조직이론의변천과정 (I) 이장의연구목적 - 다양한조직이론들을분류하는몇가지틀에대해이해한다. - 조직이론의역사적변천과정을개략적으로이해한다. - 각각의조직이론이갖는기본성격과특성을개략적으로이해한다. 박상언교수 1
거시조직이론의분류틀예시 (I) G. Burrell & G. Morgan, Sociological Paradigms and Organizational Analysis 조직이론이기반하고있는사회학적패러다임에근거한분류틀 The Sociology of Radical Change Radical Humanism - Anti-Organization Theory Radical Structuralism -Radical Organization Theory Subjective Interpretive Sociology -Ethnomethodology & Phenomenological symbolic interactionism Functionalist Sociology -Bureaucracy -Social System Theory Objective The Sociology of Regulation 박상언교수 2
거시조직이론의분류틀 (II) - W.R. Scott 인간에대한관점 Rational Social/Natural 조직에대한관점 Closed Open 1900-1930 Scientific management Bureaucracy Administrative theory 1960-1980 Contingency theory Transaction cost approach 1930-1960 Human relations Behavioral science 1990- Garbage can model Corporate culture Learning organization Complexity theory 박상언교수 3
Scott 분석틀의분류기준 조직 에대한관점 : 폐쇄적 - 개방적관점 - 조직에대한설명에 환경 요소를포함시키는지여부 인간 에대한관점 : 합리적 - 사회적관점 - 인간을 합리적, 경제적 존재로가정하는지아니면 사회적 ( 또는자연적 ) 존재로가정하는지에따른구분 박상언교수 4
거시조직이론의분류틀 (II) - W.R. Scott 인간에대한관점 Rational Social/Natural 조직에대한관점 Closed Open 1900-1930 Scientific management Bureaucracy Administrative theory 1960-1980 Contingency theory Transaction cost approach 1930-1960 Human relations Behavioral science 1990- Garbage can model Corporate culture Learning organization Complexity theory 박상언교수 5
I. 폐쇄 - 합리적조직이론 조직을외부환경과는상관이없는 폐쇄된체계 로인식인간을합리적이고경제적동기만을추구하는존재로인식 주요특징 조직을예측가능하고효율적인생산체계로구축하기위한기초적노력을경주함. - Well-defined goals & roles - Formalized structure; clear lines of authority - Strong, top-down leadership 주요이론들 - Taylor 의과학적관리법 - Weber 의관료제이론 - Fayol 의일반관리이론 박상언교수 6
18 세기프러시아의대제 군대의제복, 규율제도, 체계적훈련의도입 박상언교수 7
F. Taylor 의과학적관리법 주먹구구식의전통적관리를탈피하고경영관리를합리화 / 과학화 물적자원과인적자원의능률적인활용을통한생산성의향상 과학적관리법의주요내용 : 구상과실행의분리 - 과업분석 ( 시간연구 / 동작연구 ) 표준과업량설정 - 차별성과급제 - 적임자의과학적인선발 / 교육훈련 - 기능식조직 박상언교수 8
기계장치로서의조직 : 분업의극대화 vs. 노동의파편화 / 인간소외
M. Weber 의관료제이론 거대조직을합리적으로운영하기위한토대로서관료제를제시 Three types of authority: - Traditional authority - Rational-legal authority - Charismatic authority 합법적권한 에기초한관료제를근대사회조직의이념적대안으로제시 Weber s dimension of bureaucracy: 1) Rules & procedures (uniform application of standard rules) 2) Hierarchy of authority (clearly defined authority and responsibility) 3) Technically qualified personnel (technical competence > nepotism) 4) Position and incumbent are separate (official vs. personal property/rights) 박상언교수 10
H. Fayol 의일반관리이론 Whereas scientific management focused primarily on the technical core on work performed on the shop floor, Administrative principles looked at the design and functioning of the organization as a whole. Fourteen principles of management - These principles formed the foundation for modern management practice and organization design. 박상언교수 11
* Five Basic Parts of an Organization Top Management Technical Support Middle Management Administrative Support Technical Core Source: Based on Henry Mintzberg, The Structuring of Organizations (Englewood Cliffs, N. J.: Prentice-Hall, 1979) 215-297; and Henry Mintzberg, Organization Design: Fashion or Fit? Harvard Business Review 59 (Jan. Feb. 1981): 103-116. 박상언교수 12
거시조직이론의분류틀 (II) - W.R. Scott 인간에대한관점 Rational Social/Natural 조직에대한관점 Closed Open 1900-1930 Scientific management Bureaucracy Administrative theory 1960-1980 Contingency theory Transaction cost approach 1930-1960 Human relations Behavioral science 1990- Garbage can model Corporate culture Learning organization Complexity theory 박상언교수 13
II. 폐쇄 - 사회적조직이론 To administer a social organization according to purely technical criteria of rationality is irrational, because it ignores the non-rational aspects of social conduct (Blau, 1956). 조직을여전히외부환경과는상관이없는폐쇄된체계로인식하지만, 구성원들의인간적측면을적극수용하고, 그들을다양한욕구를가진존재로인식하기시작함. 박상언교수 14
II. 폐쇄 - 사회적조직이론 주요이론들 - Mayo s Human Relations School - McGregor s XY Theory - Selznick s Institutional Approach 박상언교수 15
인간관계론 (Human Relations School) 의대두 호오손연구 (Hawthorne Studies) - 1927-1932 년 E. Mayo 와그의동료들에의해 Western Electric Co. 의 Hawthorne 공장에서실시된일련의실험 호오손연구의결과와의미 1) 조직구성원들에대한관점의변화 - 경제인 ( 경제적욕구 ) 사회인 ( 심리적 / 사회적욕구 ) 2) 작업장을하나의사회적장으로인식 - informal group 의중요성인식 - group dynamics 의중요성인식등 박상언교수 16
인간관계론 (Human Relations School) 의기여 These studies concluded that positive treatment of employees improved their motivation & productivity Treatment of workers, Leadership, Motivation 등행동과학적연구들과, 인적자원관리 (HRM, Human Resource Management) 등오늘날인사 / 조직분야후속연구들의토대를구축함. 박상언교수 17
인간관계론에대한비판 HRs School 의주장이당시경영자들에게어필했던숨은이유는? 이전시기의조직이론들과는달리, 조직내미시적인인간적요소만을지나치게강조한나머지, 당시점차중요성을더해가던환경에의효과적인대응등, 조직자체의효과성을제고시킬수있는조직설계방안에대해서는둔감했던측면이있음. 고전조직이론 인간없는조직 cf> 인간관계론 조직없는인간 박상언교수 18