Gods of management by Charles Handy- Sadaf Alidad

خدایان مدیریت، چارلز هندیGods Of Management by Charles

Handy

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Charles Handy

Born: 1932, Ireland

He is an Irish author/philosopher specializing in organizational behavior and management.

Charles Handy is best known for his Four Cultures Theory, also known as the Gods of Management Theory, which defines four types of organizational cultures that exist in today’s corporate world

Four Gods of Management:

The Zeus (father of Gods) or Power Culture:

Zeus Culture, also known as Club Culture or Power Culture, is the first in Handy’s Gods of Management Theory.

the Power Culture is concentrated with one dominant authority in an autocratic manner with power or control flowing from a central source. The relationship with the central figure matters more in this culture than any formal title or position.

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Power Culture:

POSITIVES:

•Club cultures value the individual, giving him or her free rein to act, and rewards success (by offering closer relationship to Zeus).

NEGATIVES:

•No place for individual if she does not "fit".

• Smacks of paternalism and the cult of the individual, of personal power, to be used or abused.

The Apollo (God Of Reason) or Role Culture:

In the Apollo, or role culture as it is also known, the underlying theme is the worship of form over substance. Hierarchy and doing things the approved way dominate thinking. Apollo was the god of order and rules and hence this culture is based on rationality and logic.

Roles and duties are fixed and authority is delegated within a highly defined structure which results in the formation of hierarchical bureaucracies. The past is viewed to predict the future using logic and rationality.

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Role Culture:

POSITIVES:

•Where circumstances remain the same, Apollo cultures can refine themselves.

•Yesterday can be examined, pulled to pieces and put together in the form of improved rules and procedures for tomorrow.

•Stability and predictability are assumed and encouraged.

NEGATIVES:

•Apollo requires individuals to suppress personal instincts and ideas in favor of adherence to rules.

•This type of organization cannot respond well to changes in circumstances.

The Athena (Goddess of Wisdom) or Task Culture:

The task culture is associated with Athena, the problem solving patron of Odysseus.

Employees perform specific tasks and management is viewed “as being basically concerned with the continuous and successful solution of problems”. Expertise in a specific field is the source of one’s power or influence.

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Task Culture:

POSITIVES:

•Since the group has a common purpose, there is a sense of enthusiasm and shared commitment.

•Works well when problems are solvable, such as in an advertising agency, or one-off, as in the setting up of a project.

NEGATIVES:

•Variety, rather than predictability is the yeast of this kind of management.

•Athenian cultures are good at coming up with ideas, but they do not care for the more routine tasks required of groups.

• Because solutions and decisions are achieved through talking, Athenian cultures can be expensive.

• If they become too big, they begin to have to adopt Apollonian structures, which Athenian individuals do not like.

•Athenian cultures cannot deal with the insoluble. In hard times, a Zeus may emerge to deal with the crisis.

•As they get older/more experienced, members may want more routine or personal power.

The Dionysus (God of Wine and Song) or Person Culture:

The last type of culture that Charles Handy discusses is the Dionysus culture, also known as person culture (and often called the existential culture).

The success of the employees is focused on, rather than the company’s. Employees are viewed as specialists or independent professionals who temporarily loan their services or skills to an organization. This is in contrast to the other three types of cultures where the individual is there to help the organization achieve its purpose.

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Person Culture:

POSITIVES:

•Offer individuals freedom, the preservation of identity, and power sharing through consensus management.

•Offer access to an organization of colleagues, along with the support, flexibility and bargaining power that association brings.

NEGATIVES:

•Difficult for practice "managers" or "co-ordinators" to manage effectively, where they do not hold power.

•Difficult to bring about changes in behavior without resorting to extreme measures.