Weber’s Bureaucratic Model Essay


Bureaucracy seems to be the most effectual from we have been able to develop in covering with the new mass society which has developed in the 19th and 20th centuries ( Cyril Sofer, 1972 ). The first subdivisions of this essay describe the chief features of the Weberian “ideal type” bureaucratism in organisation on base of classical theory. Subsequent subdivisions outline the functions of power and authorization in this theoretical account. There are three types of authorization which are rational-legal, traditional and magnetic in organisations. At the same clip, there are besides three positions of power which are political position, behavioral position and relational position in organisations. The last portion of this essay will discourse the strengths and failings of bureaucratism by focal point on Weber ‘s bureaucratic theoretical account in organisation.

Weber ‘s bureaucratic theoretical account:

“Bureaucracy is a portion of the system through which the values and aspirations of assorted sections of the community are incorporated into public policy, it is more than a mere conduit through which these outside groups can exert influence upon authorities decisions” ( Francis E. Rourke, 1969 ). Weber claimed bureaucratism is made rational by the fact that within it control was exercised on footing of cognition, expertise, and in proficient competency ( Hopfl, H. M, 2006 ). Harmonizing to his theories, bureaucratism is manner for the province to exert authorization in a mass society. Weber analyzed the bureaucratism in a “real-type” term, it means he identifies the pure from of a certain system of disposal, insulating and seting together its cardinal features and demoing certain logical effects and correlatives. Weber mentioned that his bureaucratism is a logical and ideal theoretical account which can put up an organisation. Weber went on to explicate the chief features of the bureaucratic disposal in a general manner. They are as follow.

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First, people or things in a bureaucratic disposal are divided into degrees of importance, and that is harmonizing to a clearly defined construction of offices and places with different duties. They make this determination because they take the degrees of authorization, legal power into history. In bureaucratism, the hierarchy is besides typically really complex, its many degrees supplying a extremely differentiated construction of authorization. Second, in a bureaucratism, personal feelings such as understanding or friendliness are non that popular because the rights and responsibilities of people are in the charge of the impersonal regulations. Rules are the highest instructions, they can crush everything.

Third, people who are working in a bureaucratism will no precisely be controlled by their foremans or leaders, their rights and responsibilities are written in the regulations and ordinances, so they subject to the regulations alternatively of people. Fourth, the wages people working in a bureaucratism can acquire are non flexible, and they do non have their office or any excess dividend. Fifth, a bureaucratic disposal will ever hold a clear and elaborate guideline which includes how to cover with about all sort of job that may be happen and the statement of people ‘s duties. Therefore, whenever they need to do determinations, they can do it in conformity with those guidelines and set no personal ideas in them. Sixth, a bureaucratism has a really distinguishable categorization of the degrees of all the employees. Peoples take orders merely from people who are one degree higher than them.

‘Bureaucracy is predicated on a clearly defined division of labour based upon functional specialisation of undertakings and a good defined hierarchy of authorization. Authority is purely defined and functionaries take orders merely from those instantly above them in rank ( Marx Weber, 1930 ) ‘. Seventh, in order to keep the mode that the regulations control everything alternatively of people, the relationships among people who work in a bureaucratism are non really near. Eighth, bureaucratic functionaries treat people as “cases” alternatively of persons ; they are besides really impersonal to the populace like they are non who they are but what they need to be in the bureaucratism. Ninth, every determination made by people in a bureaucratic disposal has to be in conformance with the rule that mentioned in written paperss. Tenth, in a bureaucratism, people perform a responsibility or assure harmonizing to what the regulations say although they are carried out without respect for people.

The function of power and authorization in bureaucratism theoretical account:

“Bureaucratic authorization is ‘specifically rational in the sense of being bound to intellectually decomposable regulations ‘ ; while magnetic authorization is specifically irrational in the sense of being mostly foreign to all such formal, intellectually decomposable rules” ( Weber, 1978, I: 224 ).

Harmonizing to Weber ( In 1947 as quoted in R.J.Dwver, 2005 ), authorization can come from different roots and to be acceptable it needs to be legitimized. It focuses on the Weber ‘s theory of legitimized governments. Kinds of illegitimated governments can impact the efficiency of an active organisation when they exist in an organisation. Meanwhile, bureaucratism will play the function of legitimiser in organisation. Linstead, Fulop and Lilley ( 2004 ) outline one manner to understand how the development of the nature to analyze the power of these organisation. “The lone footing of legitimacy for it is personal personal appeals so long as it is proved ; that is, every bit long as it receives acknowledgment and every bit long as the followings and adherents prove their usefulness charismatically” ( Weber, 1978, I: 244 ).

Weber distinguished between three types of ‘legitimate authorization ‘ in different societies and organisational types. In an credence of traditional authorization is the order of some people or groups, it is ever been such things which people ever been followed to make ( Cyril Sofer, 1972 ). There are three types of authorization in organisations. They are rational-legal, traditional and magnetic severally. ( Weber, 1964 )

1. Rational-legal authorization

Rational-legal authorization is anchored in the aim regulations which are established by jurisprudence. It becomes to the societal dealingss ‘ character and can be exchange with bureaucratism.

2. Tradition authorization

The ore-modern societies are frequently dominated by the tradition authorization. It is based on the traditional beliefs and fated. However, tradition authorization is difference from rational-legal authorization because it is non based on the nonsubjective Torahs. Tradition authorization is regarded as a feudal system because it is ever invested in a familial line by a higher power. It is excessively hard to alter, but when a alteration is due to the caput or the swayer.

3. Charismatic authorization

Charismatic authorization is a specifically radical force. “Charismatic authorization is associated with the type of organisation that rests on the entreaty of leaders who claim commitment because of the force of their extraordinary personalities” ( Weber, 1964 ). The leaders used their personal appeal to pull others through devotedness for appealing but it is hard to happen a new one who wants to maintain the personal appeal when the leader leaves.

There are three positions of power researched by Fulop and Lilley ( 2004 ). They are political position, behavioral position and relational position severally.

1. Political position

Political position plays a non-decision-making behavior function in the bureaucratism modern. “Political position involves the consideration of ways in which determinations are prevented from being taken on possible issues of public concern over which there is discernible struggle of interests” ( Linstead, Fulop and Lilley, 2004, pp184 ).

2. Behavioural position

Behavioural position plays a decision-making behavior function in the bureaucratism modern. It means that a individual who use his/her behaviour in the decision-making.

3. Relational position

Relational position means there have some particular quality relationship between the parties. For illustration, you allow making something by power, but may restrict to make that.

Strength of Weberian construct of bureaucratism:

The strengths of bureaucratism contain several facets. Bureaucracy by agencies of combination of hierarchy and division of labor can curtail the harmful signifiers of governments which may take to unjust fortunes for employees ( Balle, M, 1999 ).

First, it can better the velocity and preciseness in operation as everyone cognizing his or her ain responsibilities. Second, struggles and confusion between each other can be much reduced as effectual communicating can be easy achieved, due to that subordination of juniors to seniors in a rigorous and know manner. Third, it can bring forth a dependable and good organized concern system, since the known and calculable regulations accumulated from similar instances will modulate future concern activities and achieve predictable consequences, and besides, personal emotions which could hold negative influence in the determination devising can be much reduced or even wholly avoided. Finally, for every single labour, as the occupation can be really elaborate and specialised, expertness can be created for each individual and greater benefits will be generated.

Weakness of Weberian construct of bureaucratism:

One chief unfavorable judgment that represents the thought of bureaucratism argues that this thought will diminish the flexibleness and active efficiency in organisations, which means that turning of the principal of bureaucratism, can impact the efficiency of a system. What ‘s more, it can besides cut down its flexibleness by the growing. By opposite, the latter one is against the kernel of bureaucratism that it can increase the efficiency of organisations, in which its unusual nature becomes self-destroying. This is caused by bureaucratism is taken more earnestly than it needs. Bureaucracies being devices or agencies, it can be made clearer, more satisfactory and more efficient that organisations are able to work with or in them. However, due to the growing of the importance of the principal of bureaucratisms, it may work against the efficiency. It is because that bureaucratism is merely one of organisational agencies, non playing the function as the end of an organisation, in which it reflects that ends and agencies are able to alter their topographic point one time bureaucratism can go on easy. In this manner, if bureaucratism takes the place from managerial device and acts as the end of organisation, it will cut down the efficiency of whole system.

Bureaucracies is in the big signifier that it can cut down the creativeness among employees, since every specific action is designed to go on in merely few allowed country and signifiers. In this manner, there would be no room left for the creativeness to make routine undertakings and to advert that its disadvantage. Therefore, it is utile to see the increasing of employees ‘ dissatisfaction in mechanistic organisation. Further, it is of import to recognize that the mechanical thought about concern organisations comes from the thought of bureaucratism and it can besides take to the believing mechanistically non merely about the organisation but besides about peoples who work in such an organisation. In short, it can be concluded that employees will be unsated and less efficient when they are working under inflexible regulations and without any creativeness.

Bureaucracy as a big organic structure of regulations, Torahs and direction that designed for best consequences in footings of predicted ends remains no suites for invention ( Giddens A. 2001 ). It means that the organisation had to accommodate with new required factors when it situates in the new fortunes or needs some advanced act.


This article is written some indispensable facets of bureaucratisms. In popular use, the tern ‘bureaucracy ‘ is most strongly associated with the defects of big organisations in both public and private sectors. What ‘s more, I focused on the features of bureaucratism like hierarchy, division of labour and objectively in Weberian history of bureaucratism I reviewed some strengths and failing of above characterizes. Fictional characters like hierarchy or division of labour is utile factor for doing more efficient and more satisfactory for both employees and employers. At the same clip, in side of failing it seems that the function of bureaucratic construction can cut down the proportion the proportion of invention and cut down efficiency of whole system. Through see the sorts of positive and negative of bureaucratisms, it seems bureaucratism is more and more of import for the kind of organisation. Although the thought of bureaucratism still necessitate to be modified, it is more helpful in wider scope of organisational activities.


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