The Evolution of Organizational Behavior as Experienced by the American Worker

Topics: Laborer, Labor, Workforce Pages: 6 (1927 words) Published: May 9, 2013
The Evolution of Organizational Behavior as Experienced by the American Worker

Jeff Harris

MAN5245 Organizational Behavior

Assignment Week 1

January 17, 2013

Instructor: Dr. Jennifer Scott


Every generation believes they have discovered a better mouse trap. It is part of the human experience; it is what allows humanity to advance theories and technology to flourish. Part of the bi-product of advancement and technology is that past theories and technology become antiquated and even sometimes disproven. This will be the case as we evaluate the similarities and differences between the five models of organizational behavior. This paper will be targeting the five models (Autocratic, Custodial, Supportive, and Collegial system) strictly from the view point of how they have impacted businesses in the United States over the decades. (A study on developing countries as they progress in to the world market place would be interesting to document which models would be the dominant technique. Do these models actually develop over time, as societies confidences grow in relationship to how workers perceive their worth in the work place?) What are the desired outcomes that management is trying to achieve, this is the DNA for planning. Each model regardless of how different they are, where trying to achieve a desired and predictable outcome. That is the first and foremost similarities; from there the models start to evolve. Society begins to become more educated, labor gains confidence in their ability, understands that they have a percentage of power, either through federal laws, unions and collective bargaining and today’s work place becomes a partnership as such to achieve the desired outcome of productivity.

With an understanding that the main similarities is to achieve predictable and desired outcomes is the bases for the five models, now we turn our focus on the differences between models. Looking at the differences via a time line will allow for a understanding of the differences and more importantly comprehend the necessity for change, which is always the agent of difference.

Autocratic Model
While I have no evidence of this, I do not believe there was a social science theory behind this model. I do know that social science groups have categorized what took place and started their time line and models from point in history. Characteristics of the Autocratic model, is of a one way street. All roads led back to the company with no regards for workers. Motivation was believed you work you get paid and you are obedient. You are an extension of the equipment. Think of this time being around the preindustrial revolution, the country was looking to expand and explore and open up new territory, we were laying railroad tracks, we were cutting new roads to the west. Work was mostly physical labor, and the labor was mostly uneducated and had little skills, other than their own two hands and strong backs. Labor was perceived as a natural resource, it was plentiful and it was cheap. America had hundreds of thousands of immigrants coming to the country for a chance to improve their personal lot in life. So this type of Autocratic authority fit the work place. It was simple and relatable and was the only option at the time. As the country began to settle in and became more stable, Americans manufacturing started expanding in the ever growing U.S.A The factories needed to be closer to the workforce and cities did not always offer the geographic space needed, so communities began to spring up across the country. A major paradigm was taking place and life in America was maturing yet again. Let’s take the train back to the east coast of America, where the population density was the greatest. Hershey Pennsylvania is where we will stop to evaluate the new and different style of management and philosophy....

Cited: Davis, G. S. (1946). 16 Tons. CBS Records.
Rewstrom, J. W. (2011). Organizational Behavior. New York: McGraw-Hill Irwin.
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