Organizational Theory: Democratic Leadership

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Table of Contents

Introduction
Discussion
Conclusion
References

Introduction

Bureaucracy, from the perspective of Max Weber, entails a system in which labor division is systematic and strict, employees are arranged into a hierarchy, and performance is ensured through written rules and administrative processes. Weber’s theory implies that bureaucracy aligns most effectively with companies in which the work process can be divided into routine tasks with distinct steps (Bessa, 2022). On the one hand, Weber’s framework implies the benefit of establishing a stable and efficient workplace, while on the other hand, it contradicts resilience and employee well-being.

Discussion

Taylorism is based on the theory of scientific management and the idea that output is linked to payment. Thus, a worker is more likely to be efficient at succeeding in routine tasks if the wage is high (Bessa, 2022). The adverse connotation is that the worker does not develop loyalty to an organization that only focuses on payment. Moreover, the framework implies the presence of a string hierarchy, which can be damaging to the morale of the workforce.

The human relations model is somewhat of a contradiction to Taylorism. Namely, while Taylorism implies that workers are motivated by payment alone, the counterpart has determined that self-fulfillment, independence, and other elements also motivate the workforce to succeed professionally. Moreover, while Taylorism is based on a strict hierarchy, the human relations model acknowledges the importance of both formal and informal relationships within organizations.

The concepts of power, authority, and leadership are especially vital in non-profit organizations due to the dedication factor. Namely, power is the informal concept of authority that generates a shared sense of value, impacting workers to commit to the greater cause. Similarly, authority is the legitimate way for non-profit leaders to manage organizations. Last but not least, leadership is the notion that represents the cause on which the nonprofit organization is based.

Conclusion

Democratic leadership is the management style based on the collective effort of the workforce in regard to decision-making. Autocratic leaders, on the other hand, are inclined to create a strict hierarchy in which decisions are made by executives. Laissez-faire leadership is the system in which employees have the power to make important organizational decisions while operating based on set principles and values. I prefer a democratic leadership style as it implies higher job satisfaction and takes into consideration the dynamic environment of a workplace in which values may change depending on the needs of the team as well as the ever-changing market shifts.

References

Bessa, Y. (2022). Voluntary Associations and Nonprofit Organizations in Our Current Uncertain World. Solana Beach, CA: Cognella Academic Publishing.

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Organizational Theory: Democratic Leadership

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