Early Approaches to Organisational Design
Read Early Approaches to Organisational Design and check the IELTS Reading answers. Determining the ‘best’ type of organisational structure for a particular situation has long been an important task for managers in all types of organisations. All structures have advantages and disadvantages and man…
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Determining the ‘best’ type of organisational structure for a particular situation has long been an important task for managers in all types of organisations. All structures have advantages and disadvantages and managers face the challenge of developing the most appropriate design for changing circumstances.
Vocabulary from this passage
12 words worth learning before you sit the test, each with the sentence it appears in.
- adhere verb
To follow a rule, principle or procedure closely and without deviation, here to the point of rigidity.
Auditors must adhere to strict professional standards when reviewing a company's accounts.
- authoritarian adjective
Demanding strict obedience to authority and allowing little personal freedom or participation in decisions.
Employees in authoritarian workplaces rarely feel able to challenge flawed management decisions.
- chain of command noun
The formal line of authority through which orders pass down from senior managers to lower-level employees.
Military operations depend on a clear chain of command to avoid confusion under pressure.
- commend verb
To praise formally or officially, especially by identifying qualities that deserve approval, as early writers did with bureaucratic rationality.
The inspector commended the school for its transparent and fair admissions procedures.
- connotation noun
An additional idea or feeling suggested by a word beyond its literal meaning, such as the negative associations of bureaucracy.
The term 'propaganda' carries negative connotations that 'publicity' largely avoids.
- depersonalise verb
To remove individual human qualities from people or relationships so that they are treated as impersonal units.
Highly automated call centres can depersonalise customer service and alienate loyal clients.
- division of labour noun
The separation of work into specialised tasks performed by different people or groups within an organisation.
Adam Smith famously illustrated the efficiency of the division of labour using a pin factory.
- dogmatically adverb
In a rigid, uncompromising manner that treats a theory or principle as beyond question, ignoring changing circumstances.
The ministry applied the guidelines dogmatically, ignoring the pressing needs of rural clinics.
- favouritism noun
Unfair preferential treatment of one person or group, which Weber's rules for promotion were designed to prevent.
Allegations of favouritism undermined staff confidence in the promotion process.
- oversimplify verb
To describe or explain something complex so simply that important differences and details are distorted or lost.
Critics argue that the report oversimplifies the relationship between wages and productivity.
- subordinate noun
A person of lower rank in an organisation who works under the authority and direction of a manager.
Effective leaders delegate responsibility instead of micromanaging every subordinate.
- whim noun
A sudden, unreasoned impulse or desire that, unlike ability or experience, offers no rational basis for decisions.
Funding was allocated by the director's whim rather than any transparent criteria.
Answers with explanations
- 14-15: AD
14: This is one of two correct characteristics of the classical approach. The option about a **marked ranking order** paraphrases the **hierarchical structure** of the bureaucracy described by Weber, Taylor and Fayol. Scan paragraph 2 for the classical writers' beliefs. The text says the most efficient organisations had a **legalised, formal and hierarchical structure**. The option about advancement of older workers fails because promotion was based on **ability and experience**, not age.
15: This is the second correct characteristic of the classical approach. The option about a **neutral working environment** paraphrases Weber's description of an **impersonal climate**, in the same sentence that lists specialisation of tasks and appointment by merit. Neutral and impersonal both mean free of personal feeling. The option about increased benefits for workers is not mentioned anywhere, and the option about giving importance to everyone's work contradicts the **depersonalised** tone of bureaucracy.
- 16-17: BE
16: This is one of two criticisms of the classical approach. The option about practices becoming negative if implemented too strictly paraphrases the claim that advantages **could become disadvantages** if the theory were **applied dogmatically**, with rules followed by **adhering excessively**. Too strictly matches rigidly imposed. The option about too many guidelines is wrong because the problem is rigid use of rules, not their number, and the option about cooperation is not stated.
17: This is the second criticism of the classical approach. The option about **positive outcomes** being **unlikely today** paraphrases the critics' claim that the world **no longer fits the assumptions**, so a bureaucracy **might not yield beneficial results**. The signpost is **critics argue** in paragraph 4. The option about standards being unsuited to some work environments is a distractor, because the critics say the world has changed, not that particular workplaces differ.
- 18-19: AD
18: This is one of two aims of the neoclassical approach. The option about allowing workers a **greater say** paraphrases **permitting more subordinate participation in decision-making**. Neoclassical theorists wanted to improve, not reject, the classical model. Scan paragraph 5, which introduces their aims. The option about creating a formal atmosphere opposes their position, and the option about standardising promotion is not mentioned in this paragraph.
19: This is the second aim of the neoclassical approach. The option about treating workers as **individual people** paraphrases fixing the **neglect of the human element**, and Argyris wanted a design that **acknowledged human needs and feelings**. Scan the paragraphs on neoclassical theorists for their goals. The option about changing production methods is not stated, and a formal atmosphere is the opposite of the **informal organisational culture** they favoured.
- 20-21: CE
20: This is one of two criticisms of the neoclassical approach. The option about the **workplace surroundings** being ignored paraphrases the claim that neoclassicists **overlook environmental, technological, and other variables**. Overlook and ignored mean the same. The signpost is **First** in the paragraph that begins with criticism. The option about psychological factors given low importance is wrong, because the text says they **overemphasise** psychological and behavioural variables.
21: This is the second criticism of the neoclassical approach. The option about assuming people work for **enjoyment rather than financial gain** paraphrases the point that **not everyone is motivated by the non-monetary aspects of work**, nor is all work satisfying. The signpost is **Second** in the critique of Theories X and Y. The option about too many decisions is not mentioned, and exaggerated success is not claimed either.
- 22. B
The belief that managers had **incorrect views** (**false assumptions**) about workers is directly attributed to Douglas McGregor. Therefore, B is the correct match.
- 23. D
Rensis Likert theorized that the **ideal organisation** features **shared decision-making** and **communication between groups** (interaction between teams). Therefore, D is the correct match.
- 24. A
Max Weber noted that efficient organisations featured the **specialisation of tasks**, which directly translates to **workers developing expertise in particular areas**. Therefore, A is the correct match.
- 25. C
Chris Argyris pushed for designs that **acknowledged human needs and feelings**, matching the statement about taking into account the **emotional demands of people**. Therefore, C is the correct match.
- 26. A
Max Weber believed that specified rules made **performance easier to evaluate** (**skills assessed in a straightforward way**). Therefore, A is the correct match.