Post-Bureaucracy Management Approach: Impact On Organizational Culture And Processes

Discuss how managing organizational practices, structures and processes has changed with the advance of post-bureaucratic management approaches.

Post-Bureaucracy Management Approach and Organizational Culture

Bureaucracy has dominated not only the political world but also the business world since the traditional times and it the end result of this particular fact that the various business enterprises for the effective management of their organisational structure took the help of this system (Sturdy, Wright & Wylie 2016). As per Doherty, Horne and Wootton (2014), the use of this management approach provided wide ranging benefits to organisations, like the effective management of the entire organisation itself, the enhancement of organisational productivity and others. However, in the context of the changing needs and also the demands of the business world the “Post-bureaucracy management approach” has gained prominence and is being widely utilised by the various business enterprises for the process of their business operations (Bromley & Meyer 2017). In addition to this, the effective utilisation of the entity of organisational culture has at the time contributed in a substantial manner towards the extensive usage of this management approach by the various organisations (Manzi & Darcy 2017). This essay will discuss about the manner in which “managing organizational practices, structures and processes has changed with the advance of post-bureaucratic management approaches” in the light of the organisational cultures followed by the various contemporary organisations.

Fotaki and Jingjit (2018) are of the viewpoint that the Post-bureaucracy management approach is similar to the bureaucracy management approach as regards the structure which is being followed for the management of the organisation but the approach which is taken for the same is different. For example, it is seen that the unlike the bureaucracy management approach, the approach under discussion here takes the help of representatives of each of the major departments of the organisation for the effective resolution of a problem or an issue (Haynes 2015). This not only helps the organisations in the effective resolution of the various problems or the issues that they are facing but at the same time creates a culture of transparency as well as openness within the organisation. This in turn helps the organisations to not only improve the individual productivity of the employees but at the same time the overall productivity or the performance of the organisation itself (Siciliano 2016). As opined by Malizia, Cannavale and Maimone (2017), this particular aspect has also reduced the power distance which was practiced in the various organisations and thereby improved the work environment of the contemporary organisations in a substantial manner.

Impact of Post-Bureaucracy Management Approach on Organizational Practices, Structures and Processes

Carlos, Rodrigues and Dibb (2014) have stated that the term organisational culture refers to the collective values, beliefs, traditions and other entities which are being followed within the framework of an organisation. Elsmore (2017) is of the viewpoint that the notion of organisational culture is important and at the same time diverse organisations need to take this entity into effective consideration because of its direct correlation with the machinery of organisational performance. Recent researches have revealed the fact the organisations which follow a congenial work culture within the framework of their workplace are more likely to have better performance and profitability in comparison to the ones which do have an effective culture within their workplace (LÊgreid 2017). Furthermore, Anitha (2016) has also stated that the bureaucracy management approach which was followed in the earlier times took a negative tool on the overall work culture that was being followed within an organisation and thereby reduced the efficiency of the concerned organisation. In this regard, it can be said that the introduction of the Post-bureaucracy management approach along with the improvement of the organisational culture which is being followed within the framework of various organisations has contributed in a substantial manner towards the growth of these organisations (Siciliano 2016).

Manzi and Darcy (2017) are of the viewpoint that the effectiveness of the Post-bureaucracy management approaches is correlated not only with the culture that is dominated within a particular organisation but also with the structure, practices and other aspects of an organisation. However, a close analysis of these concepts or the processes reveals the fact that all these entities are directly related to the notion of organisational culture. The concept of bureaucracy is related to the structure which is being followed within the framework of an organisation and the effective usage of this system requires the organisations to follow a stringent hierarchical system wherein the individuals are required to approach their immediate seniors (Haynes 2015). However, Sturdy, Wright and Wylie (2016) are of the opinion that the usage of this system not only gives rise to misuse of power within the organisation but at the same time it was seen that the problems faced by these individuals or the organisations were not resolved in an effective manner. In this regard, it can be said that the improvement of this structure followed with the organisations required them to take the help of effective organisational cultures wherein these malpractices of the bureaucratic system can be resolved.

Organizational Practices

Doherty, Horne and Wootton (2014) have opined that one of the major benefits of the usage of post-bureaucratic management approaches is the benefit which it offers to the organizations regarding the practices followed by it. For example, in the bureaucratic management approach it was seen that in case of any problems or issues the managers or the higher authorities used to gather the employees in charge and try to resolve the problems faced by them (LÊgreid 2017). However, in the majority of the cases it was seen that this used to offer only temporary solutions and the problems still persisted. As per Bromley and Meyer (2017), the post-bureaucratic management approaches become important in this regard since this method enables the managers to form temporary teams consisting of the representatives from the departments or the teams which are facing the problem and thereby resolve the issue. The solutions generated by these teams are much effective and beneficial in the longer run in comparison to the ones generated by the bureaucratic management approaches. Fotaki and Jingjit (2018) have stated that this change in the practices followed by the contemporary organizations can be directly related to the culture which is followed within their workplaces. As opined by Carlos, Rodrigues and Dibb (2014), it is the creation of cumulative as well as open culture within the organizations which has enabled the individuals to come out of their cocoon and place the issues or their demands before the managers or the higher authorities. This in turn has not only led to the improvement of the practices followed by these organizations but at the same time improved their productivity in a substantial manner as well.

The processes, which are being followed by an organization for the management of their business operations is also related to the culture that is predominant in their organization (Elsmore 2017). The processes which are being followed by an organization are in synchronicity with the requirements of their business and also the goals it is trying to achieve. Malizia, Cannavale and Maimone (2017) are of the viewpoint that the contemporary organizations not only need to align these requirements and the goals with the culture that is being followed within their framework but at the same time use this culture to enhance its business processes as well. The net result of this is the fact that the majority of the contemporary business enterprises are increasingly taking the help of the post-bureaucratic management approaches for the management of their business operations. The improvement of the business processes used by an organization is important since it not only enhances the effectiveness of an organization but at the same time its efficiency as well (Sturdy, Wright & Wylie 2016). Thus, it can be said that the improvement of the organizational culture which is being followed within an organization has facilitated the extensive usage of the post-bureaucratic management approaches.

Organizational Structure

To conclude, the transformation undergone by the business world becomes apparent when the structure as well as the work culture followed by the organizations is taken into effective consideration. In this regard, it needs to be mentioned the diverse organizations of the modern-era are increasingly turning towards the use of post-bureaucratic management approaches because of the benefits that the use of this approach offers them. One of the most important factors which had contributed towards the extensive usage of this system or approach by the various organizations is the congenial organizational or work culture which is being followed within the mold of these organizations. Furthermore, at the same time, it can be said that the improvement of the organizational structure, processes and also the practices followed by these organizations have also facilitated the extensive usage of this system or approach. A closer look at these entities of an organization reveals the fact that they are closely associated with the entity of the organizational or work culture which is being followed within its framework. Thus, it can be said that the improvement as well as the implementation of an effective culture within the workplace is the single most important factor which has lead to the extensive usage of the post-bureaucratic management approach by the various organizations.

The feedback provided by my professor for the “Assignment 1” has helped me in a substantial manner towards the effective completion of this assignment. For example, the major constructive feedback that the professor provided was related to the grammar and also the sentence construction that I used in the first assignment. The constructive feedback provided by the professor has helped me to not only focus on the aspects of grammar and also sentence construction in this assignment but at the same time has also helped me to improve these aspects. Another feedback that the professor provided on the basis of my prior assignment was the fact that my previous assignment lacked critical analysis. Thus, to overcome this barrier I took the help of various peer-reviewed articles and other kinds of academic resources for the completion of this assignment. Unlike the previous assignment, for the completion of this assignment I researched the topic of post-bureaucratic management approaches and also the impact of the culture which is being followed within the spectrum of an organization on this aspect. In addition to these, the professor also gave me to feedback that the references which I used for the completion of my previous were not academic ones and lacked authenticity since the majority of them were websites and other internet sources. Thus, taking the advice or the feedback provided by the professor into consideration this time I ensured the fact that all the sources or the references which I used for the completion of the assignment were not only peer-reviewed as well as academic ones but taken from credible databases like Google Scholar, ProQuest and others. Furthermore, I also ensured the fact that there would be minimum amount of similarity between the content that I have written and the online sources and also took into consideration the various analytical tools for the same. Thus, I would like to say that I have tried to work on the feedback provided by the professor in the best possible manner and I am hoping that this assignment would meet the requirements of the professor.

References

Anitha, J. 2016. Role of Organisational Culture and Employee Commitment in Employee Retention. ASBM Journal of Management, 9(1).

Bromley, P., & Meyer, J. W. 2017. “They are all organizations”: The cultural roots of blurring between the nonprofit, business, and government sectors. Administration & Society, 49(7), 939-966.

Carlos Pinho, J., Paula Rodrigues, A., & Dibb, S. 2014. The role of corporate culture, market orientation and organisational commitment in organisational performance: the case of non-profit organisations. Journal of Management Development, 33(4), 374-398.

Doherty, T. L., Horne, T., & Wootton, S. 2014. Managing public services-implementing changes: a thoughtful approach to the practice of management. Routledge.

Elsmore, P. 2017. Organisational Culture: Organisational Change?: Organisational Change?. Routledge.

Fotaki, M., & Jingjit, R. 2018. Humanising Bureaucracy: Clan-Oriented Culture in the Thai Civil Service. In Public Policy in the'Asian Century' (pp. 151-183). Palgrave Macmillan, London.

Haynes, P. 2015. Managing complexity in the public services. Routledge.

LÊgreid, P. 2017. Transcending new public management: the transformation of public sector reforms. Routledge.

Malizia, P., Cannavale, C., & Maimone, F. (Eds.). 2017. Evolution of the Post-bureaucratic Organization. IGI Global.

Manzi, T., & Darcy, M. 2017. Organisational research: conflict and power within UK and Australian social housing organisations. In Social constructionism in housing research(pp. 142-158). Routledge.

Siciliano, M. 2016. Disappearing into the object: aesthetic subjectivities and organizational control in routine cultural work. Organization Studies, 37(5), 687-708.

Sturdy, A., Wright, C., & Wylie, N. 2016. Managers as consultants: The hybridity and tensions of neo-bureaucratic management. Organization, 23(2), 184-205.