Professional Documents
Culture Documents
Organisational Structures and Vocational Training Provision
Organisational Structures and Vocational Training Provision
Background
Tom Burns and Graham Stalker in their book The Management of Innovation
(1961) (3rd Edition, 1994, Oxford University Press) developed and examined the
concepts of Mechanistic and Organic characteristics using them to frame their
analyses of organisational structures.
Mechanistic characteristics were defined as being found where there are
hierarchical environments with central control functions
predominantly vertical communication channels,
high formalization and task/job definitions
and, to an extent, initiative mitigated by a rigidly defined command structure
and positional terms of reference.
Organic characteristics were those present
where organisational structure was more of a network,
where communications were more likely to be lateral
where task definitions are more fluid and flexible - related to competences and
skills held rather than being a function of position in the organisation.
and where influencing of decisions were most likely to be made on the basis of
expertise rather than an individual (or group’s) position in a command structure
Considerably more points of contrast may be indicated such as
Authoritarian versus Democratic
Referential versus Empowered
Individual versus Group
Focused versus holistic approach
Internal rules as ‘law’ versus internal rules as guidance
Sometimes even a preference for qualifications gained within the organisation as
opposed to those originating elsewhere despite the latter usually have a much
wider currency and transferability.
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Characteristic Mechanistic Organic
Task definition Rigid Flexible
Communication Vertical Lateral
Formalization High Low
Influence Authority Expertise
Control Centralized Diverse
individual trainees,
department managers, and
the company as a whole.
The survey was extended to sites at Paisley in Scotland, then Grenzach, in southern
Germany where similarities and differences were identified and discussed.
2
Though the sample was relatively small (120) an 85% response mitigated this to
some extent and, after all, the cohort approached represented all those who were
active in commissioning training within the company.
Study Findings
3. If these scenarios do exist, wouldn’t not taking their influence into account be
detrimental to the construction and development of optimal workplace training
environments in general not merely in specific cases?
5. How far can this go before it the tensions it may generate begin to start
questioning (and ultimately compromising) the fundamental complexion of the
department?
6. It’s absolutely crucial that where training is organised and facilitated for areas
which have differing make-ups in mechanistic/organic terms, this is taken into
account. What can often happen is that a training function/provider (most
naturally at home in, and the product of, an organic environment) may tend to
value and promote courses or training packages which reflect that particular
orientational base.
4
Implications with reference to conference theme of “Raising attainment in
authentic settings.”
Further research
2. the benefits of being able to tailor training provision to harmonise with intrinsic
organisational structures.
5
Some background reading in the area
6
Characteristics of Mechanistic and Organic Systems
[collated from Burns and Stalker, The Management of Innovation (1961)]
Mechanistic Organic
a)Specialised differentiation of a) Contributive nature of specialist
functional tasks into which knowledge and experience to the
problems or tasks are broken common tasks of the concern.
down.
b)Abstract nature of tasks pursued b) The ‘realistic’ nature of an individual
with techniques and purposes task which is seen as set by the
mostly distinct from those of total situation of the concern.
the concern as a whole.
Improvement of means pursued
rather than accomplishment of
company ends.
c)Reconciliation, at each hierarchic c) Adjustment and continual re-
level, of distinct performances definition of individual tasks
by individuals or groups by through interaction with others.
their superiors who are in turn
responsible for seeing each task
is relevant in its own special
part of main task.
d)Precise definition of rights, d) Shedding of ‘responsibility’ as a
obligations and technical limited field of rights, obligations
methods attached to functional and methods.
roles.
e)Translation of rights, obligations, e) The spread of commitment to the
methods into responsibilities of concern beyond any technical
functional positions. definition.
f) Hierarchic structure of control, f) Network structure. Sanctions on
authority and communication. conduct more from a presumed
community of interest than
contract relationship with a non-
personal corporation represented
by an immediate superior.
g)Reinforcement of the hierarchic g) Omniscience not imputed to the
structure by location of concern head. Technical,
knowledge of actualities commercial knowledge and tasks
exclusively at top of hierarchy may be sited anywhere in
where final reconciliation of network. Location becomes ad
distinct tasks and assessment of hoc centre of authority and
relevance made. communication on the subject.
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h)Tendency for interaction between h) Lateral communication through the
members of the concern to be organisation between people of
vertical, i.e., Between superior different rank. Consulting rather
and subordinate. than command.
i) Operations/working behaviour i) Communication being information
governed by and advice rather than
instruction/decisions from instructions and decisions.
superiors.
j) Insistence on loyalty to the concern j) Commitment to the task and
and obedience to superiors as a ‘technological ethos’ of progress
condition of acceptance. and expansion at least as highly
valued than loyalty or obedience.
k)More importance/prestige attached k) Importance/prestige given to
to internal over general affiliations /expertise valid in
(cosmopolitan) knowledge, industrial, technical, commercial
experience and skill. milieux external to firm.