The teaching of Sociology of organizations will make students acquire the basic concepts of the theoretical framework of organizational sociology and examine the interconnections with other disciplines, which have, as their object of study, work and organizations, through the analysis of organizational theories and empirical study of new organizational models operating in innovative companies and public administrations
Knowledge and understanding:
- to provide knowledge of historical, theoretical and methodological models for the transition from Taylor-Fordist type of organizational and bureaucratic approach “cognitive”, and the analysis of the interconnections of a cultural and management relating to the affirmation of the company network and the Total Quality Management.
Applying knowledge and understanding:
- to develop skills and expertise in the analysis of the processes of evolution of organizational models, on the development of organizational learning, in view of intertwining of individual and collective dynamics in the functioning of organizations and the necessary integration between the strategic variables: people, processes, technologies and facilities.
Making judgements:
- to promote critical analysis of the evolution of organizational models in public administration, on the transformation of the bureaucratic model and the success of the telocratic model of new public management, based on analysis of business case studies and testimonials.
Communication skills:
- can communicate about their understanding, skills and activities, concerning the course contents, with peers, supervisors and clients.
Learning skills:
- have the learning skills to undertake further studies related to the analysis of the various organizational models, with particular attention to the structural and cultural dimensions, to the coordination mechanisms, to the redesign of innovative organizational models, with a high degree of autonomy.
Knowledge and understanding:
- to provide knowledge of historical, theoretical and methodological models for the transition from Taylor-Fordist type of organizational and bureaucratic approach “cognitive”, and the analysis of the interconnections of a cultural and management relating to the affirmation of the company network and the Total Quality Management.
Applying knowledge and understanding:
- to develop skills and expertise in the analysis of the processes of evolution of organizational models, on the development of organizational learning, in view of intertwining of individual and collective dynamics in the functioning of organizations and the necessary integration between the strategic variables: people, processes, technologies and facilities.
Making judgements:
- to promote critical analysis of the evolution of organizational models in public administration, on the transformation of the bureaucratic model and the success of the telocratic model of new public management, based on analysis of business case studies and testimonials.
Communication skills:
- can communicate about their understanding, skills and activities, concerning the course contents, with peers, supervisors and clients.
Learning skills:
- have the learning skills to undertake further studies related to the analysis of the various organizational models, with particular attention to the structural and cultural dimensions, to the coordination mechanisms, to the redesign of innovative organizational models, with a high degree of autonomy.
teacher profile teaching materials
1. Foundations of the sociology of organizations
This unit introduces the sociology of organizations as a field of study, its object of analysis and its main theoretical perspectives:
- organizations as social constructs;
- the relationship between organization, work and society;
- the distinction between the sociological and the managerial approach;
- the main conceptual tools for organizational analysis.
2. The evolution of organizational theories
This unit reconstructs the historical development of the main organizational theories and their interpretive paradigms:
- the classical school of organization: Taylor and the principles of Scientific Management; Fordism; the main critiques of Taylorism-Fordism; neo-Taylorism;
- the Human Relations school: Mayo and the Hawthorne experiments, the organization as a living organism (Gouldner);
- complex organizations: Barnard and organizations as cooperative systems, the distinction between the formal and informal sphere;
- the behavioral and motivational school: Maslow and the hierarchy of needs, Herzberg and hygiene/motivational factors, Argyris and double-loop learning, Drucker and Management by Objectives, the knowledge worker and the enterprise as a social institution;
- socio-technical models and contingency theories: Miller and Rice, Woodward, Emery, Trist, Burns and Stalker, Thompson and Simon, Mintzberg and organizational configurations;
- the cognitive and decision-making approach: Simon, organizations as artifacts and bounded rationality;
- contemporary paradigms: transaction cost theory (Coase, Williamson), organizational networks (Powell, Granovetter, Castells) and the shift from the hierarchical enterprise to the network enterprise; the cognitive-cultural approach with Weick (sensemaking) and Schein (organizational culture); Senge's learning organization and the five disciplines.
3. Classical organizational models
This unit analyzes the historical development of classical organizational models:
- the Taylorist-Fordist model and scientific management;
- the bureaucratic model and administrative rationality;
- forms of hierarchical coordination and formal structures;
- strengths and limitations of classical organizational models.
4. From bureaucracy to post-bureaucratic models
This unit addresses the processes of transformation of contemporary organizational models:
- post-bureaucratic models;
- network organizations and flexible structures;
- Total Quality Management and customer centrality;
- process-based organization;
- the transformation of public administration: from the Weberian bureaucratic model to New Public Management and New Public Service;
- public governance and teleocratic approaches in innovative administrations;
- the cultural and managerial transformations of contemporary organizations.
5. Organizational change and learning processes
This unit examines organizational change as a complex, multidimensional process:
- organizational learning and knowledge creation;
- the interaction between individual and collective learning;
- the integration of people, processes, technologies and structures;
- innovation and adaptation in complex organizations.
6. Organizational analysis and development
This unit examines theoretical and empirical tools for organizational analysis and the promotion of organizational development processes:
- conceptual tools for organizational analysis and development;
- leadership and the development of professional groups;
- endo-organizational, inter-organizational and industrial-relations negotiation processes;
- governance and human resource management in innovative organizations;
- the ethical, symbolic and value-related dimension of organizational redesign processes.
7. The Olivetti model as a case study
This unit is devoted to the analysis of the Olivetti model as an example of an innovative, socially integrated organization:
- organizational culture and corporate identity;
- innovation and industrial organization models;
- the relationship between enterprise, territory and community;
- the social and cultural dimensions of production systems;
- the Olivetti model as a paradigm of innovative organization;
- contemporary reinterpretations and the ongoing relevance of the model.
Integrated perspective of the course
Across the different units, the course develops an analytical perspective centered on:
- the interaction between organizational structures and social contexts;
- the role of culture, power and knowledge in organizations;
- the comparison between different organizational models;
- the critical analysis of organizational change processes in businesses and public administrations.
LA ROSA M. (a cura di), Il "modello" Olivetti: passato, presente, e futuro?, FrancoAngeli, Milano, 2022.
Programme
The course is organized into thematically interconnected units, aimed at integrating the theoretical foundations of the sociology of organizations with the empirical analysis of contemporary organizational processes.1. Foundations of the sociology of organizations
This unit introduces the sociology of organizations as a field of study, its object of analysis and its main theoretical perspectives:
- organizations as social constructs;
- the relationship between organization, work and society;
- the distinction between the sociological and the managerial approach;
- the main conceptual tools for organizational analysis.
2. The evolution of organizational theories
This unit reconstructs the historical development of the main organizational theories and their interpretive paradigms:
- the classical school of organization: Taylor and the principles of Scientific Management; Fordism; the main critiques of Taylorism-Fordism; neo-Taylorism;
- the Human Relations school: Mayo and the Hawthorne experiments, the organization as a living organism (Gouldner);
- complex organizations: Barnard and organizations as cooperative systems, the distinction between the formal and informal sphere;
- the behavioral and motivational school: Maslow and the hierarchy of needs, Herzberg and hygiene/motivational factors, Argyris and double-loop learning, Drucker and Management by Objectives, the knowledge worker and the enterprise as a social institution;
- socio-technical models and contingency theories: Miller and Rice, Woodward, Emery, Trist, Burns and Stalker, Thompson and Simon, Mintzberg and organizational configurations;
- the cognitive and decision-making approach: Simon, organizations as artifacts and bounded rationality;
- contemporary paradigms: transaction cost theory (Coase, Williamson), organizational networks (Powell, Granovetter, Castells) and the shift from the hierarchical enterprise to the network enterprise; the cognitive-cultural approach with Weick (sensemaking) and Schein (organizational culture); Senge's learning organization and the five disciplines.
3. Classical organizational models
This unit analyzes the historical development of classical organizational models:
- the Taylorist-Fordist model and scientific management;
- the bureaucratic model and administrative rationality;
- forms of hierarchical coordination and formal structures;
- strengths and limitations of classical organizational models.
4. From bureaucracy to post-bureaucratic models
This unit addresses the processes of transformation of contemporary organizational models:
- post-bureaucratic models;
- network organizations and flexible structures;
- Total Quality Management and customer centrality;
- process-based organization;
- the transformation of public administration: from the Weberian bureaucratic model to New Public Management and New Public Service;
- public governance and teleocratic approaches in innovative administrations;
- the cultural and managerial transformations of contemporary organizations.
5. Organizational change and learning processes
This unit examines organizational change as a complex, multidimensional process:
- organizational learning and knowledge creation;
- the interaction between individual and collective learning;
- the integration of people, processes, technologies and structures;
- innovation and adaptation in complex organizations.
6. Organizational analysis and development
This unit examines theoretical and empirical tools for organizational analysis and the promotion of organizational development processes:
- conceptual tools for organizational analysis and development;
- leadership and the development of professional groups;
- endo-organizational, inter-organizational and industrial-relations negotiation processes;
- governance and human resource management in innovative organizations;
- the ethical, symbolic and value-related dimension of organizational redesign processes.
7. The Olivetti model as a case study
This unit is devoted to the analysis of the Olivetti model as an example of an innovative, socially integrated organization:
- organizational culture and corporate identity;
- innovation and industrial organization models;
- the relationship between enterprise, territory and community;
- the social and cultural dimensions of production systems;
- the Olivetti model as a paradigm of innovative organization;
- contemporary reinterpretations and the ongoing relevance of the model.
Integrated perspective of the course
Across the different units, the course develops an analytical perspective centered on:
- the interaction between organizational structures and social contexts;
- the role of culture, power and knowledge in organizations;
- the comparison between different organizational models;
- the critical analysis of organizational change processes in businesses and public administrations.
Core Documentation
COCOZZA A., Organizzazioni. Culture, modelli, governance, FrancoAngeli, Milano, 2014.LA ROSA M. (a cura di), Il "modello" Olivetti: passato, presente, e futuro?, FrancoAngeli, Milano, 2022.
Reference Bibliography
Bonazzi, G. (2006). Come studiare le organizzazioni. Bologna: Il Mulino. Bonazzi, G. (2007). Storia del pensiero organizzativo. Vol 1. La questione industriale. Milano: FrancoAngeli. Ed. or. 2002. Bonazzi, G. (2007). Storia del pensiero organizzativo. Vol 2. La questione burocratica. Milano: FrancoAngeli. Ed. or. 2001. Bonazzi, G. (2008). Storia del pensiero organizzativo. Vol 3. La questione organizzativa. Milano: FrancoAngeli. Ed. or. 2002. Butera, F. (2009). Il cambiamento organizzativo. Analisi e progettazione. Bari: Laterza. Butera, F. (2016). La nascita della sociologia dell’organizzazione alla Olivetti: le Scienze dell’Organizzazione in Italia e il loro futuro. Studi Organizzativi, 2, pp. 10-42. Butera F. (2020). Organizzazione e società. Innovare le organizzazioni dell'Italia che vogliamo. Venezia: Marsilio.Attendance
The course is delivered online. Teaching activities take place on the platform https://sdeonline.uniroma3.it/. In-person classes are held during the second semester.Type of evaluation
Learning is assessed through a final written examination, consisting of a multiple-choice questionnaire and an open-ended question, aimed at verifying students' mastery of the theoretical content, their ability to analyze organizational models, and their competence in critically interpreting the transformation processes of contemporary organizations. The multiple-choice questionnaire tests knowledge of the main organizational theories and their historical evolution, understanding of the different theoretical paradigms addressed in the course, and command of disciplinary language. The open-ended question requires students to: - analyze classical and contemporary organizational models and interpret processes of organizational change and learning; - apply theoretical categories to the analysis of organizational cases, with particular reference to the Olivetti model, highlighting the connections between theoretical approaches, models and empirical cases; - develop coherent, critical and autonomous arguments, with clarity of exposition and accuracy of language. The assessment will take into account the level of knowledge of the content (multiple-choice questionnaire) and the ability to critically analyze, connect theory with empirical cases, and argue independently (open-ended question).