Bureaucracy is also characterized by offices being hierarchically structured (Krahn, Graham & Karen, 225). The line of authority is formal and rules and regulations are designed to enhance obedience and cooperation from employees. According to Weber, workers abide by the rules, and accept existing authority because they believe such authority is impartial and fair (Krahn, Graham & Karen, 226).
As it would seem easy for bureaucratic organizations to achieve productivity, most sociologists have identified weakness and criticized Weber’s bureaucratic system. They have indicated that this system is complex in structure and difficult to manage (Krahn, Graham & Karen, 225). It lacks flexibility and hence not adaptable to the changing business environment. The sociologists’ point that bureaucracy creates inefficiencies unintentionally and further associate it to the global economic crisis experienced in 2008 (Krahn, Graham & Karen, 226). Robert Merton argues that employees who adhere to rules and regulations implicate bureaucracy since the rules became end in themselves, and hence, undermining achievement of organization goals (Krahn, Graham & Karen, 226). Peter Blau agrees to this when he reveals that workers behave in accordance to their own unofficial rule, he recognizes the tension between workers, unofficial rules and official rules of the bureaucracy by stating that it leads to inefficiencies (Krahn, Graham & Karen, 226). Alvin Gouldner dismisses Weber’s model on the basis that the life of an organization cannot be predicted due to events such as promotions, dismissals, and layoff. According to Gouldner, these events are unpredictable (Krahn, Graham & Karen, 226). He further disputes bureaucratization process by arguing that it exists because of power struggle between managers and workers and not as an explanation for greater