Classics Of Org Theory Chpt 4-5

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Chapter 5: Organizational Economics Theory Organizational economists use concepts and tools from the field of economics to study the internal process and structures of the firm. They ask questions such as “why do organizations exists?” “ What determines the size, scope, and structure of a firm?” “ why are some workers paid hourly rates while others receive salaries?” and “what factors determine organizational survival and growth?” Most of the serious developments in this field occurred in the second half of the 20 th century, including the introduction of important ideas associated with, for example, agency theory, behavioral theory, incomplete contract theory of teams, transaction cost economics, and game theory. Major Contributions of Organizational Economics Theory Major contributions of the Organizational Economics were: Markets and Hierarchies: Understanding the Employment Relation – Oliver E. Williamson(1975), Theory of Firm: Managerial Behavior, Agency Costs and Ownership Structure, Michael C. Jensen & William H. Meckling (1976), Learning from Organizational Economics – Jay B. Barney & William G. Ouchi (1986), Managing Business Transactions – Paul H. Rubin (1990) “Understanding the Employment Relation” from Williamson’s book, Markets and Hierarchies, assesses organizational decisions to produce goods and services internally versus externally by analyzing the applicability of various types of economic contracts and market models to employment relations. Agency theory defines managers and other employees as “agents” of owners (“principals”) who out of necessity must delegate some authority to agents. Price Theory has been concerned with how to structure organizations for the free interplay of markets among agents and principals. The Theory of Property Rights adresses the allocation of costs and rewards among the participants in an organization

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