structure and rules of a bureaucratic organization making it difficult for employees to work out of their line of duties and it also makes communication a long process.
References
Kitana, A. (2016). Overview of the managerial thoughts and theories from the history: Classical management theory to modern management theory. Indian Journal of Management Science , 6 (1), 16.
Nhema, A. G. (2015). Relevance of classical management theories to modern public administration: A review. Journal of Public Administration and Governance , 5 (3), 165-179.
Smith, B. C. (2016). Understanding Third World politics: theories of political change and development . Macmillan International Higher Education.
Steffek, J. (2016). Max Weber, modernity and the project of international organization. Cambridge Review of International Affairs , 29 (4), 1502-1519.
