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post bureaucratic organization
The term of post bureaucratic is used in two senses in the organizational literature: one generic and one much more specific.[7] In the generic sense the term post bureaucratic is often used to describe a range of ideas developed since the 1980s [ that specifically contrast themselves with Weber's ideal type bureaucracy. This may include total quality management, culture management and matrix
management, amongst others. None of these however has left behind the core tenets of Bureaucracy. Hierarchies still exist, authority is still Weber's rational, legal type, and the organization is still rule bound. Heckscher, arguing along these lines, describes them as cleaned up bureaucracies,[8] rather than a fundamental shift away from bureaucracy. Gideon Kunda, in his classic study of culture management at 'Tech' argued that 'the essence of bureaucratic control - the formalisation, codification and enforcement of rules and regulations - does not change in principle.....it shifts focus from organizational structure to the organization's culture'. ]
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Weegy: The term of post bureaucratic is used in two senses in the organizational literature: one generic and one much more specific.[7] In the generic sense the term post bureaucratic is often used to describe a range of ideas developed since the 1980s [ that specifically contrast themselves with Weber's ideal type bureaucracy. This may include total quality management, culture management and matrix management, amongst others. None of these however has left behind the core tenets of Bureaucracy. Hierarchies still exist, authority is still Weber's rational, legal type, and the organization is still rule bound. Heckscher, arguing along these lines, describes them as cleaned up bureaucracies,[8] rather than a fundamental shift away from bureaucracy. Gideon Kunda, in his classic study of culture management at 'Tech' argued that 'the essence of bureaucratic control - the formalisation, codification and enforcement of rules and regulations - does not change in principle.....it shifts focus from organizational structure to the organization's culture'. ]
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solve by substitution 2x-y=6 and 5x-2y=16
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