Organizational Values Identified By Herbert Kettle

According to Kettle (2018), most of organizational problems have their roots in politics. Chapter 6 outlines the various governmental organizational problems with a specific emphasis on the three basic organizational values identified by Herbert Kaufman:
- Neutral competence: minimizing political intervention in issues that concerns the technical parts of administration,
- executive leadership: calling for elected executive and hierarchical structure,
- Representativeness: responding to legislative interests and clienteles
Kettle was believed that U.S. government has intertwined to these values. We need to reform, because bureaucracy does not work to our expectations. Therefore, we search for an effective organization. I agree with Kettle’s
Conflict is unavoidable whenever two or more people interact like organization. It occurs between two individuals and groups. In the kettle’s book there are kind of conflicts which are potential problems for organization. The solution is to ask the boss to work out a solution. In my opinion, it is not a good solution and strategy because it overburdens higher level officials. And given to democracy and modern management, employees and subordinates should involve in seeking for solutions and decision making. Because in one hand, it leads to improving employee’s job satisfaction, responsibility, motivation, efficiency, and so on. On the other hand, it provides a ground for training to prepare subordinates for job promotions. I think dealing with conflict in an organization is significant for a manger. It is important to remember to address the issue and problem not the staffs.
Sometimes conflict occurs because of the ambiguous in the role responsibilities of the staff. It means that assigned duties and responsibilities to employees are blurred and unclear. It leads to conflict between coworkers, or staffs with boss. The solution for this type of conflict is clarifying role and duties. For example, company should have written and accurate job description which has been announced to the staffs. Human resource department must define duties, purpose, responsibilities, scope, and working conditions of a job
Therefore, executives resort to a variety of methods to manage and moderate conflict among agencies. Coordination has two dimensions which are horizontal and vertical. Horizontal coordination seeks to draw related agencies together in a common purpose. In my point of view, a horizontal organization has a less-defined chain of command. Employees across lines have similar input into how the organization is run. Instead of each person having clearly defined duties, employees may work in teams, with everyone on the team having input. In fact, team work is accepted form of organization to achieve its goal and purpose. It often produces far greater results than individual work. Therefor, it is necessary to improve working in a team towards a common goal. Employees may perform many different functions and should report to numerous supervisors, rather than a single boss. It leads to experience with various management styles, skills, and knowledge of numerous different people. However, it depends on the willingness of organizations to come to agreement with one