Employee suffer the effect of power and are not the bearers of it

In today’s society, similar principles emerge in most of the areas of social world, including entities like religious bodies, administration units, business corporations and universities etc. There are organizations that are designed and operated in such a manner that their functioning can relate to the idea of bureaucracy as elucidated by the renowned sociologist, Max Weber. All large scale modern organizations, according to Weber, tend to be bureaucratic in nature. Weber was clear that bureaucratic organization was an important contributor to the continuing rationalization of society. Bureaucracy as Weber’s work has become virtually the foundation stone to manage the rational legal organizations. Certain organizations have become truly global in scale. George Ritzer replaced bureaucracy by ultimate example of the fast food restaurant chain and named the process as ‘McDonaldization’.

Employees are an important part of any organization and organizations need to treat them as thus. In the 21st Century, as a result of changes in the labor markets, organizations are more responsive to worker conditions and this might have resulted in the

Power is having authority, control along with many influential factors, whether direct or indirect through bona fide expedients. Stojkovic, Kalinich and Klofas (2015) lamented, "Enforcing one's way over others requires the expenditure of resources, the making of commitments, and a level of effort that can be undertaken only when the issues at hand are relatively important" (p. 290). However, authority most often come from the duties and responsibilities delegated to a position holder in a bureaucratic structure. A manager of a criminal justice organization, for instance, has the authority to control and direct the activities of the staffs and expert them to respond with appropriate actions to attain organizational purposes.

Weber states that organizations regulations are formed by few people and this people are the boss, administration employee who tends to have representation powers (Roth and Wittich, 1968). Weber states that the state tends to use bureaucracy on its people in order to establish authority. Bureaucracy is present in various areas in the environment and once bureaucracy is produced then it becomes difficult to

It was also Weber who began studies of bureaucracy, and whose works led to the popularization of this as a term. He developed theories of leadership, and how as society and organizational structure have changed over time, leadership techniques and organizational structures corporations adopt have adapted accordingly. Weber identifies three types of leader: the charismatic leader, who instills a sense of energy and eagerness among their team members. He is dedicated to his organization for the long run to produce adequate results. Secondly we have traditional authority, which is legitimated by the sanctity of tradition. The ability and right to rule is passed down, and is often often hereditary. But bureaucracies are typically led by the rational-legal leader, leading to a rise in this type of authority in recent times. This rational-legal will establish a clear structure within their organization, and follow procedures as they have been established, perfectly tying in with instrumental rationality. Bureaucratic leaders

Power and authority organize people in bureaucratic structures. The hierarchical structure of these organizations dictates the scope of authority that each individual has relative to their respective position. Standardized rules, methods, and procedures within the bureaucratic structure stimulate strict discipline as an essential element for success. The organizations are impersonal places to work and do not conform to the needs of the workers. Historically, power and authority in bureaucratic structures has limited individual personal decision-making, restricted individual opportunities for creativity, denied individual opportunity to develop a sense of self and restricted the potential for diversity in the workplace in public administration.

It is disturbing to know that so many have endured unsafe work environment and that so many lost their lives due to what I can only describe to have been slavery. However, the stakeholders and the vendors should be held responsible for how employees are treated. In addition, I like your suggestion to issue fines and inspection to ensure that companies and their associations are in compliance with ethical codes.

Weber’s bureaucratic approach focuses on the importance of hierarchy by putting great emphasis on the use of rules, procedures and making impartial personnel decisions when managing. He put great emphasis on the jurisdiction, explaining that work should be “divided according to type and purpose” staying within the correct working unit just as the organization’s rules and laws would state (Milakovich, et. al., 2013, p. 146). A hierarchy would be established with a chain of command clearly identifying a system of super- and

Multinational corporations should do more to adequately promote and support the dignity of their employees. It seems to me that the general business trend is for those who make the most money at an organizations, tend to forget or dismiss that the most valuable resources of a company are the employees. Executives tend to forget that without the employees, they would not be living and affording the luxurious lifestyle they can afford to live, a lifestyle far more luxurious that the workers can afford. There are some really ugly and detestable business practices that have become traditions and there is no reason. There is no reason why workers should be humiliated, coerced, mistreated, threatened, and tortured while companies simultaneously generate substantial revenue. Just as organizations are waking up to the simple fact that a company does not need to be wasteful, harmful, or oblivious to the environmental consequences of their company and still make money. In other words, companies that go green still make a lot of money.

The world over, there are different types of organizations, these being public, private, non-governmental and international organizations. They survive because they are contracted to or employed people from different cultural diversity and professions. Besides that, some are profit making and others non-profit making organizations and they all in the end have an obligation to remunerate, provide benefits, an assurance of job security to employees and provide a conducive environment for productivity. Depending on the employer-employee relations, positive or negative attitudes manifest either from both parties tend to develop. As a result the objectives set by the organization can prosper due to positive attitudes or suffer because of negative attitudes. The attitude displayed in the public and private sectors by employees are more or less the same, if they are any differences those are to a lesser extent. These attitudes stem from different work conditions or the ecology of the workplace, cultural diversity and the political landscape the workplace finds itself in, the legal framework and organizational operational policies and the type of leadership style that prevails. For instance, during Khama administration since 2008, the Botswana government employees have had it hard without the award of reasonable salary adjustments, a move that saw the rise of Trade Unions in Botswana affiliating with the opposition party towards the 2014. In fact, in the year 2011

Great Britain is currently recovering from one of the worst economic periods since the 1930s. Everyone is feeling the pinch. As companies try to compete in this new economic environment, and the government tries to reduce national debt, many industries are finding themselves in situations where they must find ways to improve employee relations on an industry wide basis. In the past, employee relations formed an important part of the competitive advantage for individual firms. After falling out of favor for some time, trade unions are now becoming more popular as a way of bolstering entire sectors of the economy or industries. This research will explore the role of employee relations in both unitary and pluralistc environments within certain industries.

The reading, “Bureaucracy”, explained how Weber disagreed with employees being loyal to their bosses than the organizations, which creates a family-like structure. He believed in a more formal structure which is known as bureaucracy. His theory of bureaucracy is defined by six major principles. The first principle is the division of work or management by rules, meaning there will be consistency in both organizational and management practices, making things easier and run more smoothly. The second principle is a formal hierarchical structure, meaning that those individuals with higher position will supervise or watch over individuals of lower position. The third principle is formal selection or employment based on technical qualifications, meaning employers should be chosen based on their experiences and capabilities rather than their personal choice. The fourth principle is the formal rules and regulations by the organizations and its members that should be recorded to be accounted for and showing consistency throughout. The fifth principle is impersonality, meaning managers should be unbiased, treating all employees and customers equally, being less influenced by their individual differences. The sixth principle is career orientation, where people are organized into units or groups based on the type of skills they have.

Good Employer to employee relation is one of the key ingredient factor as far as the success of a particular organization is concerned. As such many organization are encourage through the Human Resource Department to uphold values that will promote the creating of a conducive environment that will promote both the welfare of the employees and the employer in realization of the organizational goals. In retrospect, practices such as poor employee behavior, sexual harassment, substance abuse, fighting, internet abuse and work family conflicts among other negative practices are highly discouraged not only within the confinement of the working environment but also outside work since they portray a bad image of the organization or company (Series, 2015).

In today’s work environment it is important that the employees meet the competitiveness of their organisation’s market locally and globally. To have employees that are not performers (Dead Woods) can cost the company an arm and a leg. Poor performers can cost companies a lot of money, not only due to service but due to mistakes they make. More over dealing with them take up a significant part of management time.

Weber developed a theory of authority structures and describes organizational activity on the basis of authority relations. By building the structure, task responsibilities and decision-making authorities would be clearly defined. He proposed that rational-legal authority (the authority a person possesses be cause of his/her position in an organization, not because of wealth, social st atus or individual’s admirable character) provides the value to develop the u niversal authority structure called “bureaucracy”.