Three stages of Industrial Revolution

a) First industrial revolution:(Machine Industry)

Development of machine industry which replaced
handicrafts. Transformed agricultural society, drawing
persons off the farm into plants and mills.
b )Second industrial revolution:(Mass Production)
Mass production was made possible by new sources of
power from oil and electricity and development of
national and international markets. Use of moving
conveyors, standardisation, work simplification and
specialisation of processes, products and personnel etc
were introduced.
c) Third industrial revolution: (Automation )All regulating
processes and steps done by human hands from
production have been replaced by automatic feed back
system to make the production unit just another operator.
Impact of Industrialization on RELIGION
DIFFERENT VIEWS ON RELIGION
• Some persons view that religion prospers and flourishes only
ignorance
• Some persons view that religion prospers most in societies where
ignorance is rampant
• Some persons view that science and knowledge weakens the hold of
religion
• Some view that science and religion are considered to be mutually
opposed
• Some view that scientific outlook is quite opposed to religious and
dogmatic outlook
IT IS CLEAR THAT THE GROWTH OF INDUSTRIALIZATION
PROVES DETRIMENTAL TO RELIGION
Impact of Industrialization on RELIGION
a)Decline of orthodoxy and superstitions
*Orthodoxy and superstition flourish under the
garb of religion.
* Superstitions are due to ignorance.
* In practical life, superstitions and orthodoxy
prove harmful.
* For material and industrial progress, people
should be free from clutches of superstitions.
* Rational and scientific outlook spread on
account of industrialization subverts
religious orthodoxy
Impact of Industrialization on RELIGION

b) Development and religious tolerance

• As a result of industrialization, the outlook of
general masses in respect of religion has become
broad.
• As a consequence of industrialization, the persons
of different faiths come together and get an
opportunity of knowing and understanding the
truth of each other. This resulted in dispelling
wrong notions of other faiths and developed an
appreciation of basic unit of all faith.
Impact of Industrialization on RELIGION
c) Founding of secular states
Previously there was theocratic system of
government where citizens professing faith
different from that of the State religion did not
enjoy full rights and privileges. As a result of
industrialization, the concept of theocratic states
has become obsolete. This has led to the ideology
of secularism, according to which State is neutral
in all matters of all religion, but accords equal
status to all religions.
Impact of Industrialization on Religion
d) Social aspect of religion
Religion has dual aspect that is spiritual aspect and
social aspect. In industrial society, spiritual aspect
is not very important. In industrial society, social
aspect of religion and religious functions is
considered quiet important.
Going on pilgrimage, visit to temple or
mosque, religious festivals have become more of
social necessity than a spiritual need.
Impact on industrialization on moral
Moral is the principles of right and wrong behaviour.

a) Development of rational outlook

The moral principles were accepted as
universal truths beyond the doubt and
reason. In industrial society, people demand
rational justification as to why a particular
action is considered right or wrong. The
tendency to examine and evaluate every
moral principle before acquiescing to it is
gaining ground in industrial society
Impact of Industrialization on Moral

b) Development of materialistic outlook

* Importance and value of physical progress
have enhanced.
* The maximum material acquisition seems
to have become the aim of modern life.
* Today there is a strong competition for
acquiring as much wealth as possible.
 Impact of Industrialization on Moral
c) Individualism
INDIVIDUALISM REFERS TO THE BELIEF
THAT INDIVIDUAL IN SOCIETY SHOULD
HAVE THE RIGHT TO MAKE THEIR OWN
DECISIONS RATHER THAN CONTROL BY
THE GOVERNMENT OR SOCIETY

* In large metropolis, there is no community feeling or

the feeling of mutual belongingness.
* The life becomes rapid and mechanical and people
have little opportunity to look after others.
* The life in industrial societies becomes self-centred.
 Impact of Industrialization on Moral
d) Permissiveness in sex morals

* The opportunities for mixing up of people of

opposite sex have increased in industrial society,
resulting laxity in sexual morals
* Due to materialistic outlook of life, the
traditional taboos on sex are dispensed.
* A new highly permissive sex morality is the
order of the day in the industrial society
Impact of Industrialization on Moral
e) Increase in crimes
In large metropolises, it is very difficult to
have normal family life due to many pressures,
resulting laxity of control of family over
individuals. Due to absence of the control, there
is encouragement of crime.
In every industrial town, prostitution, liquor
consumption, theft, dacoity, violence and
murder etc. are on the increase.
Impact of Industrialization on Moral
f) Loosening of social control
In industrial towns like Delhi, Kanpur,
Mumbai, Calcutta etc.outside workers from
all over India are settled. They are not
subjected to usual social control.
In industrial towns, it is neither the
family nor the caste and clan nor society in
general that exercise social control.
It is exercised by law and law enforcing
agency like police, courts etc.
Impact of industrialization on Entertainment

a) Entertainment outside family

Traditionally in India, on account of large families,
entertainment focused on family.
In the present micro family of Industrial society, where
both husband and wife are employed, there is no scope
for entertainment with in family. So all family members
go outside for entertainment.
Impact of industrialization on Entertainment
b) Professional Entertainment
The Cinemas,clubs,dance, Gambling etc are centres of entertainment.
Throw money and have fun is the situation of today.
c) Artificial entertainment
A professional entertainment lacks the true spirit of
entertainment.Hence it is artificial.
d) Low standard entertainment
Standard classical music and dance are not appreciated.
Cheap entertainments such as liquor, drug, prostitution, pop music,
cinematic dance etc are popular in the industrial society.
Impact of industrialization upon marriage
• With the changes in the structure of society,due to
industrialization, there was impact on the institution of
marriage also.
• a) Marriage is a social contract:- Earlier marriage was
considered to be a religious and sacred institution. Hindus
believed that marriage was necessary for emancipation and
was made in heaven and only God could break the marital
bond. With the advancement of industrialization these
beliefs are considered superstitious. Today marriage is
regarded to be only social contract between a man and a
woman and the aim of marriage has now become
economic, social and biological only, and not spiritual.
 Impact of industrialization upon marriage

• B) Higher age of marriage: Earlier child marriage was

quite common. With the advancement of industrialization,
the marriage age has also advanced. In metropolitan towns
of India, boys and girls are generally marrying at the age
of 25 to 35.
• C) Practice of non-marrying: As the aim of marriage is no
longer spiritual, sacred or inviolable, young men and
women in big towns decide to live without marrying. They
believe major need of marriage is biological which can be
easily satisfied out of wedlock.
 Impact of industrialization upon marriage

• D) Practice of love marriage: In industrial society men and

women usually work together and hence they get chance of
coming together, meeting and exchanging ideas and
opinions. As a result, they become intimate which
ultimately blossoms in marriage
• E) Increase in divorce: Since husband and wife work in
separate social spheres and have different attitude and
outlook, their marital bonds are strained, which develops
into divorce. In all industrial societies today there is legal
sanction for divorce.
Impact of industrialization upon family
• A) Change in the functions of family :-Traditionally an
Indian family used to be a centre of birth, rearing,
socialization and education of children. Today children are
born in hospitals. In big towns a number of Infant Care
Centres and Children for Homes are found for the nurture of
the children.The education and even professional training
are done in schools or training centres. In many families ,
both husband and wife go for work and eat out of homes
regularly except on Sundays and Holidays. The function of
a modern family are more formal than real.
 Impact of industrialization upon family
• B) Breaking up of joint family:- Due to industrialization, joint
families are being replaced by nuclear families. These are due to i)
Acute shortage of accommodation ii) Elimination of family trades
and profession iii) Individualism, developed due to difference in
economic and social levels of children of same family
• C) Small families: Due to increase in cost of living and standard of
living, it has become impossible to maintain same living standard in
big family. The prevalence of contraceptives and abortion have
helped to attain small family.
 Impact of industrialization upon family
• D) Change in the status of women:- Earlier from economic
and social points of view, woman was subjugated to man. The
women enjoyed no independence. After industrialization,
women work in all walks of life. They have become
independent economically. Their status and respect in society
has improved considerably. Now a days women consider
themselves equal, even superior to men.
• E) Disintegration of family:- Due to industrialization, intense
individualism has grown. No body appreciates need for
adjustment and agrees to give and take policy. There is
continuous tension and conflict in the minds of family
members which cause fast disintegration of families in urban
industrial society.
 Impact of industrialization upon family

• F) Difference in family goals: Earlier goals and ideals of

family was spiritual and religious. The housewives used to
regard their husband as a God. Even children used to give
unqualified respect to their parents. The father was
regarded to be the head of the family and his command
was rarely defied. Ram and Sita were models for paternal
devotion and wife’s dedication to husband respectively. In
modern industrialized society, husband is considered as an
honorable colleague of wife. Compared to parents,
children now have more say in family affairs. The father
no longer holds sway over family members.
 Impact of industrialization on caste system

• a) Disintegration of caste-system:-Traditionally, the social status

of a person was determined by the caste into which he was born.
In the industrial society, it is the class based on occupation,
education and economic stats and not the caste which fixes the
social status of a person. The caste system is now disintegrating.
• b) Reduction in Brahmin influence and power:-It is no longer
necessary that one should be a Brahmin in order to attain high
social status. In the industrial society, Brahmin’s traditional hold
on Indian Society is gradually losing.
 Impact of industrialization on caste system
• c) Rise of Shudra :-In the traditional Indian society, the Shudras
were subjected to all kinds of calumny and obloquy and they
enjoy very little respect in society.In the industrial society, the
criterion of social status is work and not birth. Today a number of
persons born into Shudra family are occupying high ranking
position in society.
• d) Abolition of Caste-based functions:-In the traditional caste
based society, each caste had different functions. The Brahmin
had the role of a teacher, the Kshatriya that of warrior and the
Shudra to do the menial job. Now all of these have changed.
 Impact of industrialization on caste system
• e) Division of Labour- Proficiency oriented.:-Under the caste
system, the division of labour was based upon caste. The
industrialization has encouraged specialization. Now-a-days, a
person is not given a task unless he is specially trained for it. The
Shudras are today doing teaching jobs and Brahmins can be seen
doing menial job.
• f) End of control of caste:- Earlier each caste had its own code of
conduct. The violation of caste-based code of conduct used to
result in ex-communication. As persons of all castes work together
in the industrial society,it is impossible to observe the separate
caste based code of conduct. In industrial society, social controls
are provided by law and law enforcing agencies.
 Impact of industrialization of caste system
• g) Hold of untouchability loosening :-Earlier, a Shudra
was not allowed to sit, stand or walk near the persons of
upper castes, following the norms of untouchability.
Today, members of all castes work together and eat food
stuff from the same canteen.
• h) Prevalence of inter-caste marriage:- In industrial
society, people of different caste work together, develop
common interests and form friendship. Some of these
contacts bloom and flower into mutual love and attraction.
Due to realization of the fundamental oneness of all
human beings, now-a-days, though inter-caste marriages
are not very common, people do marry into other castes
without much disapproval.
 Classes in different Societies
• The Society has always been divided into various classes
having different rights and privileges. As a matter of fact,
neither all persons in a society are equal nor the various
functions in the society are of equal value. Therefore in
order to maintain some system and order in society, it is
necessary to establish a hierarchy of functions in society.
The hierarchical arrangement differs in different societies.
• In the earlier society of Master-slave, master had higher status.
• In religious society, the gurus and godmen enjoy a place of pride.
• In martial society, warriors and conquerors occupy top positions.
• In capitalist society, wealthy persons are on top.
• In society of high- low and middle class , high class has higher status.
• In industrial society like Japan, the technocrats occupy privileged
positions.
 Stratification in Industrial society
Social stratification in an industrial society occurs on the basis of a) occupation
b) Education c) Income d) Birth
a) Occupation:- The status and prestige of an individual is determined by the
nature of his/her profession and his/her rank and status in that profession. One
has to strive and struggle for getting rank and particular profession.
b) Education:- In earlier society poets, writers and learned have got top rank
and status. As the industry has closer relation to science and technology than
formal learning, a person who is proficient in science and technology is
regarded and respected better. On account of utilization nature of science and
technology, the scientists and technologists enjoy places of prestige in industrial
society.
c) Income: In industrial societies, various types of qualifications are needed for
earning money. Hence, one’s wealth is regarded as a measure of one’s abilities
and qualities.
d) Birth:-In the determination of social status one’s birth and pedigree have
always been kept in view. In an industrial society, it is recognized that in order
to develop one’s talent, the family plays an important role. A man born in high
class family naturally gets more opportunities of development.
 Fatigue
1)The fatigue means weariness after exertion. The
reduced capacity for further work is a
consequence of previous activity where a person
was trying almost as hard as he could do.
2) Fatigue is the diminution of working capacity,
often accompanied by feeling of weariness caused
in the human organism by the high degree
intensity of some activity.
 Types of Fatigue
a) Necessary fatigue: Fatigue which follows
from the use of muscles in performing in
given work
b) Unnecessary fatigue: Because of nature of
work and uncomfortable working
conditions
 Causes of Fatigue
a) Lack of rest
b) Bad working conditions
c) Climatic conditions
d) Long working hours
e) Uncomfortable machines
 Types of Fatigue
a) Necessary fatigue: Fatigue which follows
from the use of muscles or mind in
performing in given physical or mental
work
b) Unnecessary fatigue: Because of nature of
work and uncomfortable working
conditions
 Effects of fatigue
(a) Long hours of work without rest result in boredom.
Consequently workers develop a sense of apathy toward
the work.
(b) Fatigue reduces concentration and increase the chances
of accident.
(c) Fatigue encourages absenteeism.
(d) Fatigue decreases production and increases spoilage of
work.
(e) Fatigue may change an individual’s emotional nature.
(f) As a result of fatigue a worker is tired and he can not
think clearly. He becomes slow in the work. Under such
conditions the industrial relations are likely to be
strained.
 Fatigue Management
a) Length of rest-pause
b) Time of rest-pause
c) Finding out necessity of rest-pause
(i) Work is repetitive and monotonous
(ii) Work done by continuously sitting or standing positions
(iii) Exposure to extreme climatic conditions
(iv) Unfavorable ventilating conditions
(v) Excessive physical/mental strain
d) By avoiding problems relating to machines and tools and their lay
out
e) By improving poor lighting noise and atmospheric conditions
 Measurement of Industrial Fatigue
(i) Physical test: a) Mercury dynamometer
(ii) Chemical test: Devices in recording changes in the
blood chemistry during the course of work
(iii) Physiological test: By measurement of rate and
amount of oxygen intake, pulse rate, B.P.etc.
(iv) Psycho-physical test: To find attitude of the
individual
(v) Production curve: To determine fatigue level by
observing production curve
 Monotony
Monotony is a state of mind caused by performing repetitive task.
According to Chambers, if the machine speed exceeds the workers’
capacities, fatigue is caused and if the machine is working below the
workers’ capacities, the result is monotony
Monotony implies no emotional dislike for the work.
Findings from research studies
(i) Vitelese study: Monotony is easily and rapidly susceptible to more
intelligent person than the average person.
(ii) Thompson’s study: Monotony had nothing to do with intelligence.
(iii) Kornhaurser’s study: The more intelligent person soon experience
monotony and become bored with the work and run away. The less
intelligent continue to retain interest in their work.
(iv) Blum’s study: Monotony depends upon the individual rather than
on the job
 Boredom
Boredom is characterized by lack of interest. It accompanies
depression and a desire for change in activity. It implies
emotional dislike/distaste for the job.
Boredom result from the performance of the
repetitive, monotonous and uninteresting activity.
Research finding:
(i) The highly motivated person will be less bored than a
worker who lacks motivation.
(ii) Boredom is also effected by such factors as personality,
attitude, mood & interest pattern of an individual.
 Barriers to communication
I External or mechanical barriers
(a) Defects in the channel (telephone, postal system, telegraph,
Loudspeaker etc. (b) Noise( Traffic, construction work, people etc)
II Communication Process barriers
(a)Responding barriers--Inadequate feedback system or no
provision for feedback.
(b) Encoding barriers--Lack of sensitivity to receiver-Information
overload--Insufficient knowledge on the subject—Information
overload—Emotional interference..
© Decoding Barriers--Lack of interest-Lack of knowledge-Lack of
of communication skill-Emotional distractions-Physical distraction.
III Organizational and structural barriers
(a) Defects in the organization system: Distortion and delay in
communication in upward and downward communication system
(b) Ignoring the informal communication
 Barriers to communication
III (a) Defects in the organization system: Within organization
the movement of papers and information held up as they are to be
passed through too many levels.
i) Upward communication:-Information fails to reach the concerned
in time--.Information reached may not be reliable, as subordinate in
between might have omitted important points—Messages favorable
to in between subordinate is forwarded.
ii) Downward communication: Employees at lower level receives
approx 20 percent of communication
from top level personnel.—Notices, bulletin, circulars and letters
are not carefully read by employees at lower level.
(b) Ignoring the informal communication: Formal and
structured organization disowns or subdues informal
communication.
 Barriers to Communication
IV Inter-personal barriers ( Psycho-Social barriers)
(a) Difference in feelings, likes and views of different people
(b) Self centered attitude: They accept what agree with their
views and reject what go against them.
(c) Group Identification: Family, religion, language group, age
group, nationality, locality, economic group etc. influence
communication, due to difference in values and opinions.
(d) Self Image:
(e) Status block:
(f) Closed mind:
(g) Poor communication skill:
(h) State of health:
(i) Wrong judgement and opinions, substituting for facts
(j) Jumping into conclusion without logical deduction
(k) Cultural barriers
 Barriers to Communication
V. Semantic Barrier: Cause due to usage of
language

a) Similar pronunciation: Eg. Flour and flower,

Access and excess
b) Use of verb and noun for a word. Eg. Transfer,
Record, Present
c) Different meaning for different phrases. Eg. A
red and a blue carpet, A red and blue carpet
 Barriers to communication
• VI. Transmission Barriers.
• a) Communication is transmitted through the verbal and
the written words. If words are not used with economy,
there is over-communication which creates confusion.
• b) Written communication at times is incomplete and
inadequate.
• c) Communication barriers are created if the silence and
gestures are not interpreted correctly by the receiver.
Barriers are also created when the words do not match the
eye and physical expression, behaviour and gesture of the
communicator.
 Other Barriers
• VII. Other Barriers
• a) Lack of planning:- Too often people start talking and writing with
out prior thinking and planning. A communication with out logical
thinking is not clear and does not convey the original idea.
• b) Un-clarified assumptions: People assume certain things when they
send a message, whereas the receiver makes assumption differently.
• c) Distrust, threat, and fear: In a climate of distrust, threat and fear
any message is viewed with skepticism. Distrust can be the result of
inconsistent behaviour of the superior. Threats may be real or
imaginary- tend to tighten up, become defensive and distort
information. Fear may be of getting exposed or misunderstood or
misinterpreted. A climate of trust facilitates open and honest
communication.
 Overcoming barriers to communications
(i) To overcome external or mechanical barriers, telephone, loudspeakers etc
to be kept in good working condition.
(ii) To overcome noise, sound proof room is to be made
(iii) Monitoring and checking system to avoid delay in the movement of official
papers upward and downward within the organization
(iv) To overcome interpersonal barriers, managers and employees are given
training to change their attitudes, perception and behaviour for better
communication.
(v) Suggestion schemes is introduced to overcome barrier to communication
due to status block between top managers and employees at lower level.
(vi) Training to be given to modify behaviour of top managers having ego
problems for communicating with subordinates.
(vii) To overcome semantic barriers, use simple language without jargon.
(viii) Practice active listening
(ix) Match your words and actions. Actions speak louder than words
(x) Use multiple channel for communications. Eg. A letter and a phone call
(xi) Use feed back
 Definition of Automation
a) Automation is a new word denoting both
automatic operations and process of
making things automatic.
b) In its simplest meaning the term
automation is applied to machine work
processes that are mechanized to the point
of self-regulation
 Description of Automation
Automation is a specialization of work processes that
eliminates human control.
The term automation can be applied only to industrial
process that replaces direct man power for mental and
manual power or both by self regulating automatic
machines. Two fundamental contributions of people i.e
supply of physical energy and supply and processing of
information are taken over by automation.
Due to automation, industrial sociology has become
essential for the understanding the effect of departures
from the work centered world of the past.
 Features of Automation
The word automation was coined by
Delmer. .S. Harder of Ford motor
company.
a) It is Extension of specialization
b) It has Feed back control
c) It is Machine substitute for direct human
control
 Extension of Specialisation
• Specialisation is making a job specialised one
through departmentalisation of work according to
skill of employees, simplification of work and
replacing human energy with machines.
• Automation is extension of earlier Specialisation
which is a new integrating principle of continuous
functioning, with feedback control. It means that
machines run machines with out human energy
being used.
 Automation line diagram
Memory unit compares
actual reported
Determines temperature, Collator receives condition with what
wear, speed, dimensions message from sensor should be, then
of product etc. from and sends it to determines what
Machine Tool and relays memory unit should be done to
this information to correct the situation
collating Unit

SENSOR COLLATING MEMORY

COLLATING
UNIT UNIT
UNIT UNIT

Collator then signals effector

to make the changes indicated
by the memory unit.

MACHINE EFFECTOR
TOOL UNIT

Makes adjustments
indicated on machine
tool.

Principle of Feedback
 Impact of Automation
a) Impact on labour:
(i) Automation is expected to produce given output with fewer
workers.
(ii) Older person are replaced by new professional employees.
Automation hits the hiring rate. Women intake in industry is
increased.
(iii) Workers see their security jeopardized, their job eliminated and
anxiety for future employment. Vast technical unemployment
occurs if automation is introduced overnight.
(iv) Training programs have become very important.
(v) The heavy, dirty and low status jobs are reduced. Automation
helped to free employees from routine &monotonous work and
gained status
(vi) Automation provides more leisure for employees.
(vii) Highly educated scientists and engineers are recruited.
(viii) Rate of promotion decreased. Union activities reduced.
 Impact of Automation
b) Impact on management
(i) Large enough market requirement is to be confirmed before
resorting to mass production by using sophisticated and costly
automatic machine
(ii) Inflexibility: Automation is inflexible. Mistakes are costly.
(iii) Raw material: Availability of constant supply of quality raw
material is essential.
(iv) Training: Availability of training personnel for present and
future requirement.
(v) Competence: High managerial competence is required for
higher level managers to manage production through
automation.
Benefits/Advantages of Automation
a) Economy
b) Improved product quality and standardization
c) Increased safety
d) Job satisfaction
e) Increased production
f) Role in development
g) Rise in standard of living
Disadvantages/Drawbacks of Automation
a) Initial huge investment and foreign
exchange.
b) With rapid changing technology,
obsolescence of old technology is at faster
rate.
c) Short run effect on employment.
d) Training and retraining.
e) Technological unemployment
 Human problem of Automation
a) Quality managers for Automation job:
i)The managers are required to handle the more sensitive
and more highly educated and trained human beings and
to direct the use of much more complicated machinery.
ii)The influence of immediate supervisors on workers are
reduced.
b) The worker and the job
(i) Educated labour force for sophisticated job
(ii) Age and sex group, as per the requirement of company.
(iii) Rate of promotion is reduced.
c) Union condition: Intimate work relations, foster union
solidarity. But automation limits interaction in small work
groups and physically isolates from persons in other
groups, resulting in weakening of unions.
 Computerization
Computer: Computer is an electronic
machine capable of accepting and
processing data and producing results by
carrying out repetitious and highly complex
mathematical operations at high speed.
Basic structure of Computer
Central Processing Unit: (CPU)
(i) Memory Unit
(ii) Arithmetic Logic Unit (ALU)
(iii) Control Unit
 CPU
(i) Memory Unit: It is a device for storing information.

(ii) Arithmetic Logic Unit (ALU): It performs four basic arithmetical

functions of addition, subtraction, multiplication & division.
Computation is also performed here. It is capable of comparing
two numbers and deciding which is the smaller, larger or equal.

(iii) Control Unit: The purpose of the unit is to pass numbers or other
forms of data into the Arithmetic Unit and then inform this Unit
which arithmetic or comparison function to perform. Once the
arithmetic unit has computed the result, control unit passes into
Memory Unit. The Control unit controls the passage of data to
and from the memory and arithmetic unit and also decides which
arithmetic operation the programme instruction has asked for.
 Computer line diagram
Control Processing Unit

Memory
Unit

Output
Input
Device
Device
Control
Unit

Arithmetic
Unit

Control Path
Flow of information
 Peripheral Devices
(i) Input: It converts every day characters
into binary and passes them into the
Memory Unit.
(ii) Output: This device converts binary
patterns in the CPU into every day
characters.
 Advantage of Computer
(i) High speed: CPU signals passed at the speed of electricity. (9.8
× 108 miles per second). Complicated calculations done in
seconds.
(ii) Compact: Vast amount of information stored in compact form
and can retrieve any item within seconds.
(iii) Consistency: If a computer has to compute a million numbers,
it will compute equal diligence.
(iv) Greater Accuracy: Never produce erroneous results, when the
programme and data are correct.
(v) Computer relieves employees from repetitive and monotonous
jobs.
(vi) Computer ensures greater accuracy.
(vii) Computerisation results in more centralised control.
 Disadvantage of Computers
(a) Privacy of personal information
(b) Unemployment
(c) Heavy investment
 Definition of Bureaucracy
Hierarchical arrangement of authority.
Bureau means desk and also step or tier. So it is called desk
government.
Max Weber “Bureaucracy is “a system of administration,
characterized by expertness, impartiality and absence of
humanity.
Louis Coser “Bureaucracy is that type of hierarchical
organization which is designed rationally to coordinate the
work of many individuals in the pursuit of large scale
administrative task”
Prof. Laski defines that “ bureaucracy is a system , control of
which is so completely in the hands of of officials that their
power jeopardizes the liberties of ordinary citizens”
 Application of bureaucracy
• Bureaucracy is indispensable in large scale
organization.
• Bureaucracy is essential when the number
of persons engaged in a particular unit
exceeds the limit in which direct and face to
face relations are not feasible.
 Characteristics of bureaucracy
1.Particular system: A special type of system needed to run the
organized industry.

2.Hierarchy: A system of lower to higher order. The papers must move

from bottom to top and to be passed through all the levels
intervening between the initiating level and the apex. Policies are
laid down at top and implemented by the lower cadres. Under this
system, no level in the hierarchical system can be side-tracked .

3.Definition of duties of officers: Rights and duties of all the officers are
well defined. It is violative of the code of conduct that an officer
acts beyond his/her jurisdiction of duties assigned.

4.Specialization: Officers specialized in different areas with special

qualifications and abilities are only recruited and posted.
 Characteristics of bureaucracy (contd)
5. System of Fulfillment of Duties: When each person
performs functions and duties assigned to him/her,
bureaucracy system becomes fruitful.
6. Based on documents and files: Detailed record of the
appointment of employees, their grade, cadre, salary,
increment and promotion and also balance sheet of
expenditure and receipts are maintained in large
bureaucratic industrial organization. The efficiency of
bureaucracy rests in the quick disposal of files. A clumsy
and inefficient handling of files is known as red tapism.
7. Promotion on Seniority and Ability.
8. Service for Career — The able, efficient and hardworking
individuals are rewarded suitably. The ability and efficiency
of a person in bureaucracy can be safely gauged from
his/her career.
 Characteristics of bureaucracy (contd)
9. Difference in Theory and Practice: It is found in
bureaucracy, a difference in Theory and Practice which can
be removed.
10. Secrecy of functions:
11 Training: Intensive training prior to joining the post.
12. Bureaucrat Personality:
There is a gap between the official and non-official
personalities of the bureaucrats. A successful bureaucrat is
one who can keep his/her personal and official interest
separate.
13. Impersonality: Bureaucracy follows the dictum that work
without hatred or passion with a stone face. Everyone is
subjected to formal equality of treatment without affection
or enthusiasm or bias.
 Characteristics of bureaucracy (contd)
14. Appointed officials: Officials are appointed and not
elected on the basis of qualification and merit through
competitive examination.
15. Policies and Rules: Policies, rules, regulations and code
of conduct are exhaustive and stable. All employees are
expected to know them.
16. Full time officials: The office is treated as sole or at
least primary occupation. Not expected to take up
another job.
17. Private/Public split: Public money and equipment is not
expected to be used for private purposes. Business and
pleasure kept aloof of each other.
 Advantages of bureaucracy
1. Systematic Administration
2. Administration by able persons
3. Effective Control: Exhaustive and stable
policies, rules and regulations make
it possible to ensure effective control.
4. Essential to large scale industry.
 Disadvantages of bureaucracy
1. Red tapism: The files and papers move at snail’s pace.
2. Authoritative tendency: Arbitrary use of authority with no regard
for human element.
3. Superiority Complex: Senior officers develop superiority complex.
Juniors develop inferiority complex.
4. Emphasis on Impersonal relations.
5. Unrealistic decisions: The practice of strictly adhering to the rules
and regulations leads to unrealistic solutions of the problems.
6. Conservative: The officials exert strict control over the subordinates
in the name of discipline. Such attitude kills the initiative and
creative ideas of juniors.
7. Class Consciousness: Officers consider themselves as an upper
caste and look down upon the subordinates.
8. Emphasis on Routine: No scope for creativity, innovations or new
ideas.
 Definition of Organization

1. A group of persons working together for a definite

common aim is called an organization.

2. The state of co-operative relations and concerted

effort, established by two or more persons for a
common goal is called organization.

3. The mutuality and togetherness found in a group of

persons engaged in industrial production is called an
industrial organization.
BASIC ELEMENTS OF AN ORGANIZATION
The basic elements constitute structure of
organization
1.Plurality of parts: An organization must have
components, performing their respective roles.
2.Adjustment among various components
3.Fitness of the whole for the purposeful action:
This means that all components of an
organization should contribute to the specified
aim.
 ASPECTS GOVERNING INDIVIDUAL’S
BEHAVIOUR/ PERFORMANCE
IN ORGANIZATION

1. Organizational aspects: Rules, Regulations, Code

of conduct and organization culture
2. Individual aspects: Individual’s social life,
background, education, religion, ethics and
culture outside the organization.
 Definition of Formal Organization

(a) Chester Bernard: It is a system of consciously

coordinated activities of two or more persons.

(b) It is the deliberate and methodical organization

of the human element of industry in order to
achieve it’s objectives.
 CHARACTERISTIC OF FORMAL ORGANIZATION
(a) Impersonal: Directly concerned with the job or the role and only
indirectly with the persons performing it.
(b) Designed relationship among organizational members: The
relationships are deliberated and devised in conformity with the
plans.
(c) A definite structure: Authority and responsibility are clearly defined
(d) Scientific and Systematic: The role, status and importance of all
jobs are determined.
(e) Hierarchy of status.
(f) Governed by rules.
(g) Relatively inflexible.
(h) Definite Channel of communication.
(i) Social atmosphere is most formal in nature.
(j) Part of the wider system.
 DEFINITION OF INFORMAL
ORGANIZATION
• The counterpart of the Formal Organization in any
Institution is the “Informal Organization”, which
is formed due to exchange of social and personal
human relations.
• Informal organizations are complementary in
nature and play supporting role to main Formal
organization.
 Types of informal groups in a factory
(a) Formed on account of common taste, interests or hobbies
of some persons. E.g. Members of trade union
(b) Formed by persons doing similar job in an industry
(c) Formed by intimate friends or relatives or persons hailing
from the same area
(d) Isolated individuals who rarely participates in any social
activity.
(e) Secondary group: It is the total informal organization of a
factory as a system of interlocking group. In such a group
the members are not related to each other by personal or
face-to face contacts, but by abstract relations.
 Functions of Informal Organization
(a) Perpetuation of group culture
(b) Maintenance of communication system
(c) Social control: Informal organization influences and
regulates the behaviour of members. Norms are followed
by members. Members conform to group culture.
(d) Social satisfaction
i. Relief from monotony, boredom & fatigue
ii Opportunity for status
iii An increased flow of emotional responses
iv Opportunities for independence.
v Increased Security
 ADVANTAGES OF INFORMAL
ORGANIZATION
(a) Getting better cooperation by recognizing informal
organization
(b) Working together of the formal and informal organization
lightens the work load of managers.
(c) Informal organization is a useful channel of
communication
(d) Working together of the formal and informal organization
reduces the need of close supervision
(e) The management can use the informal organization for
higher productivity
(f) The informal organization can be effectively used to
enforce the policies and plans of formal organization
 Conflict
Definition
Conflict is any situation in which two or more parties feel
themselves in opposition.
Conflict is a state of opposition, disagreement or
incompatibility between two or more people or groups of
people.

Causes of conflict
A clash of interests, values, actions or directions often sparks a
conflict.
Often a group finds itself in conflict over facts, goals, methods
or values. The more difficult type of conflict is when values
are the root cause. It is extremely difficult to "prove" that a
value is "right" or "correct".
 Types of Conflict
Types of Conflict is based on the nature and involvement of the affected parties.
• interpersonal conflict
• Emotional Conflict
• Group Conflict
• organizational conflict
• community conflict
• intra-state conflict
• international conflict
• inter-societal conflict
• intra-societal conflict
• ideological conflict
• diplomatic conflict
• economic conflict
• military conflict
• religious-based conflict
• data conflict
• racial conflict
• relationship conflict
 Changing views of Conflict
(1) Traditional view (1930-1940) conflict seen as
dysfunctional. Conflict must be avoided.
(2) The Human Relations View (1940-1970). The
conflict is natural and inevitable outcome in any
group. People believed peace is good and
conflict is bad and should be avoided.
(3) Modern View: It proposes not only that conflict
can be positive force in a group but it also argues
that some conflict is absolutely necessary for a
group to perform effectively.
 Positive & Negative Conflict
Negative conflict is one in which one or more parties will be
unsatisfied by the way the conflict ends. Negative conflicts have
the following characteristics
(1) Feud mentality (2) Going for no compromise (3) Me Syndrome
— see only their side (4) You syndrome — people are attacked
as individuals.

Positive conflict is the conflict which ends in mutual satisfaction.

Positive Conflicts have the following characteristics.
(1) Problem solving mentality — everyone is at the table to solve
the problem, not to fight.
(2) Going for mutual satisfaction.
(3) Everyone syndrome — Each side recognize that the other side
has legitimate concerns.
(4) Just the Facts — The discussion centers in the facts of the
problem, not on the feelings of the people.
 Consequences of Conflict
Positive consequences of Conflict
(1) Major stimulant for change
(2) Fosters creativity and Innovation
(3) Cohesion and Satisfaction

Negative consequences of Conflict

(1) Stress in people i.e. generation of anxiety, guilt,
frustration and hostility.
(2) Instability and Chaos: Under intense conflicts,
collaboration across individuals, groups and
departments decreases or vanishes.
 Forms of conflict

a) Goal Conflict is a situation in which preferred

outcome appear to be incompatible.
b) Cognitive conflict is a situation in which ideas or
thoughts are inconsistent.
c) Affective conflict is a situation in which feelings or
emotions are incompatible; that is people literally
become angry with one another.
 Factors of conflict in an Organization
Structural Factors
Specialization (The experts in fields)
Inter-dependence (A company as a whole can't operate w/o other
departments)
Common resources (Sharing the same secretary)
Goal difference (One person wants production to rise and others want
communication to rise)
Authority relationship (The boss and employees beneath him/her)
Status Inconsistencies.
Jurisdictional Ambiguities.(Who can discipline who)
Personal Factors
Skills and Abilities
Personalities.
Perception
Values and Ethics
Emotions
 Important types of conflicts in
organization
1. Intra-individual conflict or Intra-personal conflict:- a)
Frustration b) Goals c) Role
2. Inter personal conflict:- a) Personality clashes, b)
Different set of values and beliefs c) Contrasting
perceptions d) Threats to status e) Organizational Change
f) Lack of trust
3. Intra-group conflict
4. Inter-group conflict
5. Organizational Conflict:- a) Hierarchical
b) Functional c) Formal & Informal d) Line and staff
 Effect of Conflict in Organization
Conflict is Constructive
when
● Problems are brought out,
identified and clarified
● Group think is avoided
● Organizational lethargy is
dissolved; creativity is promoted
● More thought goes into ideas;
individual effort is stimulated
● It encourages group cohesiveness
and provides for a system of checks
and balances within organization.
Conflict is destructive when
● Too much stress is created for
individuals
● Group-decision-making is
reduced to a "feeble-walk"
● Co-operation is replaced by
infighting
● Focus on short-range goals at the
cost of long-range goals.
● Goals are distorted and resolution
of conflict is viewed as win-lose
rather that win-win.
 Conflict Management

TEDDY OWL
BEAR Confronting
Smoothing
FOX
Compromising

TURTLE SHARK
Withdrawing Forcing
 What modes do people use to address
conflict?
Competing: High Assertiveness and low cooperation
(Shark - Force)
Avoiding: Low Assertiveness and low cooperation
(Turtle -Withdrawing)
Accommodating : Low Assertiveness and high
cooperation (Teddy bear –Smoothening)
Compromising : Moderate Assertiveness and
moderate cooperation (Fox-Compromising)
Collaborating : High Assertiveness and high
cooperation (Owl-Confronting)
 Five modes of Conflict

C
o
o Accommodating Collaborating
p
e
r Comprising
a
t
i Avoiding Competing
o
n

Assertiveness
 Politics: power in action
• When people get together in groups, power will be
exerted. People want to carve out a niche from
which to exert influence, earn rewards and
advance their careers. When employees in
organization convert their power into action , we
describe them as being engaged in politics. Those
with good political skills have the ability to use
their bases of power effectively to advance their
careers.
 Organizational politics- Definitions
1. Those activities with in an organization to
acquire, develop and use power to obtain
preferred outcome in a situation.
2. Those actions for seizing, holding, extracting and
executing of power by individuals or groups for
achieving personal goals.
3. The process whereby individuals and groups use
a mass to influence organizational decisions in the
direction of their own interest.
4. Activities that are not required as an essential part
of one’s formal role in the organization.
 Legitimate and llegitimate
political behavior
• Legitimate political behavior: normal everyday politics
which does not affect organizational goal.
A) Complaining your supervisor, by passing the chain
of command B) Forming coalitions to obstruct
organizational decisions

• Illegitimate political behavior: Extreme political

behavior that is against organizational goal
A) Whistle blowing B) Sabotage C) Mass sick
leave
 Factors Contributing to Political
Behavior
Individual Factors •Organizational factors

*High Self-monitors •Decline of Organizational resources.

*internal Locus of Control •promotion opportunities.

*High Mach personality •Low trust

* Investment in Organization •Role ambiguity

*Perceived job alternatives Political behavior •Unclear performance-evaluation

system
•Democratic decision making
•High pressure for performance
•Self serving senior managers
Functioal &Dysfunctional Political behaviour
Individual interests Organizational interests

Dysfunctional Dysfunctional

Functional
 How do People Respond to
Organization Politics?
To dissatisfaction

Increased anxiety
Organizational
politics

Increased turnover

Reduced performance
 Steps to control organizational Politics
1. Set an example — A department is better served by a manager who
provides a positive role model by encouraging truthfulness and the even-
handed treatment of others.
2. Give Clear Job Assignments — When expectations are clear and
subordinates understand how they will be assessed, game playing
becomes less necessary as a device for gaining personal recognition.
3. Eliminate Coalitions and Cliques — Job rotation can assist here as
well. Practise job rotation to encourage broader perspectives and
understand problems of others. It helps to counter thoughts about
another department.
4. Confront Game Players — Here people make suggestions with ulterior
motives in mind. Your response could be…”Why are you telling me this
about Sam?” Put them on the spot. “Perhaps we should discuss this at out
next management meetings?”
5. Strive for a climate of openness and trust.
6. Measure performance results rather than personalities.
7. Strive to integrate individual and organizational goals through
meaningful work and career planning.