An Introduction to Neoclassical Theory
Neoclassical theory (also referred to as human relations of thoughts) was introduced based on classical theory. It has added, modified, and in some way extended classical theory. The basic assumption of this theory is that the physiological and social aspects of a worker as an individual and his workgroup ought to be focused on. In classical theory, the organization emphasized order, structure, economic factors, formal organization, and objective rationality. Whereas neo-classical theory emphasized social factors and emotions at work. Human relation is a general term that is frequently used to describe how a manager interacts with their employees. The importance of human relations is included in two aspects: The organization situation should be observed in social terms as well as economical and technical terms, and in terms of clinical method, it is similar to the doctor’s diagnosis of the human organisms.
What is Neo Classical Theory?
The Neoclassical approach was developed many years ago because it was believed that the classical theory did not achieve complete production efficiency and workplace harmony. Managers still observe the frustrations and difficulties because people always do not prefer to follow estimated or rational patterns of behavior.
Hence, there was a greater interest in assisting managers to deal more effectively with the “people side” of the organization. The neo-classical approach reflects a slight modification over the classical approach.
The neoclassical approach identifies the importance of physiological and social aspects of workers as an individual and their relationships within and among the group of the organization. The Neoclassical Theory gained importance specifically in the rise of the “Hawthorne Experiment” at Western Electric Company by the father of human relation management named Elton Mayo from 1924 to 1932.
The Inception of Neo-Classical Theory
The neoclassical theory is the extensive version of the classical theory that includes behavioural science in business management. In this theory, the organization is the social system, and its performance is affected by human efforts.
The classical theory emphasized the mechanical and physiological variables and deemed them the primary factor in inferring its efficiency. However, when the efficiency was checked, it was found that the positive aspect of these factors did not evoke a positive response in work behaviour.
Hence, the researchers tried to specify the reasons for human behaviour at a job. This eventually led to the arrangement of the neoclassical theory of economists. This mainly emphasizes human behaviour in the organization. This approach is often referred to as human relations or behavioural theory of organization.
The neoclassical theory states that an organization is a mix of both informal and formal aspects of the organization. This aspect was ignored in classical theory. The organization’s informal structure is majorly formed due to the social interaction with workers; this affects and gets affected by an organization’s formal structure. Generally, disputes between the organization and workers often exist but this needs to be resolved immediately as the problems persist.
What are the Features of Neo-Classical Theory?
Business Organizations are identified as a social system.
Human factors are regarded as the most important elements in the organization.
The theory revealed the importance of social and psychological factors in determining the worker's productivity and satisfaction.
The management aims to develop social and leadership skills along with technical skills. It must be done for the welfare of the workers and the organization.
Morale and productivity work together in an organization.
Organization Structure in Neo-Classical Theory
The neoclassical writers offered the following organizational structure:
Flat Structure: In the case of flat structure, the wide span of control in an organization helps in motivating the employees more effectively, a shorter chain of communication and it is free from hierarchical control.
Decentralization: Neo-classical theory adopted a decentralized organizational structure which is close to the flat structure due to the wider span of control. It permits autonomy and initiative at lower levels. It also encouraged people to occupy higher positions in the organization.
Informal Organizations: The neoclassical theorists emphasized the need for both formal and informal organizations. The formal organization indicates the motive of top management for interactions among the people. Informal organization is significant to promote the inadequacy of formal organization and to satisfy the social and psychological needs of people. The management uses informal organization for overcoming resistance to change on the part of workers and also for a fast communication process. Both formal and informal organizations are interdependent upon each other.
The Criticism of Neoclassical Theory
The assumptions on which neoclassical theory is formulated is sometimes not true. Thinking that there is always the possibility to find a solution that is acceptable to all is not always true. There are several conflicting interests among distinct groups that are merely structural and not physiological. This aspect is not covered in neo-classical theory. No specific organizational structure is suitable for all organizations. Various organizational formats introduced by the neoclassicists are not acceptable in all situations.
Neoclassical theory is only a modification of classical organization theory. It also suffered from similar drawbacks from which classical organization theory suffered. It lacked a unified approach to organization. This theory has been criticized by the fact it is nothing more than “ a commonplace of descriptive and empirical information as it has mainly relied on the Harthword Experiment”.
Fun Facts
Neoclassical theory is based on the assumption that makes its structure irrelevant for different organisation situations.
This theory is a modified version of the classical theory that includes behavioural sciences in business management.
Conclusion
The neoclassical theory tried to overcome the drawbacks of classical organization theory. It introduced the concept of informal organization and the human behaviour approach in the study of organizational functioning. However, the neoclassical theory is also not free from several drawbacks. Like the classical theory of organization, the neo-classical theory is also suffered from incompetency, a short-sighted approach, and lack of integration among many facts of human behaviour studied by it.
FAQs on Neo-Classical Organization Theory Explained
1. What is the neoclassical theory?
Neoclassical theory in organizational studies updates classical concepts by highlighting the importance of human relations. It suggests organizations should consider employee motivation, group dynamics, and informal structures, rather than just strict rules or hierarchy. This approach helps improve both organizational behavior and overall effectiveness.
2. What is the key difference between classical and neoclassical organizational theories?
The major difference is that classical theory focuses on structure, rules, and efficiency, while neoclassical theory emphasizes people. Neoclassical theory values human needs, informal groups, and the role of leadership in shaping organizational culture.
3. What are the four types of organizational theories?
Organizational theories usually include four main types:
- Classical theory
- Neoclassical theory
- Systems theory
- Contingency theory
4. What does neoclassical theory emphasize as key to organizational productivity?
Neoclassical theory stresses the importance of human relations for organizational productivity. It believes factors like open communication, leadership style, and employee satisfaction play a big role in improving how well an organization performs overall.
5. How does neoclassical theory improve employee motivation?
According to neoclassical theory, organizations improve employee motivation by understanding individual needs, promoting teamwork, and appreciating employee feedback. When workers feel heard and valued, they tend to contribute more to organizational development and success.
6. Why are informal groups significant in neoclassical theory?
Informal groups are significant because they influence communication, morale, and decision-making within organizations. Neoclassical theory recognizes that these groups affect organizational effectiveness even though they operate outside formal structures and official rules.
7. What is the role of leadership in neoclassical organizational theory?
In neoclassical theory, leadership focuses on building trust, supporting team members, and encouraging participation. Leaders who foster positive relationships and listen to employees help create a supportive organizational environment that benefits everyone.
8. How does neoclassical theory address organizational structure?
Neoclassical theory suggests that organizational structure should be flexible to adapt to human needs. It recommends less rigid divisions, greater communication, and informal channels to handle challenges and promote innovation in the workplace.
9. What are the main assumptions of neoclassical organization theory?
Neoclassical organization theory assumes that:
- Employees have varied needs
- Social factors influence behavior
- Informal groups shape outcomes
- Motivation and job satisfaction are critical
10. Can neoclassical theory help solve modern organizational problems?
Yes, neoclassical theory helps by focusing on employee engagement and interpersonal relationships, which can address issues like low morale, resistance to change, and communication breakdowns. Its principles encourage a healthier organizational climate that adapts to current workplace challenges.
