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Review the elements of Weber s Ideal-Type Bureaucracy. In no more than 300 words, say why this concept is important. Attached, is the 3 page article that this assignment is referring to. Thanks in adv

Review the elements of Weber’s Ideal-Type Bureaucracy. In no more than 300 words, say why this concept is important. Attached, is the 3 page article that this assignment is referring to.Thanks in advance!

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Organizational Behavior Through the Prism of Freud
By Yael Adler on April 1, 2009 | from www.vault.com
One would think that Freud has little place in the working world. After all, what can
psychodynamic theory, in all its complexity and obscurity, have any value to work and
organizations? More scientifically focused psychologists have long rejected the purely
conjectural and theoretical nature of Freud’s ideas. As they say – where’s the data?!
Surprisingly, there is data, not on the theory as a whole, but on specific aspects of the
theory. Fundamental components of psychodynamic theory
have
been scientifically and
empirically tested and documented, specifically as they relate to cognitive and
emotional processes. These areas, in turn, have much to do with organizational life.
One area of the theory that affects organizational behavior is the importance of
unconscious symbols. Each of us has a representation, a “prototype” or “script” of our
self, others, events. These scripts are carried within us and they affect how we react
across situations. Traits, features, stories, emotions, past experiences, etc., all influence
how we act and react in our daily lives, and that includes our working lives. In common
parlance we refer to this phenomenon as “emotional baggage.”
One example of the application of symbolism in the organization is what’s referred to in
Industrial/Organizational Psychology as the “Halo Effect” in performance ratings.
Get research paper samples and course-specific study resources under   homework for you course hero writing service – Manage rs often detect two or three positive traits in an employee, and then attribute an
entire prototype/stereotype of an effective worker to that individual, regardless of the
rest of that individual’s performance. Employee performance evaluation, then, is
influenced by the
manager’s
unconscious “script,” by what the manager
expects
to see
in the situation, rather than by the realities of the situation itself.
Likewise, employees often react to leaders based on their own unconscious scripts.
These scripts have their foundations in experiences with other childhood authorities,
especially parents. The classic sarcastic reaction to the mention of Freud is “so, tell me
about your mother.
..”(stroke beard, heavy Germanic accent). As denigrated as his

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theories often are, there is basis in Freud’s assertions that childhood plays such a vital
role in the makeup of a person’s psyche. Empirically proven and scientifically tested
learning theory has shown over and over that humans learn most easily in childhood;
this should necessarily apply to
all
types of learning – emotional and intellectual. We
bring to every experience a style of interacting that is learned, and that learning begins
and is strongest in childhood. How we relate and interact with our parents, therefore,
certainly affects how we relate to others – especially authority figures – later on in our
lives. ~ There are other staples of working life that have their roots in psychodynamic
theory. Take “workaholism,” for instance, an illness that affects too many of us! We all
joke about people being workaholics. But Howard Schwartz, who writes about job
involvement and organizational commitment, sees workaholic behavior as a reflection of
the very Freudian concept of neurotic compulsivity/obsessive behavior. Workaholics
can’t stop thinking about work, they can’t leave their work, they can’t create interests
outside of work: classic obsessive/compulsive behavior. Schwartz coined a fabulous
term, characterizing what he does as looking at “the dark side of work involvement
through the prism of Freud.” When looked at in that way, workaholic behavior goes from
being annoying to being potentially pathological!
Not surprisingly, the Freudian concept of narcissism crops up across a number of
organizational areas. Richard Kopelman writes about narcissism and job satisfaction.
His research has found that narcissists tend to show higher levels of dissatisfaction on
the job. Their egoism is so great that nothing could match what they think they deserve.
Even Paradise would fall short against their sense of self-worth. We all know people
who fit this mold. The self-entitlement and self-aggrandizement is so great that they are
impossible to work with. They are even more impossible to work for.
In an article in the
Academy of Get research paper samples and course-specific study resources under   homework for you course hero writing service – Manage ment Executive
(1994), Manfred Kets de Vries, a
leading researcher in the field, writes that narcissism lies at the heart of leadership.
Before anyone gets upset by the use of the term, he defines two kinds of narcissism –
the “good” kind – what he calls constructive narcissism – and the “bad” kind – reactive
narcissism. What drives constructive leaders is the need for greatness. Thus, in their
role as leaders, they may take advice and consult with others, although they will always

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