Structural-Functional Theory - Essay Example

Merton also questioned the idea of universal functionalism, as the assumption that every social practice fulfills vital functions in ensuring the survival of a system. Merton also disputed the concept of indispensability, as the concept that every social practice is indispensable because it executes the necessary function. To draw the proper functions of an organization, Merton drew the distinction between manifest and latent functions. With the former, he meant to denote objective consequences that contribute to the adaptation of the system recognized by participants in a system.

Latent functions, in turn, mean objectives that are neither intended noir recognized correlatively. When discussing the structural causes of bureaucratic dysfunctions, Merton points out that the ideal type of bureaucratic arrangement achieves the high extent of efficiency due to the application of rules that are predetermined categories of cases that preclude the need to issue certain instructions for a given specific case. The source of bureaucratic failure is attributed to the failure to instill conformity which is inculcated through educational training and reward and punishment systems.

There is also over-conformity which may lead to goal displacement. The emphasis on being reliable and predictable may also cause institutional rigidity. Again, the ineffectiveness of bureaucracy may be caused by depersonalized relationships which in turn exacerbate conflicts between the public and bureaucrats. While Selznick, on one hand, studied the relation between co-optation and its consequences, Gouldner conducted studies of a gypsum plant in upstate New York, in order to narrow down on the consequences of close supervision and rules that are strictly reinforced.

In the study, Gouldner established that authoritarian management has negative consequences on an organization. Gouldner identifies two patterns of bureaucracy as punishment-centered and representative-centered patterns and identifies the latter as the best incentive for organization success. Conversely, Blau explored the manner in which policy changes affected interpersonal relations in an organization and defended the need for smooth transitions and proper flow of information, for consultative purposes.