Employee suffer the effect of power and are not the bearers of it

Over centuries humanity have progressed to be where the world stands today through the hardship of improving and development the country using countless of manpower to achieve their specified target. Everyone played their part in order to develop their nation to greater means. The people who mainly contributed their strength, pouring their heart and soul at work are the workers or also better known as ‘employees’. The employees are the means that is required in order to drive an organization. Without them, an organization would not even be an organization as there is no one to keep it running which implies that employees should not be taken for granted. In the modern world today, question arises regarding the mistreatment of employees rendering them powerless through the methods implemented by organizations from theorists such as Karl Max and Max Weber. Organizations seem to be taking employees for granted as the employment market is very wide which makes employees to be replaceable easily if they do not meet the organization’s targets unless they have a certain skill required by the organization. For example, a master flute maker is hard to replace as they have generated that particular skill in making quality flutes through years of experience. If compared to a junior flute maker, he would more likely be the one leaving the organization. Thus, leading to the claim that “employees suffer the effects of power but are not the bearers of power”. Max Weber’s work and ideas was often misunderstood as one who is constantly opposing Marx theories in the rise of capitalism due to his incomplete writings and his unique style of work. Weber wanted to relegate sociological study to a role which was secondary to moral thinking and political activities because he believed contemporary academics were abusing their academic status. Sociology is defined as the study of social action whereby he examines the different ways people would influence one another through attribution