Talking About Organizations Podcast

We discuss a famous speech by Jane Addams, titled "A Modern Lear," her reflections on the events leading to and during the infamous Pullman Railway Strike of 1894. Using ideas drawn from the emergence of classic pragmatism and Shakespeare’s King Lear as an analogy, Addams took both the ownership and workers to task for the violence and provides a way to avoid a recurrence of such a tragedy. In Part 1, we discuss the reasons for the strike and how Addams’ reactions to it contributed to the speech’s content.

We continue our discussion of a classic 1954 book by Alvin Gouldner titled, 'Patterns of Industrial Bureaucracy.' We asked ourselves to what extent do the patterns that Gouldner and his research team uncovered still apply today, and how much do certain patterns seem to emerge more readily than others.

We discuss a classic 1954 book by Alvin Gouldner titled 'Patterns of Industrial Bureaucracy.' This describes the results of an ethnographic study conducted at a gypsum processing plant that included both a mine and a production line for construction materials. Gouldner and his team uncovered three distinct patterns of bureaucratic rules based on the acceptance and compliance of bureaucratic rules by workers and management.

We continue our discussion of the 1975 article by J. Richard Hackman and Greg R. Oldham in the Journal of Applied Psychology titled, “Development of the Job Diagnostic Survey.” We asked ourselves to what extent does the JDS apply today, by looking at a range of contexts and industries that present tough challenges for today’s job designers.

We discuss a 1975 article by J. Richard Hackman and Greg R. Oldham in the Journal of Applied Psychology titled, “Development of the Job Diagnostic Survey.” The purpose of the instrument was to help managers increase the motivational potential of jobs. They developed the JDS through the studies of existing jobs to determine what makes a job motivating and also how to improve the motivating potential of jobs from how they are defined and described. It remains a seminal reading in job design today. With Special Guest Lisa Cohen from McGill University.

Charles Perrow, author of 'A Framework for the Comparative Analysis of Organizations,' discusses the challenges of evaluation in organizations and compares academic work to other organizations. The interconnectedness of factors like identity, structure, and flexibility in shaping organizations is explored, along with the impact of technology on work processes.

A discussion on Charles Perrow's 1967 article on organizational analysis, exploring the classification of organizations based on technology, the importance of understanding their function, and different approaches to coordination within a group. The episode also delves into the role of mission and character in organizations, critiques of organizational structures, and the need for contextual insights in organizational theorizing.

In Part 2 of our episode on Selznick’s TVA and the Grass Roots, we discuss its implications on contemporary organizational studies. In many ways, the story of TVA mirrors those of many other grass-roots style operations that have taken place since. The “cooptative mechanism” Selznick identified, whereby power or the burdens of power are shared and co-evolve, showed the relevance of political relations in the legitimacy that organizations—particularly public ones—strive for in order to operate.

Philip Selznick's classic 1949 book, TVA and the Grass Roots: A Study in the Sociology of Formal Organization contributed to his theory of organization. The TVA -- the Tennessee Valley Authority -- was formed to foster recovery from the Great Depression. But its very existence was controversial as it sat uncomfortably between public and private sectors, and between the federal and state levels of government. What were the challenges the TVA faced and how did this story contribute to Selznick’s theory?

We discussed how 1977, the publication date for "The Visible Hand" marked a watershed moment for middle management as it began to decline soon thereafter. Chastised as bureaucratic and a target for downsizing, middle management has been under continuous scrutiny and pressure to the present day. What might Chandler have said about this?