Strands trapped in the system), Paradox of consequences: bureaucracy can - The way people talk about things influences what we believe
lead to follow the rules so strictly unintended results, and how we behave.
MANAGERIAL-PSYCHOLOGISTIC (Taylor, Organizations follow rules to gain legitimacy (being accepted as - People are often controlled by the way of things are talked
Maslow) normal), not just efficiency. about (the language of modernism) ikea family
Core question: how can we make the work more efficient? Decision-making based on rules , logic and efficiency - This theory focus on questioning everything
Answer: decomposing the work to enhance efficiency Material rationality: when the rules leads to inefficient/harmful results Pre modern: not a change in society, Modern (old way of thinking):
Key components: Separate thinking, deskilling, micro level Organisations are shaped by social constructed ideas (legitimacy) what people are optimist, it will get better, we control the world, an
Taylorism: Scientific management, simple, repetitive tasks, efficient, is ‘normal’, often about fitting in Mimetic isomorphism: organisation is 1 big thing with 1 leader and 1 plan Post modern (new
Homo economicus: want money, but lazy (Theory X), Soldiering: work organisations copy each other. 3 types authority: traditional (kings), way of thinking): the truth is relative (not one single truth), we don’t
slow on purpose, protecting working to hard, Systematic soldiering: all charismatic (personality: celebrities), Rational-legal (rules/law: police) control the world (hybrids = hoogmoedig), organisations are made of
workers work slow, Ford: Fordism: specialised machines, mass most modern many voices and meanings (polycentric: different teams or
production five dollar day: workers become consumers. Institutional entrepreneurs: actors who change long-standing rules, departments make their own decisions)
Maslow/Herzberg: psychological humanism, involving and Institutional logics: value system inside institutions (occupational logic Language = power
responsibilities motivation (Theory Y), Hygiene factors (basic needs, vs organizational logic) Example: Calling workers “heroes” or “champions” to motivate them
salary), Motivation factors (achievement, self-actualization) Maslow Institutional work: efforts to create /change/maintain institutions Lecture 3 – structure
needs DIVISION OF LABOUR:
Taylor = extrinsic motivation (money), Maslow = intrinsic motivation LABOUR PROCESS (Marx)
1. Pre-capitalism (up to 1500): No big changes the rise of
Key components: economic change, power asymmetry, homogenous.
(growth). agriculture
Capitalism: led to deskilling, routinising, and mechanizing of jobs
2. Pre-industrial capitalism (1500-1800) Societal change: rise
Rationalization supports capitalist exploitation (uitbuiting). Work under
HUMAN RELATIONS (Durkheim) capitalism: Proletariat: workers vs Bourgeoisie: owners. Owners of trade (handel)
Key components: social system around individuals, macro level/ meso 3. Industrial capitalism (1800-1960) rise of tech,
survival, more efficient grow this is why workers are exploited
Social system important (norm & values), Anomie: loss of industrialization
Asymmetric power relations (this argument used by politics science to
norms/values, productivity ↑ with informal relations, Social cohesion. 4. Post-industrial capitalism (1960-now) rise of service
explain war) The reverse army of labor: due the power relations, the
Mechanical solidarity (begrip): traditional societies people where Pre-capitalist and pre industrial: social division of labour
owner can oppress (onderdrukt) underemployed people who are ready
similar solidarity naturally, Organic solidarity: modern societies Industrial and post-industrial: technical division of labour
to work, and who can be used to replace workers or to pressure them
people are different dependent on each other, Hawthorne effect: Mechanical solidarity/organic solidarity
to accept lower wages.
social attention, “being observed” + productivity, Corporate culture: Second industrial revolution: organisations started to look like machines
Homofaber: humans are naturally productive and creative beings
shared culture, feel connected. People are emotional and need to feel logical orders, a quest for rationalisation, machine like corporation,
Managers = agents of capital → they design, control, and monitor work
they belong (homo socialis) stiped of al ornamentation, conformity: man in service like a part of the
to extract profit.
machine Post industrial from products to services, knowledge work,
To survival owners: beat competitions, maximize surplus value
INTERACTIONIST NEGOTIATED (Goffman) decentralization, flexibility, automation, outsourcing (uitbesteding),
(difference between what workers are paid and the value they produce)
Key components: bridging micro an macro, preserving identity innovation and soft skills are more important.
and efficiency (Taylorism).
This strand shows that institutions can constrain identity (identiteit Basic economic idea:
Labor-process theory: Shows how capitalism: breaks down tasks,
beperken) People think they are free to be themselves, but in - Spend as little as possible (minimise costs)
increases control, pressures workers to do more for less pay Workers
reality, their behaviour and identity are often shaped and limited by - Make as much money as possible (maximise profit)
lose autonomy and meaning in their work
the rules, culture, or expectations of the organization or society — Companies must be: efficient and adaptable (aanpassingsvermogen)
Once labour is defined as a cost of production, rather dan a means to
without them even realizing it. Taylor,Ford and Weber say: Bureaucracy: tasks are planned, rules and
achieve a society, workers are strangers from their own work(product) =
Rules and behaviour not fixed constantly being negotiated through procedures, people follow formal rules to be efficient, predictable
alienation.
interactions. Symbolic interactionism: communication by symbols (voorspelbaar) and fair
Logic of accumulation: capitalist always need to grow, otherwise they
(language, clothes), Subjective career: understand own life path Recall Weber strand: mimetic isomorphism: organisations copy each
lose competition
keep identity stable. other.
The one precent is achievement of wealth because rate of return on
Critique on strand Ethnomethodology: no fixed society, people Organisations must decide: fast or cheap or flexible and responsive
capital, exceeds rate of growth of income R>G.
create it in their minds to make sense follow rules only for one goals there is no one-size fits-all
Economic interdepended: everyone in society is depend of each other
(common sense) Burns and stalker:
with food etc.
Mechanistic Organic
SOCIAL ACTION (Weber) POSTMODERN - POSTSTRUCTURALIST Stable environment Changing environment
Key components: institutional, modernisation, bureaucracy Clear ruler/hierarchy Flexible rules/teamwork
Key components: Progress is an illusion (at least in ethics)
Connects individual meaning = verstehen (micro) to social structure Tasks decided by managers Employees help shape tasks
This theory questions everything, and that it's about uncovering hidden
(institutions &bureaucracy) (macro), Modernising means: Focus on following instructions Focus on sharing info and advice
power in how we speak and think. Everything depends on how we talk
Rationalization: replacing tradition/magic calculation, rules and Loyalty and obedience matter Shared values matter
about it (discourse: not just language — it’s a whole way of thinking,
efficiency Bureaucracy: most rational system: rules, roles and Vertical commands Horizontal consultation
using words, ideas, and meanings).
hierarchy efficient, predictable creates the ‘iron cage’ (become
- True depends on their point of view Efficient Adaptable
,
lead to follow the rules so strictly unintended results, and how we behave.
MANAGERIAL-PSYCHOLOGISTIC (Taylor, Organizations follow rules to gain legitimacy (being accepted as - People are often controlled by the way of things are talked
Maslow) normal), not just efficiency. about (the language of modernism) ikea family
Core question: how can we make the work more efficient? Decision-making based on rules , logic and efficiency - This theory focus on questioning everything
Answer: decomposing the work to enhance efficiency Material rationality: when the rules leads to inefficient/harmful results Pre modern: not a change in society, Modern (old way of thinking):
Key components: Separate thinking, deskilling, micro level Organisations are shaped by social constructed ideas (legitimacy) what people are optimist, it will get better, we control the world, an
Taylorism: Scientific management, simple, repetitive tasks, efficient, is ‘normal’, often about fitting in Mimetic isomorphism: organisation is 1 big thing with 1 leader and 1 plan Post modern (new
Homo economicus: want money, but lazy (Theory X), Soldiering: work organisations copy each other. 3 types authority: traditional (kings), way of thinking): the truth is relative (not one single truth), we don’t
slow on purpose, protecting working to hard, Systematic soldiering: all charismatic (personality: celebrities), Rational-legal (rules/law: police) control the world (hybrids = hoogmoedig), organisations are made of
workers work slow, Ford: Fordism: specialised machines, mass most modern many voices and meanings (polycentric: different teams or
production five dollar day: workers become consumers. Institutional entrepreneurs: actors who change long-standing rules, departments make their own decisions)
Maslow/Herzberg: psychological humanism, involving and Institutional logics: value system inside institutions (occupational logic Language = power
responsibilities motivation (Theory Y), Hygiene factors (basic needs, vs organizational logic) Example: Calling workers “heroes” or “champions” to motivate them
salary), Motivation factors (achievement, self-actualization) Maslow Institutional work: efforts to create /change/maintain institutions Lecture 3 – structure
needs DIVISION OF LABOUR:
Taylor = extrinsic motivation (money), Maslow = intrinsic motivation LABOUR PROCESS (Marx)
1. Pre-capitalism (up to 1500): No big changes the rise of
Key components: economic change, power asymmetry, homogenous.
(growth). agriculture
Capitalism: led to deskilling, routinising, and mechanizing of jobs
2. Pre-industrial capitalism (1500-1800) Societal change: rise
Rationalization supports capitalist exploitation (uitbuiting). Work under
HUMAN RELATIONS (Durkheim) capitalism: Proletariat: workers vs Bourgeoisie: owners. Owners of trade (handel)
Key components: social system around individuals, macro level/ meso 3. Industrial capitalism (1800-1960) rise of tech,
survival, more efficient grow this is why workers are exploited
Social system important (norm & values), Anomie: loss of industrialization
Asymmetric power relations (this argument used by politics science to
norms/values, productivity ↑ with informal relations, Social cohesion. 4. Post-industrial capitalism (1960-now) rise of service
explain war) The reverse army of labor: due the power relations, the
Mechanical solidarity (begrip): traditional societies people where Pre-capitalist and pre industrial: social division of labour
owner can oppress (onderdrukt) underemployed people who are ready
similar solidarity naturally, Organic solidarity: modern societies Industrial and post-industrial: technical division of labour
to work, and who can be used to replace workers or to pressure them
people are different dependent on each other, Hawthorne effect: Mechanical solidarity/organic solidarity
to accept lower wages.
social attention, “being observed” + productivity, Corporate culture: Second industrial revolution: organisations started to look like machines
Homofaber: humans are naturally productive and creative beings
shared culture, feel connected. People are emotional and need to feel logical orders, a quest for rationalisation, machine like corporation,
Managers = agents of capital → they design, control, and monitor work
they belong (homo socialis) stiped of al ornamentation, conformity: man in service like a part of the
to extract profit.
machine Post industrial from products to services, knowledge work,
To survival owners: beat competitions, maximize surplus value
INTERACTIONIST NEGOTIATED (Goffman) decentralization, flexibility, automation, outsourcing (uitbesteding),
(difference between what workers are paid and the value they produce)
Key components: bridging micro an macro, preserving identity innovation and soft skills are more important.
and efficiency (Taylorism).
This strand shows that institutions can constrain identity (identiteit Basic economic idea:
Labor-process theory: Shows how capitalism: breaks down tasks,
beperken) People think they are free to be themselves, but in - Spend as little as possible (minimise costs)
increases control, pressures workers to do more for less pay Workers
reality, their behaviour and identity are often shaped and limited by - Make as much money as possible (maximise profit)
lose autonomy and meaning in their work
the rules, culture, or expectations of the organization or society — Companies must be: efficient and adaptable (aanpassingsvermogen)
Once labour is defined as a cost of production, rather dan a means to
without them even realizing it. Taylor,Ford and Weber say: Bureaucracy: tasks are planned, rules and
achieve a society, workers are strangers from their own work(product) =
Rules and behaviour not fixed constantly being negotiated through procedures, people follow formal rules to be efficient, predictable
alienation.
interactions. Symbolic interactionism: communication by symbols (voorspelbaar) and fair
Logic of accumulation: capitalist always need to grow, otherwise they
(language, clothes), Subjective career: understand own life path Recall Weber strand: mimetic isomorphism: organisations copy each
lose competition
keep identity stable. other.
The one precent is achievement of wealth because rate of return on
Critique on strand Ethnomethodology: no fixed society, people Organisations must decide: fast or cheap or flexible and responsive
capital, exceeds rate of growth of income R>G.
create it in their minds to make sense follow rules only for one goals there is no one-size fits-all
Economic interdepended: everyone in society is depend of each other
(common sense) Burns and stalker:
with food etc.
Mechanistic Organic
SOCIAL ACTION (Weber) POSTMODERN - POSTSTRUCTURALIST Stable environment Changing environment
Key components: institutional, modernisation, bureaucracy Clear ruler/hierarchy Flexible rules/teamwork
Key components: Progress is an illusion (at least in ethics)
Connects individual meaning = verstehen (micro) to social structure Tasks decided by managers Employees help shape tasks
This theory questions everything, and that it's about uncovering hidden
(institutions &bureaucracy) (macro), Modernising means: Focus on following instructions Focus on sharing info and advice
power in how we speak and think. Everything depends on how we talk
Rationalization: replacing tradition/magic calculation, rules and Loyalty and obedience matter Shared values matter
about it (discourse: not just language — it’s a whole way of thinking,
efficiency Bureaucracy: most rational system: rules, roles and Vertical commands Horizontal consultation
using words, ideas, and meanings).
hierarchy efficient, predictable creates the ‘iron cage’ (become
- True depends on their point of view Efficient Adaptable
,
