Weberian Model theory

该文章主要从韦伯模型理论的三种类型组织写，不同类型饿组织对于社会的发展形成不一样的改变，对于工作和领导的组织能力和工作效率等各方面都有一定的影响。

Under Weberian Model theory, there are three types of organizations: those based on Traditional Authority, such as Aristocratic family in ancient times, those based on Charisma Authority, like most of Religious organizations, and those based on Legal Authority, which is used in most enterprises nowadays.

This model can also be a theory of organizational change, for the organizations with Traditional Authority and Charisma Authority largely based on the traditional customs and leaders’ personal magnetism charisma. In the first function, the leaders have only one purpose: to maintenance whatever is traditional, it will inevitably cause low working efficiency, while in the second function, the leaders authority oriented from perception, not from ration, so it will not have a positive effect on a modern organization.
After the promotion of Weberian Model, the organization become more and more orderly and rational. First of all, the continuity of management working requires operating the management activities more orderly. Moreover, selecting people turns to be more depend on his or her own competence. Finally, the power of the leaders is more limited by laws or legislations than before. Consequently, it introduce a more scientific and efficient management function, and change the organizations become more and more orderly, rational and efficient.

Leadership is defined as the ability to influence a group toward the achievement of a vision or set of goals.
But not all leaders are managers, not all managers are leaders. 
Managers are provided with certain formal rights, but they are not sure that they will lead effectively. Managers need to formulate detailed plans, create efficient organizational structures, and oversee day-to-day operations.
 Leaders can emerge from within a group or by formal appointment. They need to need to challenge the status quo, create visions of the future, and inspire organizational members to want to achieve the visions.
George Patton----leader
He was a United States Army general, best known for his command of the Seventh United States Army, and later the Third United States Army, in the European Theater of World War II. At the war time, he not only focused on daily routines, he also considered the future of the US army and inspire the US army to want to achieve the victory of World War II.
Jack Dorsey----manager
He is an American web developer and businessman widely known as a co-founder and co-creator of Twitter, and as the founder and CEO of Square, a mobile payments company. His work focuses on formulating the company’s developing detailed plans, creates efficient company’s management structures, and oversees day-to-day operations.
Steve Jobs----leader
He was an American entrepreneur, marketer, and inventor, who was the co-founder, chairman, and CEO of Apple Inc. Through Apple, he is widely recognized as a charismatic pioneer of the personal computer revolution and for his influential career in the computer and consumer electronics fields, transforming “one industry after another, from computers and smartphones to music and movies.” He is not only a CEO, but also a leader who develop his own management philosophy and creates the miracle of Apple Products.
Jack Welch----leader
He is an American business executive, author and chemical engineer. He was chairman and CEO of General Electric between 1981 and 2001. During his tenure at GE, the company's value rose 4000%. At his days, GE was transferred from a manufacturing giant to service industry and commerce oriented enterprise giants and became the leader enterprise in the field. 
Mark Zuckerberg----manager
He is best known as one of five co-founders of the social networking website Facebook. As of April 2013, Zuckerberg is the chairman and chief executive of Facebook, Inc. He receives a one-dollar salary as CEO of Facebook. His work is focused on Facebook Company’s development. His working objective is only about Facebook research and development.

Innovation includes change, but change is not absolute innovation.
Change means that something is transferred from one situation to another situation. For example, a company laid off some employees in order to cut off the operating cost.
Innovation means that not only involve situation transformation, but also put something new into practice. For example, a company applies a brand new method to affect customers and provides new service to customer. 

Scientific management is a theory of management that analyzes and synthesizes workflows. Its main objective is improving economic efficiency, especially labor productivity. 
It has a big influence on the development of computerized business systems (CBS’s). Scientific management needs a series of scientific methods to select workers, train workers or perform other management activities, and the workers need to cooperate in order to work in the developed scientific format. 
With the development of knowledge economy, the burden of monitoring and control due to the principles of Scientific Management is much greater in the white-collar economy than that of the blue-collar, because moving to the white-collar line, the disciplines of manufacturing disappeared, and the human all have dimension, so it will have the potential for error and indiscipline, so we need a pervasive monitoring regime to correct humans’ errors without delay.
In order to make the management work more scientific, we introduce computerized business systems (CBS’s) to our management. Computers are more standardize and more objective than humans, CBS’s can do the job like monitoring or supervising, in order to agree to Scientific Management.

Elton Mayo was an industrial researcher and organizational theorist. He did researches including business management, industrial sociology, philosophy, and social psychology. His research in industry has a significant impact on industrial and organizational psychology and has an extraordinary influence on the development of the Human Relations School of Management.

Classic scientific management theory always centered on “the right management approach”, which ignored the factor of employees’ motivation. Elton Mayo had performed Hawthorne experiments which indicated that a new approach to employee motivation and employee care in 1960s. This Hawthorne experiments suggested that human factor is very important, which introduced humans’ motivation research and promote the development of Human Relations School of Management.

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