Models of Organizational Behaviour

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Autocratic Model

The autocratic model depends on power. Those who are in command must have the power to demand “you do this-or else,” meaning that an employee who does not follow orders will be penalized.

In an autocratic environment the managerial orientation is formal, official authority. This authority is delegated by right of command over the people to it applies.

Under autocratic environment the employee is obedience to a boss, not respect for a manager.

The psychological result for employees is dependence on their boss, whose power to hire, fire, and “perspire” them is almost absolute.

The Custodial Model

A successful custodial approach depends on economic resources.

The resulting managerial orientation is toward money to pay wages and benefits.

Since employees’ physical needs are already reasonably met, the employer looks to security needs as amotivating force. If an organization does not have the wealth to provide pensions and pay other benefits, it cannot follow a custodial approach.

The custodial approach leads to employee dependence on the organization. Rather than being dependence on their boss for their weekly bread, employees now depend on organizations for their security and welfare.

Employees working in a custodial environment become psychologicallypreoccupied with their economic rewards and benefits.

As a result of their treatment, they are well maintained and contended. However, contentment does not necessarily produce strong motivation; it may produce only passive cooperation. The result tends to be those employees do not perform much more effectively than under the old autocratic approach.

The Supportive Model

The supportive model depends on leadership instead of power or money. Through leadership, management provides a climate to help employees grow and accomplishin the interests of the organization the things of which they are capable.

The leader assumes that workers are not by nature passive and...
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