Bureaucratic Leadership Vs. Post Bureaucracy

Bureaucracy exists to organize states and keep them working as efficiently as possible. Max Weber claims that bureaucracies are the most efficient form of organization due to control, hierarchy, and predictability. Bureaucracies are created to give authority and power over others, specialize in certain tasks, and restrict individuals through regulations and laws. However, as Kettl makes it clear that this organization is not easy to maintain. According to Kettl, it is important to for citizens and the government to have a relationship with each other (2017, 3). In bureaucracies, there is not much room for a healthy relationship between citizens and the government because the two can be constantly in disagreement about issues – there may

Grojean, Resick & Diskson (2004) suggest that leaders are responsible for facilitating their follower’s to become capable and guide them to improving their capabilities and strengths. Differentiating between different leadership styles can be done in a number of ways. It was determined that the traditional styles of leaders include authoritian (autocratic), democratic, permissive (laissez-faire) and bureaucratic (Viinamäki, 2009).

In this essay, I am going to discuss how practices of leadership contribute to managing communication in the post bureaucratic era. This essay shall discuss the effectiveness of leadership approaches in the post bureaucratic era in managing communication in organizations. In section 1, I shall discuss leadership in terms of communication by drawing upon the article by Barry B. (2007). In addition, I shall also discuss the use of communication in running an organization in a leader’s desired way (Jack, G., 2004) and the need of contingency approach (Browning, 2007, pg 190) while communicating with employees. In section 2, I shall discuss how management stimulate loyalty in employees through embedding organizational identity (Gagne, J.F.,

Leadership and management is an ever-changing world. The word “leadership” is quite recent and did not emerge until the early nineteenth century in governmental writings and before was known through titles of sovereigns who were distinguished from the public. Society did the distinguishing of the authorities, which creates one individual over another and a hierarchical leadership from top to bottom or vertical ranking. The development and movement of information systems and communication are increasing universal decisions for society that such thinking is unfair (Bass, 1990).

The bureaucratic era has been the traditional form of organization for more than a century, in simple terms described as hybridity, standardized operations and none flexibility inside the organization. The change to the post-bureaucratic is shown through personal influence, high trust relationships and the importance of the individuality of everyone (McKenna, Garcia-Lorenzo & Bridgeman, 2010). According to Kernaghan (2000) the characteristic of the bureaucratic era is “position power” and of the post bureaucratic “participate leadership”.

Boalman and Deal (2013) distinguish four frames to classify different types of leadership. In this paper, I will focus on the three frames: structural, political, and human resources, and their application in the public sector.

Six styles of leadership are going to be examined in this paper; transactional, transformational, servant, charismatic, contingency, and strategic.

The way that modern businesses operate and are perceived has changed dramatically in the past few decades. Some of these changes have been “cosmetic” whereas some of them have revolutionised company and employee management. “Google’s organisational structure and workplace practices (such as their ‘fun at work’ initiatives) not only allow for increasingly creative and innovative ideas to emerge, but are also undoubtedly positive for employee well-being”. This report will outline how Google and other organisations have developed and successfully applied different management strategies that deviate from the standard bureaucratic model.

However, despite Max Weber’s theory that bureaucracies are like iron “iron cages” that are a efficient form of administration. Prior to modern government reform patronage, spoils, and bribery were just part of the political environment for Public Administrators. In today’s, modern government Public Administrators are hired based on the merit and technical qualifications that secure the individual can carry out the duties of the office. However, Public Administrators are forced to work in a hierarchical organization

Trying to find a job that will make you happy? Guess what? The answer is external again. The happiest jobs are those where you focus on helping, and usually interacting with one-on-one, other people. The least happy? Those where you work by yourself and have hierarchical bureaucracies. Read more about it here and

Bureaucratic associations are generic work environment. People are esteemed by the undertakings they perform, and these errands are particular and point by point. Formal structures exist that breaking point individual and individual

Organizations with a bureaucratic culture type use an internal strategic focus and do best in a stable environment (Daft, 2016, p. 395). Bureaucratic organizations have a centralized hierarchal structure that is reluctant to change or adapt. These organizations have multiple levels of leadership, well defined position with clearly defined duties. Policies and structure are used to achieve goals rather than individual decisions. Organizational charts identify who is in charge and has power. Employees are valued for the tasks they perform rather than their individual creativity. Decisions-making is slow in a bureaucratic culture as most decisions are directed up the chain of command. Employees rely on their supervisors

In this essay,I’m going to argue that leadership practices bring impacts on sustainable development in the post-bureaucratic era. World Commission on Economic Development(WCED) defines sustainable development as development that satisfies the needs in the present as well as in the future (Bansal 2005). Business is considered as an aspect of the society as a whole (Evans 1992) and it can be seen that the society is more concerned about ethics,law and regulations,thus a more sustainable management style is widely applied in the post-bureaucratic era. In the first section,I draw upon Cameron and Caza (2004),Mackey (2011),Bansal(2005) and Driscoll and Starik (2004) to present ideas on the contribution of different types of organizational

Accordingly, authentic values of leaders, claim that it is the most interested component when it comes to public administration. Therefore, this public managers’ characteristic is critical for democracy and accountability. Truly, accountability supports public services’ efficiency and efficacy. Equally, authentic leadership theory, grows interaction between mangers decision and accountability; since, leaders focused in their responsibilities, the transparency of their work, values and ethic. Clearly, authentic leaders should know their ethic, values and vision. Really, they must grow a great sense of integrity. These managers take ownership, and initiative to enhance the organization’s positives outcomes. Moreover, authentic leaders’ moral values must to match with the organization’s core values. In the same way, they recognize democracy and democratic values according to rules laws and political values. Consequently, these leaders’ characteristics grow trusty and respect. Therefore, external supervision decreases with the time (Kellis and Run, 2017).

Similarly to trust, empowerment is also the major characteristic of post-bureaucracy. Empowerment in post-bureaucratic organisations refers to the idea of