Argyris

Studied the needs of people and the needs of organisation. He felt that classical models of organisation promoted 'immaturity' (see below). He felt that it was important to understand the needs of people and integrate them with needs of organisation. Only in this way, he said, can employees become co-operative rather than defensive or aggressive
 

Characteristics of Employee Immaturity                                                                      Maturity

Passivity ---------------------------------------------------Activity Dependence--------------------------------------------------Relative independence Behave in a few ways----------------------------------------Behave in many ways Erratic, shallow interests----------------------------------Deeper interests Short time perspective-------------------------------------Long time perspective Subordinate position-------------------------------------------Equal or superior position Lack of awareness of self---------------------------------------Awareness and self control

Advantages

• Argyris is moving here towards a 'contingency approach' i.e. remedy depends on diagnosing problems first
• He presents a spectrum rather than bipolar patterns of employees behaviour could be expected from immaturity to maturity. Certain behaviours of employees may be preferred

Disadvantages

• Still too centred around 'self -actualising man'. Viewed not to be applicable to production lines with manual workers, workers in sterile supplies, people manning phone helplines etc whose needs are perceived to be typically lower in Maslow's hierarchy of needs