In a view towards the working of bureaucracy in organisations, its critics among many sarcastic words also address it as “red tape” as it hinders the getting off quick or immediate results because of the rules, regulations and complicated lengthy procedures they have to go through to get results, which at times could be achieved in much-simplified manners without the involvement of unnecessary paper and bureaucratic personnel. They thus discredit bureaucracy as being too big to run itself, in spite of its eventual successes and consider the organizations with such bureaucracies as being more important than the purposes they stand for.
Governments and all types of organizations sometimes have their bureaucracies studying and finding a way how to reduce unnecessary bureaucracies. Experiments conducted by Weber as part of the Hawthorne Studies – Relay Assembly Test Room Experiments conducted in relation to light intensity and worker efficiency found simple relationship behavior to be physiological as well as psychological and to learn more on this brought Elton Mayo to conduct Relay Assembly Test II in 1927. The test recorded workers outputs based on weather conditions, health, sleep, no supervision, suggested work conditions with varied rest periods and varied lengths of work hours during the experiments.
The results showed that output rose gradually and steadily with shortened working hours and days and the involved workers considered the experiments as “fun”. The workers had likened the idea of supervisors being absent, and the development of socially affable groups among themselves with informal leaders. Suggestions by workers in organizations often when reviewed prove that the placement of incompetent managers and supervisors prove that individuals should not be considered as emotionless set-pieces doing automated jobs but rather as individuals whose points of view mattered in the betterment of organizations. Only with the sensitivities and emotional expressions of individuals where the restriction norms were removed, individuals would band together as a more cohesive unit and better serve the interest of their organizations.
In working environments as advocated by Weber would in all probability have workers in all organizations be concerned only with the financial returns they get for their efforts and only put in their work output in quantities perceived justifiable to the returns they earn. Loyalties towards such organizations would also be minimal and based strictly on a give and take attitude. To have a say in all things concerned with the lives of individuals, and counter the dissatisfaction they face as workers within organizations to establish unions to collectively make changes and demand rights individuals believe they should have. Major numbers of experts would conclude that it is only when workers within any organization prosper, the organization they work in prospers.