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Organizations operate within structured frameworks that determine how they function, interact, and achieve goals. Over time, various models have evolved to explain organizational structures, management philosophies, employee behaviors, and systems of authority. Each model reflects different assumptions about human behavior, work processes, and organizational efficiency. Understanding these models is essential in the field of Organizational Behaviour (OB), as they guide managerial practices and influence organizational outcomes. The models of organization can broadly be classified into the following major types: 1. Autocratic Model 2. Custodial Model 3. Supportive Model 4. Collegial Model 5. System Model These five models were introduced by Keith Davis and are often considered foundational in organizational behavior. In addition, modern perspectives include the Contingency Model, Bureaucratic Model, Scientific Management Model, Human Relations Model, and Systems Theory Approach. Each model offers different insights into leadership, motivation, structure, and the dynamics of employer-employee relationships. --- ### 1. Autocratic Model The autocratic model is based on power and authority. It assumes that the manager knows best and employees must follow orders. This model is characterized by a top-down approach where decision-making rests solely with management. Assumptions and Features: * Management has formal authority over subordinates. * Employees are expected to obey instructions without questioning. * Motivation is primarily through fear and the desire to survive (i.e., economic necessity). * There is little emphasis on employee initiative or satisfaction. Behavioral Implications: * Employees are dependent on the boss. * Performance is often minimal, just enough to keep the job. * Creativity and commitment are typically low. * There is often high turnover and job dissatisfaction. Relevance: Although outdated in many modern organizations, the autocratic model is still found in military institutions and traditional manufacturing sectors, particularly where urgent or highly disciplined decisions are needed. --- ### 2. Custodial Model In response to the limitations of the autocratic model, the custodial model emerged, particularly during the 1950s and 1960s. It shifts the focus from power to economic resources and welfare. Assumptions and Features: * The organization provides economic security to employees. * Motivation is rooted in financial incentives and benefits (e.g., pensions, insurance). * The employer assumes a paternalistic role. * The aim is to create employee loyalty through job security. _________ ____ _________ ___ __________.
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