Argyris studied the needs of people and the needs of
organization. He felt that classical models of organization promoted
'immaturity' (see below). He felt that it was important to understand the needs
of people and integrate them with needs of organization. Only in this way, he
said, can employees become co-operative rather than defensive or aggressive.
|
Characteristics
of employee
|
|
|
Maturity
|
Immaturity
|
|
Passivity --------------------------------------------------------------------------------------Activity
Dependence----------------------------------------------------------------Relative
independence
Behave in a
few ways------------------------------------------------------Behave in many
ways
Erratic,
shallow
interests---------------------------------------------------------Deeper
interests
Short time
perspective-----------------------------------------------------Long time
perspective
Subordinate
position---------------------------------------------------Equal or superior
position
Lack of
awareness of self--------------------------------------------Awareness and
self control
|
|
Advantages
- Argyris is moving here towards a 'contingency approach' i.e. remedy depends on diagnosing problems first
- He presents a spectrum rather than bipolar patterns of employees behavior could be expected from immaturity to maturity. Certain behaviors of employees may be preferred
Disadvantages
- Still too centered around 'self -actualizing man'. Viewed not to be applicable to production lines with manual workers, workers in sterile supplies, people manning phone help lines etc whose needs are perceived to be typically lower in Maslow's hierarchy of needs
