Evolution of Formal Organizations

Nearly a century ago, organizations were a part of rankings in the shape of a pyramid in which few “overseers” controlled those many below. Within this organization system, many were distanced from those who were considered as higher powers and with limitations and restrictions implied as well. No democracy existed within the business and those who were at the bottom of this organizational pyramid had no say in whatever task or job was allocated to them from an instructed higher power.

However, since then throughout the years, these things have really started to evolve and change into an organizational system totally unrecognizable from then. During the early twentieth century, organizations and companies were not very efficient in regards to their work performance as well as their job performance. Within this type of format, managers had much very little say. They took a look at each employee’s job by figuring out what operations were involved and the allotted time necessary in order for each task to be completed. Afterwards, incentives were allocated to each worker who accomplished tasks and their job well. This process was known as scientific management.

By the middle of the century came around, organizations continued to be inefficient through their hiring processes. These “closed” organizations created unproductive employees because no hopes of advancement existed within their workplace. Men tended to worry over their positions and reputations within their business, while women generally cared for the creative side of the business. When organizations became much more open, the results were clear – they became much more profitable.

Today, organizations are much more flexible and open rather than a top-down pyramid model. It runs on a basis and foundation of teams with senior managers overseeing the projects from the employees at hand. Those in power, usually in management, in these types of organizations ask for creativity and ideas from their workers...