New Coordination Mechanisms

Oliveira, Nelio

doi:10.1007/978-3-7908-2759-0_9

Nelio Oliveira²

Part of the book series: Contributions to Management Science ((MANAGEMENT SC.))

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Abstract

Henry Mintzberg’s classification of organizational structures, as discussed in Chap. 4, is primarily based on the five work coordination mechanisms he presented: direct supervision, mutual adjustment, and standardization of work process, of skills, and of outputs. These mechanisms could even be regarded as traditional types of coordination, since they are widely recognized among authors and managers as ways to achieve integration of the work divided within firms. Beyond these five coordination mechanisms, however, others have been explored in organizational studies for some time now, with some of them even more emphasized and defended in the face of new ways of organizing the work in firms. Thus, the purpose of this chapter is to discuss variables that were given little consideration in the literature, and even in organizational practice, as ways of coordinating work, despite the fact that they have been studied for a long time in management literature. Specifically, the types of coordination based on values and norms, on contracts, and on politics are discussed.

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Notes

1.
The discussion on culture in organizations has been very influenced by Anthropology’s theorists. Among them, some consider culture as having tangible elements such as technology, utensils, tools, etc. and intangible elements. In this study, emphasis is given to the intangible aspects of culture such as values and norms. (LARAIA, Roque de Barros. Cultura: um conceito antropológico. Rio de Janeiro: Jorge Zahar, 2002; SOUZA, Edela Lanzer Pereira. Clima e cultura organizacionais: como se manifestam e como se manejam. Porto Alegre: Edgar Blucher, 1978; BOWDITCH, J. L., BUONO, A. F. Elementos de comportamento organizacional. São Paulo: Pioneira, 1992).
2.
In his studies, Karl Marx uses the concepts of superstructure and ideology. Better discussions on this subject can be seen in The German Ideology, where the author also discusses the importance of intellectuals dedicated to the abstract work (writers) in the formation of ideology. (MARX, Karl. A ideologia alemã. São Paulo: Grijalbo, 1977).
3.
WEBER, Max. A ética protestante e o espírito capitalista. São Paulo: Editora Martin Claret, 2002. p.32. In Essays in Sociology, Max Weber emphasized the influence of some values in the formation of structures such as the idea of mass democracy and the importance of rationality. (WEBER, Max. Ensaios de Sociologia. Rio de Janeiro: Ltc Editora, 1982. pp. 138–157). It should be pointed out that M. Weber considers values as supporters and not as causes of social and production relations.
4.
Such research took place from 1927 to 1932 at Western Electric Company in Chicago. (MAYO, Elton. Problemas de un civilizacion industrial. Buenos Aires: Galatea-Nueva Vision, 1959).
5.
Discussion on the human relations approach and on the informal relations can be seen in ETZIONI, A. Organizações complexas: estudo das organizações em face dos problemas sociais. São Paulo: Atlas, 1973.
6.
MAYO, Elton. Problemas de un civilizacion industrial. Buenos Aires: Galatea-Nueva Vision, 1959 and ETZIONI, A. Organizações complexas: estudo das organizações em face dos problemas sociais. São Paulo: Atlas, 1973.
7.
This is discussed in Chap. 3, considering structuralist authors (See, for instance, ETZIONI, A. Organizações complexas: estudo das organizações em face dos problemas sociais. São Paulo: Atlas, 1973), as well as other studies such as: BRAVERMAN. Harry. Trabalho e capital monopolista. Rio de Janeiro: Editora Guanabara Koogan S/A, 1987.
8.
This is discussed in depth in Chap. 3.
9.
This is discussed in Chap. 3.
10.
ETZIONI, Amitai. Analise comparativa de organizações modernas: sobre o poder, o engajamento e seus correlatos. Rio de Janeiro: Zahar, 1974. p. 72. It is worth noting that many of the current studies and research on commitment are based on theoretical forms of involvement discussed by Amitai Etzioni: calculative, alienative, and moral commitment (See, for instance, BASTOS, Antonio Virgílio Bittencourt. Os vínculos indivíduo-organização: uma revisão da pesquisa sobre comprometimento organizacional. In: Anais Enanpad. Canela: Anpad, 1992).
11.
According to Amitai Etzioni, these aspects related to values would be more important in normative organizations. (ETZIONI, Amitai. Analise comparativa de organizações modernas: sobre o poder, o engajamento e seus correlatos. Rio de Janeiro: Zahar, 1974. p. 72).
12.
This moment cannot be precisely defined. Several works have been important in the strengthening of the studies of culture and values in organizations, since those related to human relations and structuralist approaches. Herbert Simon can be considered also an important reference. This author emphasizes aspects related to values, indoctrination, identification etc. and their importance in decision-making in organizations. (SIMON, Herbert. Comportamento Administrativo: estudo dos processos decisórios nas organizações administrativas. Rio de Janeiro: FGV, 1979).
13.
Maria Tereza Leme Fleury and Moema Miranda de Siqueira summarize the influence of various theoretical approaches (not only the anthropologic one) in the concept of organizational culture (FLEURY, Maria Tereza Leme. Cultura e poder nas organizações. São Paulo: Atlas, 1989; SIQUEIRA, Moema Miranda. Cultura e organizações públicas. Revista do Serviço Público. Ano 47. Volume 120. Numero 2. Maio-agosto 1996).
14.
BOWDITCH, J. L., BUONO, A. F. Elementos de comportamento organizacional. São Paulo: Pioneira, 1992. p. 182.
15.
ROBBINS, Stephen. Comportamento organizacional. Rio de Janeiro: Ltc Editora, 1999. p. 498.
16.
SCHEIN, Edgar. Organizational culture and leadership. San Franscisco: Jossey-Bass Pub, 1992. It is worth noting that this concept of Edgar Schein accords with concepts in Anthropology. (See also: LARAIA, Roque de Barros. Cultura: um conceito antropológico. Rio de Janeiro: Jorge Zahar, 2002).
17.
Again, it should be emphasized that in this study, only the intangible aspects of culture are being considered.
18.
ROBBINS, Stephen. Comportamento organizacional. Rio de Janeiro: Ltc Editora, 1999. p. 503.
19.
This is discussed in Chap. 8.
20.
Edgar Schein emphasizes such influence (SCHEIN, E. Psicologia organizacional. Rio de Janeiro: Prentice-Hall, 1982).
21.
BENNIS, W. Desenvolvimento organizacional. São Paulo: Edgard Blucher, 1972.
22.
MORGAN, Gareth. Imagens da organização. São Paulo: Atlas, 1996; ROBBINS, Stephen. Comportamento organizacional. Rio de Janeiro: Ltc Editora, 1999.
23.
OUCHI, William. Teoria Z: como as empresas podem enfrentar o desafio japonês. São Paulo: Nobel, 1986.
24.
OUCHI, William. Teoria Z: como as empresas podem enfrentar o desafio japonês. São Paulo: Nobel, 1986.
25.
Companies other than those discussed by Douglas McGregor in his X and Y theory. (McGREGOR, Douglas. O lado humano na empresa. São Paulo: Martins Fontes, 1999).
26.
OUCHI, William. Teoria Z: como as empresas podem enfrentar o desafio japonês. São Paulo: Nobel, 1986.
27.
Gareth Morgan and Stuart Crainer point these authors as typical representatives of this movement. (MORGAN, Gareth. Imagens da organização. São Paulo: Atlas, 1996 and CRAINER, Stuart. Grandes pensadores da Administração: as idéias que revolucionaram o mundo dos negócios. São Paulo: Futura, 2000).
28.
PETERS, Thomas J. e WATERMAN Jr., Robert H. Vencendo a crise: como o bom senso empresarial pode superá-la. São Paulo: Editora Harper 7 Row, 1983.
29.
AKTOUF, Omar. O simbolismo e a cultura de empresa: dos abusos conceituais às lições empíricas. In: CHANLAT, Jean-François. O individuo na organização: dimensões esquecidas. São Paulo: Atlas, 1996.
30.
AKTOUF, Omar. O simbolismo e a cultura de empresa: dos abusos conceituais às lições empíricas. In: CHANLAT, Jean-François. O individuo na organização: dimensões esquecidas. São Paulo: Atlas, 1996.
31.
PETERS, Thomas J. e WATERMAN Jr., Robert H. Vencendo a crise: como o bom senso empresarial pode superá-la. São Paulo: Editora Harper 7 Row, 1983.
32.
Recruitment and selection, socialization of novices, and behavioral changes would be the main forms (BOWDITCH, J. L., BUONO, A. F. Elementos de comportamento organizacional. São Paulo: Pioneira, 1992).
33.
BOWDITCH, J. L., BUONO, A. F. Elementos de comportamento organizacional. São Paulo: Pioneira, 1992.
34.
MORGAN, Gareth. Imagens da organização. São Paulo: Atlas, 1996. It is important emphasizing that this criticism is totally different from that one done by those who do not believe in the organizational culture concept.
35.
MINTZBERG, Henry, AHLSTRAND, Bruce e LAMPEL, Joseph. Safári de estratégia: um roteiro pela selva do planejamento estratégico. Porto Alegre: Bookman, 2000; ROBBINS, Stephen. Comportamento organizacional. Rio de Janeiro: Ltc Editora, 1999.
36.
AKTOUF, Omar. O simbolismo e a cultura de empresa: dos abusos conceituais às lições empíricas. In: CHANLAT, Jean-François. O individuo na organização: dimensões esquecidas. São Paulo: Atlas, 1996 and MORGAN, Gareth. Imagens da organização. São Paulo: Atlas, 1996.
37.
The term ideology is used here in the Marxist sense, in which a set of ideas are used to justify the existing production relations. This is discussed at the beginning of this chapter.
38.
The emergence of the neocharismatic leadership approach should be mentioned here. This approach is being mentioned, even in current books on organizational behavior, and emphasizes elements related to value in leadership on the contrary to only concerns with processes and relationships, demonstrated by situational or contingency theories of leadership.
39.
This proposal is presented in his books on both organizational structure and strategy.
40.
With respect to these criticisms, Tom Peters and Robert Waterman can be mentioned (PETERS, Thomas J. and WATERMAN Jr., Robert H. Vencendo a crise: como o bom senso empresarial pode superá-la. São Paulo: Editora Harper Row, 1983).
41.
Tom Peters and Robert Waterman argue that the current organizations have to base on three pillars, one of which refers to the values (PETERS, Thomas J. e WATERMAN Jr., Robert H. Vencendo a crise: como o bom senso empresarial pode superá-la. São Paulo: Editora Harper Row, 1983).
42.
Stephen Robbins states that culture can substitute formalization (ROBBINS, Stephen. Comportamento organizacional. Rio de Janeiro: Ltc Editora, 1999).
43.
The importance of trust and loyalty in relations between firms in Japan is mentioned in several works, and the zaibatsus are an example of such reality (see, for instance, OUCHI, William. Teoria Z: como as empresas podem enfrentar o desafio japonês. São Paulo: Nobel, 1986).
44.
Ronald Coase and Oliver Williamson are important references (WILLIAMSON, Oliver e. MASTEN, Scott E. Transation cost economics. London, Edward Elgar publishing limited, 1995 volume I e II and WILLIAMSON, Oliver. The economic institution of capitalism: firms, markets, relational contracting. New York: Free, 1985) Discussions on such approach can be also seen in PERROW (Charles. Sociologia de las organizaciones. España: McGrall-Hill, 1991).
45.
Chandler Jr., Alfred D. Scale and Scope: the dynamics of industrial capitalism. Crambridge: Bleiknap, Harvard University, 1994.
46.
According to Herbert Simon’s concept of bounded rationality, decision is influenced by perception, amount of information available, probability of future events, individual interests and others (SIMON, Herbert. Comportamento Administrativo: estudo dos processos decisórios nas organizações administrativas. Rio de Janeiro: FGV, 1979). As for opportunism, see discussion in WILLIAMSON, Oliver and MASTEN, Scott E. Transation cost economics. London, Edward Elgar publishing limited, 1995 volume I and II and WILLIAMSON, Oliver. The economic institution of capitalism: firms, markets, relational contracting. New York: Free, 1985.
47.
Besides the studies of the Transaction Costs Economics approach, discussions about the advantages of using the hierarchy instead of market can be also seen in CHANDLER Jr., Alfred D. The visible hand: the managerial revolution in America business. Cambridge: 1977.
48.
WILLIAMSON, Oliver. The economic institution of capitalism: firms, markets, relational contracting. New York: Free, 1985.
49.
PERROW. Charles. Sociologia de las organizaciones. España: McGrall-Hill, 1991.
50.
Marco A. Oliveira, in a study on outsourcing, alerts to such danger (OLIVEIRA, Marco A. Terceirização: estruturas e processos em xeque nas empresas. São Paulo: Nobel, 1994). Tom Peters and Robert Waterman state that a healthy internal competition can replace market advantages (PETERS, Thomas J. e WATERMAN Jr., Robert H. Vencendo a crise: como o bom senso empresarial pode superá-la. São Paulo: Editora Harper 7 Row, 1983).
51.
This necessity of loyalty between organizations is emphasized by William Ouchi and also discussed by Charles Perrow (OUCHI, William. Teoria Z: como as empresas podem enfrentar o desafio japonês. São Paulo: Nobel, 1986 e PERROW. Charles. Sociologia de las organizaciones. España: McGrall-Hill, 1991).
52.
FERREIRA, Aurélio Buarque de Holanda. Dicionário Aurélio da língua portuguesa. Rio de Janeiro: Nova Fronteira, 1995.
53.
In Law and in some Economics approaches, internal organizational relations are often considered just as contractual relations.
54.
WILLIAMSON, Oliver. The economic institution of capitalism: firms, markets, relational contracting. New York: Free, 1985.
55.
WILLIAMSON, Oliver. Transaction-cost economics: the governance of contractual relations. In: WILLIAMSON, Oliver and MASTEN, Scott E. Transaction cost economics. London, Edward Elgar publishing limited, 1995 volumes I e II.
56.
Concepts of these terms are not presented here. In this study, it is important discussing politics as a possible coordination mechanism.
57.
Discussion on organizations as an instrument to attain interests can be seen in the literature of classical economists and in Marxist literature.
58.
WEBER, Max. Economia e Sociedade. Brasília: Editora da Universidade de Brasília, 1999. volumes I e II and WEBER, Max. Ensaios de Sociologia. Rio de Janeiro: Ltc Editora, 1982.
59.
These are some of the authors mentioned when discussing such subject (MOTTA, P. R. A ciência e a arte de ser dirigente. Rio de Janeiro: Record, 1991; MORGAN, Gareth. Imagens da organização. São Paulo: Atlas, 1996 and MINTZBERG, Henry, AHLSTRAND, Bruce e LAMPEL, Joseph. Safári de estratégia: um roteiro pela selva do planejamento estratégico. Porto Alegre: Bookman, 2000).
60.
HALL, Richard H. Organizações, estruturas e processo. Rio de Janeiro: Prentice-Hall, 1984.
61.
In his classification of structures, Henry Mintzberg discusses the relation between power and structure, and considers power as a contingency factor (MINTZBERG, Henry. Criando organizações eficazes: estruturas em cinco configurações. São Paulo: Atlas, 1995).
62.
MORGAN, Gareth. Imagens da organização. São Paulo: Atlas, 1996; MOTTA, P. R. A ciência e a arte de ser dirigente. Rio de Janeiro: Record, 1991 and MINTZBERG, Henry e QUINN, James Brian. O processo da estratégia. Porto Alegre: Bookman, 2001.
63.
MORGAN, Gareth. Imagens da organização. São Paulo: Atlas, 1996. p.146.
64.
MINTZBERG, Henry. The structuring of organizations: a synthesis of the research. Englewood Cliffs, N.J.: Prentice-Hall, 1979 and MINTZBERG, Henry. Criando organizações eficazes: estruturas em cinco configurações. São Paulo: Atlas, 1995.
65.
MINTZBERG, Henry e QUINN, James Brian. O processo da estratégia. Porto Alegre: Bookman, 2001.p. 156. Henry Mintzberg has studies on power and politics in organizations. See, for instance, MINTZBERG, Henry. The organization as political arena. Journal of Management Studies. v. 22, pp. 133–153, 1985.
66.
MINTZBERG, Henry, AHLSTRAND, Bruce e LAMPEL, Joseph. Safári de estratégia: um roteiro pela selva do planejamento estratégico. Porto Alegre: Bookman, 2000.
67.
In addition to Henry Mintzberg’s comments on this matter, an interesting study conducted in British universities can also be mentioned. (MINTZBERG, Henry. The structuring of organizations: a synthesis of the research. Englewood Cliffs, N.J.: Prentice-Hall, 1979. p. 358 and RODRIGUES, Suzana Braga. Processo decisório em universidade: teoria III. IN: Revista de Administração Pública. v. 19, n. 4, out/dez, 1985. pp. 60–74).
68.
In the presentation of processing production firms made in the chapter on technology, the use of collegial decisions at the strategic level is discussed. Likewise, in the chapter on strategy, the growth of collegial decisions in formulating strategy is discussed. Classical text of H. Edward Wrapp discusses political features in top managers’ work (WRAPP, H. Edward. Bons gerentes não tomam decisões políticas. In: Coleção Harvard de Administração. v. 28. São Paulo: Nova Cultural, 1986). The current discussions on Corporate Governance show the need of observing political aspects in major organizational decisions. (LODI, João Bosco. Governança Corporativa: o governo da empresa e o conselho de administração. Rio de Janeiro: Elsevier, 2000 and STEINBERG, Herbert e HLLQVIST, Bengt. A dimensão humana da Governança Corporativa: pessoas criam as melhores e piores práticas. São Paulo: Editora Gente, 2003).
69.
Paulo Motta emphasizes that studies related to power in organizations are more common in public administration (MOTTA, P. R. A ciência e a arte de ser dirigente. Rio de Janeiro: Record, 1991).
70.
This discussion on the importance of aspects related to power in relations between organizations is discussed earlier in this chapter considering Charles Perrow’s arguments (PERROW. Charles. Sociologia de las organizaciones. España: McGrall-Hill, 1991).
71.
MINTZBERG, Henry e QUINN, James Brian. O processo da estratégia. Porto Alegre: Bookman, 2001 and MINTZBERG, Henry, AHLSTRAND, Bruce e LAMPEL, Joseph. Safári de estratégia: um roteiro pela selva do planejamento estratégico. Porto Alegre: Bookman, 2000.
72.
MOTTA, P. R. A ciência e a arte de ser dirigente. Rio de Janeiro: Record, 1991.
73.
MOTTA, P. R. A ciência e a arte de ser dirigente. Rio de Janeiro: Record, 1991.
74.
MOTTA, P. R. A ciência e a arte de ser dirigente. Rio de Janeiro: Record, 1991; LIMA, Maria Elizabeth Antunes. Os equívocos da excelência: as novas formas de sedução na empresa. Petrópolis: Vozes, 1996; CHANLAT, Jean-François. Modos de gestão, saúde e segurança no trabalho. In: DAVEL, Eduardo e VASCONCELOS, João (org.) Recursos Humanos e subjetividade. Petrópolis: Vozes, 1997.
75.
MOTTA, P. R. A ciência e a arte de ser dirigente. Rio de Janeiro: Record, 1991.

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Pontifical Catholic University of Minas Gerais - PUC Minas, Av. Dom José Gaspar, 500 Coração Eucarístico, 30535-901, Belo Horizonte, MG, Brazil
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Oliveira, N. (2012). New Coordination Mechanisms. In: Automated Organizations. Contributions to Management Science. Physica-Verlag HD. https://doi.org/10.1007/978-3-7908-2759-0_9

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DOI: https://doi.org/10.1007/978-3-7908-2759-0_9
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