Perkembangan Teori Organisasi. Klasik/tradisional → Prinsip-prinsip organisasi.
Neoklasik → Perilaku. Modern → Sistem dan lingkungan. Post Modern ...
Teori Organisasi Post Modern
Perkembangan Teori Organisasi Klasik/tradisional Prinsip-prinsip organisasi Neoklasik Perilaku Modern Sistem dan lingkungan Post Modern Merubah dan mengembangkan organisasi
Referensi terbatas
Klasik Klasik (Monarki)
Neo Klasik
Modern
Modern
Post Modern Post Modern
Kajian kita !!!
Pergeseran aliran & taksonomi
Post Modern Organization Suatu organisasi yang terdiri dari berbagai entitas (tim) yang beragam namun terhubungkan satu sama lain, entitas-entitas tersebut mempunyai kemampuan untuk mengatur dan mengontrol dirinya sendiri melalui koordinasi yang bersifat polisentris Koordinasi dibangun menurut kebutuhan pekerjaan Entitas diorganisir dalam flat design, pekerja sangat diberdayakan dan dilibatkan dalam pekerjaan, Informasi sebarkan, dan menekankan pada continuous improvement. (Kaizen) Boje and Dennehy, 2000
Flat Organization Design
Tall Organization Design
Planning Modern 1. 2. 3. 4. 5.
Short term profit goals Worker is a cost Vertical planning. Top down focus. Planning leads to order.
Post Modern 1. Long term profit goals. 2. Worker is an investment. 3. Horizontal planning. 4. Internal and external customer focus. 5. Planning leads to disorder and confusion.
Organizing Modern 1. 2. 3. 4. 5. 6. 7.
One man, one job and deskilled jobs. Labor-management confrontation. Division of departments. Tall is better Homogeneity is strength. Top has voice & diversity is tolerated. Efficiency increases with specialization,formalization, routinization, fragmentation, division of labor.
Post Modern 1. 2. 3. 4. 5. 6. 7.
Work teams, multi-skilled workers. Labor-management cooperation. Flexible networks with permeable boundaries. Flat is better. Diversity is strength. Many-voices and diversity is an asset. Efficiency decreases with specialization, formalization, routinization, fragmentation, and division of labor.
Influenzing Modern
Post Modern
1. 2.
1.
3. 4. 5. 6.
Authority vested in superior. Extrinsic rewards and punishments. Surveillance mechanisms everywhere. Women paid 68% of men; minorities paid less. Discourse is white malebased. Individual incentives
2. 3. 4. 5. 6.
Authority delegated to leaders by teams. Intrinsic, empowered, ownership over work process. People are self-disciplined. Women and minorities equally paid. Polyvocal/polylogic discourse. Team incentives.
Leading Modern
Post Modern
1. Theory X or Y 2. Centralized with many layers and rules. 3. Boss centered. 4. White male career tracks. 5. Tell them what to do.
1. Theory S (Servant Leadership) 2. Decentralized with few layers and wide spans. 3. People centered. 4. Tracks for women and minorities. 5. Visionary
Controlling Modern
Post Modern
1. 2. 3. 4. 5. 6. 7. 8.
1. 2.
9.
Centralized control. End-of-line inspection. Micro surveillance. Red tape. Lots of procedures & rules, Train top of pyramid. Measure result criteria. Hoard (not distributed) information. Fear-based controls.
3. 4. 5. 6. 7. 8. 9.
Decentralized control. Quality control is everyone's job. Two-way surveillance. Cut red tape. Dump procedures. Train people. Measure process criteria. Information is given to all. Self-control.
Is there a Postmodern Organization? Kebalikan dari bentuk organisasi yang birokratis Peter Drucker pertama kali mengemukakan "postmodern" organisasi, dalam buku Landmarks of Tomorrow. Organisasi terwadahi secara longgar, cair, organik, dan bersifat adhokratik (open corporate culture) Bukan organisasi birokrasi yang berstruktur statis
Hardy & Parker, 1999
http://www.soc.uu.se/publications/doktabst/1994-5_a.html
Important Question Dapatkah birokrasi dihilangkan? Siapkah kita hidup tanpa birokrasi?
