Two types of bureaucracy: enabling and coercive.
This article proposes a conceptualization of workflow formalization that helps reconcile the contrasting assessments of bureaucracy as alienating to employees or as enabling them to perform their tasks better. Interpreting formalization as an organizational technology, we use recent research on the...
| Publicado en: | Administrative Science Quarterly Vol. 41; pp. 61 - 90 |
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| Autores principales: | , |
| Formato: | Artículo |
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Administrative Science Quarterly
March 1996
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| Acceso en línea: | Ver este registro en EBSCOhost |
| fields | @attributes: recordID: 1 pdfLink: plink: https://search.ebscohost.com/login.aspx?direct=true&db=ssf&AN=507478313&site=ehost-live header: @attributes: shortDbName: ssf uiTerm: 507478313 longDbName: Social Sciences Full Text (H.W. Wilson) uiTag: AN controlInfo: bkinfo: jinfo: jid: 00018392 ASQ jtl: Administrative Science Quarterly issn: 00018392 maglogo: N pubinfo: dt: March 1996 vid: 41 pid: 224 pub: Administrative Science Quarterly artinfo: ui: 507478313 10.2307/2393986 ppf: 61 ppct: 29 formats: fmt: – @attributes: type: T – @attributes: type: P size: 2MB tig: atl: Two types of bureaucracy: enabling and coercive. aug: au: Adler, Paul S. Borys, Bryan su: Organizational behavior Bureaucracy Technology & labor Employee rules sug: subj: Organizational behavior Bureaucracy Technology & labor Employee rules ab: This article proposes a conceptualization of workflow formalization that helps reconcile the contrasting assessments of bureaucracy as alienating to employees or as enabling them to perform their tasks better. Interpreting formalization as an organizational technology, we use recent research on the design of equipment technology to identify two types of formalization-enabling and coercive. Whether the impact of formalization on employees' attitudes is positive or negative is, we argue, a function of whether that formalization enables employees better to master their tasks or functions as a means by which management attempts to coerce employees' effort and compliance. We identify some forces that tend to discourage the enabling orientation to the benefit of the coercive orientation, as well as some persistent countertendencies that encourage the enabling orientation. We suggest some ways in which this typology can be extended beyond workflow formalization to other facets of bureaucracy such as internal labor markets, hierarchy, and the role of staff functions. Reprinted by permission of the publisher. pubtype: Academic Journal doctype: Article src: R language: English refInfo: copyright: @attributes: flag: N holdings: @attributes: islocal: N |
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