The Negative Impact of Bureaucracy on Employee Satisfaction and Motivation

Definition of Bureaucracy in Formal Organizations

Question:

Discuss the effects of bureaucracy on the employees.
 

Bureaucracy has been defined to describe a wide range of attitudes and behaviours that creates an array of negative forces that is not only hampering the employee’s wellbeing but is also impacting the employee’s motivations. Bureaucracy in the formal organizations where hierarchy is defined weakens the morale and commitment towards the organization (Cuda 2013).  It can prove to be one of the factors that misdirect the energy into competition or conflict amongst the employees rather than focusing on a basic principle of mission achievement (Wagner III and Hollenbeck 2014).

However, this research proposal will highlight the effects of bureaucracy on the employees and the way it hampers their satisfaction as well as motivation in performing activities at the organization. Moreover, the study will be based on the analysis of the management and will be substantiated more if it’s based on primary as well as secondary data analysis initiated in the research. Nevertheless, the research will help in providing the decision making methodologies that will be used to examine the behavioural changes in employees as well as the ineffectiveness in the organization.

Bureaucracy can be defined in various forms whether in the organizational form or in the informal usage. In all, bureaucracy basic characteristics lies in the attributes of red-tape as well as inflexibility in an organization that not only frustrate the employees who are working in the organization but also creates an environment of inconsistency and inequality (Child 2015). 

The bureaucratic organization is characterised on certain factors that cause an immobilizing symptoms to the organization. The characteristic of bureaucracy management lies in the senior management position where the management is pervasive yet its destructive nature is rarely questioned (Harper 2015). The bureaucratic nature of the organization formulates its agenda according to each department, people and budget even before the goals of the organization are defined. Moreover, there is personal fighting amongst the executives of the organization strives for more power and position. Ideas in “bureaucratic organization” are ideally not considered if they come from the “wrong” person but ideas would be considered from a “right person” even though the idea is not supportive of the assignment undertaken. Moreover, with the aim of the organization to grow, and with new technologies evolving, it will acquire new specialists that will endanger the employment of the existing employees (Diefenbach and Sillince 2011). Nevertheless, people are more concerned of protecting their own grounds rather than working on the responsibility given. The stress amounting for the employees is unhealthy as the organization does not provide promotion on the basis of achievement rather the element of politics plays a major role. The decision making in a bureaucratic environment are accountable at the senior management and is based on stereotypical thinking and responsibilities that are based on rigid practices, policies and procedures. Organizations with such attributes cripple the effectiveness as well as the nature of decision making. All these characteristics provide a negative impact on the satisfaction as well as the wellbeing of the employees. However, this leads to trust issues that hamper the commitment and collaboration towards the organization (Langer 2011). 

Effects of Bureaucracy on Employee Satisfaction and Motivation

On the other hand, the three models proposed by bureaucracy are Weberian Model, Acquisition Model and Monopolistic Model that are composed of appointed officials. Nevertheless, bureaucracies work differently in differ formal organizations (Gailmard and Patty 2012).

Weberian Model – These type of bureaucracies are structured and are based on “chain of command" and characterised by broad and general responsibilities. It based on a pyramid structure where specific duties are mentioned on the bottom of the structure whereas detailed duties are stated at the top of the structure. However, there are pre fixed routines that follow standard procedures without bias (Ang 2016).

Acquisition Model – The acquisition model hold important in the notion of bureaucracies which are motivated by competition. The economic and political power are constantly competing over bigger portions. However, the fight power decides which bureaucracy will get higher share of budget. Moreover, this model enables the bureaucracy to expand and acquire more influence, control and power (Leach and Searle 2011).

Monopolistic Model – These models have no competition based on their own policy areas. Due to monopoly structure, they lack to be efficient as well as effective (Gailmard and Patty 2012). However, these bureaucracies are bloated, wasteful and inefficient. In all, to be precise, these bureaucracies can be summarised as

Model	Important Trait	Problematic Behaviour
Weberian Model	Hierarchy	Lethargy
Acquisition Model	Expansion	Competition
Monopolistic Model	Lack of Competition	Inefficiency

Table: Formal Models of Bureaucracy

Source: (Gailmard and Patty 2012)

When distinguished on the nature of confronting bureaucracies that can be based on three theories that are territorial, capture as well as incrementalism theory. The territorial imperative is struggling over agencies or bureaus (low level bureaucracies) that when expands leads to many administrative difficulties and challenges. On the other hand, capture theory highlights the indirect control and is based on private social interest. It undermines fairness as well as efficiency in interpreting as well as implementing the policy (Etzioni-Halevy 2013). Thirdly, incrementalism is often practiced as it is on structured powers and is resistant to change and in real life, bureaucracies often move slowly when they had to implement change in the perspective management or the employees (Lipsky 2010).

The research questions that will help in evaluating the study are:

• What are the effects of bureaucracies on employees characterized by formal organizations?
• How bureaucratic models describes the negative effects on the employees? 

The research methodologies are carried out to state the information needs of the research proposal and the scientific research and the methods that are conducting in carrying out the enquiry for a specific purpose or to achieve new insights. Moreover, the research is not sufficient if proper methodology rather framework is not advocated with the research methods or techniques (Thomas, Silverman and Nelson 2015).

Research Paradigm – The research paradigm selected is to analyse the nature of the problem that is “bureaucracy” and the psychological attributes that the employees face while experiencing it in a bureaucratic nature. However, out of the epistemological and ontological design, the research paradigm that is best suited is epistemological as it does manifests the beliefs that might be discovered in the knowledge through the employees working in a bureaucratic organization. Conversely, it is not ontological foundation as it deals with nature and structure of the world based on prior assumption (Cohen, Manion and Morrison 2013).

Characteristics of Bureaucratic Organizations

Research Philosophy – The research philosophy studies the differences between the post–positivism as well as positivism approach that highlights that the study needs to be elaborated on the qualitative and quantitative discussion based on the axiom methodologies. However, to make it easier, positivism paradigm of philosophy involves quantitative analysis whereas post-positivism studies the qualitative method (Killiam, 2013). However, this research is value free rather value laden in nature as it follows post-positivism approach on epistemological principle based on the interpretative, subjective and critical thinking.

Research Design – The research design is carried out to ensure the flexibility and reliability of the data collected. The research design can be of three types that is explanatory that defines the data, exploratory that adds new insights to the knowledge and descriptive where it is designed to view the situation. In this context, the research design is qualitative in nature and is mainly interpreting that is explanatory in nature (Maxwell 2012). This depicts that the information will be collected using focus group interview where it is important to understand the context of the study that will be provided by the participants.

Research Approach – The research approach provides the application of the study based on certain assumptions. However, there are two types of research approach that are deductive and inductive research. The deductive research approach will be help in achieving successful outcomes because this research will derive the results based on the relevant models and theories of the bureaucratic formation such that the evaluation carried out would be practical in nature (Brymen and Bell 2015).

Research Strategy – The research strategy helps to carry the research work in that could produce effective results that are convenient in carrying out the results in effective manner. In this case, interview strategy will be carried out to analyse the conception and the behaviour of the managers through open ended questions (Corbin and Strauss 2014).

Task Mode	Task Name	Duration	Start	Finish	Predecessors
Auto Scheduled	Research Proposal	98 days	Tue 2/2/16	Thu 6/16/16
Auto Scheduled	Literature Review	30 days	Tue 2/2/16	Mon 3/14/16
Auto Scheduled	Data Collection and Analysis Report	38 days	Tue 3/15/16	Thu 5/5/16	2
Auto Scheduled	Final Business Research Proposal	30 days	Fri 5/6/16	Thu 6/16/16	3

Figure: Critical Path (MS Project Software)

The research process will be guided through different stages of the research proposal.

Stage 1 – The stage incorporates the selection the research topic with the appropriate literature review based on bureaucratic nature and formal organizations emphasizing of the effects on the employees.

Stage 2 – This stage is essentially applicable is carrying out the research methodology of the research and the suitable methods that will be applied to the study.

Stage 3 – This stage will integrate research methods that is qualitative study based on the interviews carried out in the hierarchical nature of the bureaucratic organization based on the specific focus group. The interview will be conducted on staff, junior, middle as well as senior management employees. Although, the interview would be open ended but will be based on set pattern of questions. Moreover, the study will be integrated on strict principles and controls that will predominated by the straightforwardness of the results.

 

Figure: Hierarchical Organization Structure

Source: (Harper 2015)

Stage 4 – The last stage will be based on the findings as well as the research outcomes that are used in the research.

Models of Bureaucracy: Weberian, Acquisition, and Monopolistic

Data Collection Methods

The data are of two types that is primary data as well as secondary data. Primary data involves is based on numbers as well as facts based on the research strategy followed by the researcher. On the other hand, secondary data sources involves the nature and opinions of key informants gathered through various sources like books, journals, articles, cases studies, blogs, e-journals. However, the data collection method manifested in the research is secondary data as it will be based on qualitative nature on the basis of interviews (Saunders 2011). However, based on the research 10 people will be interviewed on the open ended questions such that the respondents will belong to a focus group. The research will possess 1 senior management person, 2 middle management people, 3 junior management people and 4 staff members. 

The interpretation of the data will establish the link between the formal bureaucratic organizations and the impact on the employees. The research will be evaluated on the different management roles and responsibilities and the way each management undertaking of decision making hampers the wellbeing, satisfaction as well as motivation of the employees in achieving the desired organizational goals (Re’em 2011). However, the respondent’s nature and beliefs will also help in analysis of the different bureaucratic models that are formulated in the organization.

The expected research outcomes evaluate the above results that are critical in nature as well as associates the events with the functions of the management. However, the administration of the management plays an important role in the bureaucratic nature of the organization. It would be depicted that “administration” happens to provide inflexible as well as influenced bureaucratic assent. The employees are affected predominantly in creativity as well as self-regard perspective. However, the bureaucratic model is adopted so that the business can flourish and could enhance the profitability nature of the organization. Conversely, bureaucracy effect on the employees changes the face of the organization and perceives to be effect the employees in every conceivable manner. 

References

Ang, Y.Y., 2016. Beyond Weber: Conceptualizing an Alternative Ideal-Type of Bureaucracy in Developing Contexts. Regulation and Governance, Forthcoming.

Bryman, A. and Bell, E., 2015. Business research methods. Oxford University Press, USA.

Child, J., 2015. Organization: contemporary principles and practice. John Wiley & Sons.

Cohen, L., Manion, L. and Morrison, K., 2013. Research methods in education. Routledge.

Corbin, J. and Strauss, A., 2014. Basics of qualitative research: Techniques and procedures for developing grounded theory. Sage publications.

Cuda, D.L., 2013. Abba Lerner and the Political Economy of Bureaucracy and Organizations. History of Political Economy, 45(4), pp.613-622.

Diefenbach, T. and Sillince, J.A., 2011. Formal and informal hierarchy in different types of organization. Organization Studies, 32(11), pp.1515-1537.

Etzioni-Halevy, E., 2013. Bureaucracy and Democracy (Routledge Library Editions: Political Science Volume 7) (Vol. 7). Routledge.

Gailmard, S. and Patty, J.W., 2012. Formal models of bureaucracy. Annual Review of Political Science, 15, pp.353-377.

Harper, C., 2015. Organizations: Structures, processes and outcomes. Routledge.

Killam, L. 2013. Research terminology simplified: Paradigms, axiology, ontology, epistemology and methodology. Laura Killam.

Langer, R.L., 2011. Defining Rights and Wrongs: Bureaucracy, Human Rights, and Public Accountability. UBC Press.

Leach, D.A. and Searle, C.T., 2011. Department of Defense enterprise requirements and acquisition model (No. AFIT/ISE/ENV/11-J01). Air Force Inst. of Tech Wright-Patterson AFB Oh Dept. of Systems and Engineering Management.

Lipsky, M., 2010. Street-Level Bureaucracy, 30th Ann. Ed.: Dilemmas of the Individual in Public Service: Dilemmas of the Individual in Public Service. Russell Sage Foundation.

Maxwell, J.A., 2012. Qualitative research design: An interactive approach: An interactive approach. Sage.

Re'em, Y., 2011. Motivating public sector employees. Heitie school of government-working papers, 60, pp.1-59.

Saunders, M.N., 2011. Research methods for business students, 5/e. Pearson Education India.

Thomas, J. R., Silverman, S., and Nelson, J. 2015. Research Methods in Physical Activity, 7E. Human Kinetics.

Wagner III, J.A. and Hollenbeck, J.R., 2014. Organizational behavior: Securing competitive advantage. Routledge.