The practices in managing cultures have changed in the post bureaucratic era
In this essay about managing culture in the post-bureaucratic era, I am going to argue how the practices of managing culture have changed in this era and how they differentiate oneself from the bureaucratic era. Furthermore I describe the cultural influences especially in organizations and how the importance of those influences changed over the time. In the first section I am going to explain the content of managing organization culture to get a first insight in the topic and to express the knowledge about the influences of the culture in an organization. In the next chapter I separate between two perspectives of the cultural organizations and explain which of the both are relevant for the assignment question. The next step of my argumentation is the explanation of the content of the post-bureaucratic era and how it differentiates from the bureaucratic era. In the main part of my research I am going to analyse the different types of form organization and controlling regarding to McKenna, Garcia-Lorenzo & Bridgeman. Following this, by looking into the resulting advantages and disadvantages for the employees and also the point of view of the managers. At the end of my research I refer to a few examples to confirm my research and my line of argumentation.
The beginning of my argumentation starts with the explanation of the management of organizational cultures and how this influences the organizations behaviour. According to Guest, Storey & Watsons (2002, as cited in Ogbonna & Wilkinson 2003) organizational culture is a key concept in the human resource management.
It is important to understand how the different cultures are effected and they change the behaviour inside an organization. Every person shares a different culture and belief and everyone represent another point of view inside an organization. The fact is, that every person in an organisation brings along a value for the organization with their attitudes and point of views of their cultures. With it they
The beginning of my argumentation starts with the explanation of the management of organizational cultures and how this influences the organizations behaviour. According to Guest, Storey & Watsons (2002, as cited in Ogbonna & Wilkinson 2003) organizational culture is a key concept in the human resource management.
It is important to understand how the different cultures are effected and they change the behaviour inside an organization. Every person shares a different culture and belief and everyone represent another point of view inside an organization. The fact is, that every person in an organisation brings along a value for the organization with their attitudes and point of views of their cultures. With it they
References: Kärreman, Dan. & Alvesson, M. 2004. Cages in Tandem: Management Control, Social Identity, and Identification In a Knowledge-Intensive Firm. Sweden : SAGE, 2004, pp. 150-152. Kernaghan, K. 2000. The Post-Bureaucratic Organization and Public Services Values. Interational Review of Administrative Sciences 66. 2000, pp. 92-93. Knights, D. & Willmott, H. 2007. Introducing organisational behaviour and management. Australia : Thomson, 2007, pp. 344-372. McKenna, S., Garcia-Lorenzo, L. & Bridgman, T. 2010. Managing, managerial control and managerial identity in the post-bureaucratic world. Canada, UK & New Zealand : York University, London School of Economics & York University, 2010, pp. 2-4. Ogbonna, E. & Wilkinson, B. 2003. The False Promise of Organizational Culture Change: A Case Study of Middle Managers in Grocery Retailing. Cardiff : Blackwell Publishing, 2003, pp. 1152-1164. You Asked For It: Christmas At The Bosses Expense. Rosen, M. 1988. New York : s.n., 1988, Journal of Management Studies, pp. 464-473.