3 Approaches of Organizing in Management [+Pros/Cons]

Approaches to Organizing

Organizing is an important function of management. There are three main approaches to organizing classical, behavioral, and contingency. Let’s explore them:

Classical Approach

The Classical Approach to organizing is like following old rules that everyone agrees on. It’s all about making work efficient and organized. This way of thinking has been shared by smart people like Taylor, Fayol, and Weber.

Taylor was all about scientific ways to manage work and workers. He wanted to find the best ways to get work done fast and smart. Fayol, on the other hand, talked about management as its own thing. He split work into parts like planning and controlling. Weber, well, he liked the idea of a structured system with rules and clear levels.

These smart contributors brought in ideas that shaped how we work today. They gave us methods to make work faster, split jobs well, and organize things in a way that everyone knows what to do. But sometimes, these old rules might not fit the new ways businesses work today. Still, their ideas gave a strong base for organizing that we still use and build on today.


  • Clarity and Structure: Provides a clear structure and set of principles for organizing, making it easy to understand and implement.
  • Efficiency Focus: Emphasizes efficiency and productivity through specialization and standardized procedures.
  • Universal Applicability: Offers principles that can be universally applied across various industries and organizations.


  • Rigidity: Can be too rigid and inflexible for modern dynamic environments, lacking adaptability.
  • Ignoring Human Element: Focuses primarily on tasks and structures, overlooking the human aspects of management.
  • Limited Innovation: May restrict innovation and creativity by adhering strictly to predefined methods and processes.

Read More: 10 Importance of Organizing

Behavioral Approach

The Behavioral Approach to organizing is like focusing on how people feel and behave at work. It’s about understanding people at work more than just the tasks they do. Big thinkers like Maslow, McGregor, and Herzberg shaped this idea.

Maslow talked about our needs, saying we all have different needs and they change as we go. McGregor had two ideas about how managers see workers: some think people don’t like work, and others believe people enjoy it. Herzberg, well, said different things make us happy or unhappy at work.

These smart minds helped us understand people at work better. They showed us that needs drive us, and how managers see us can affect how we work.

Their ideas helped create better work environments, where folks feel happy and do their best. But sometimes, focusing only on how people feel might not fit every situation. Still, their ideas showed us that considering feelings at work is a big deal!


  • Human-Centric: Recognizes the importance of human behavior, motivations, and social interactions within an organization.
  • Improved Workplace Environment: Encourages better relationships, job satisfaction, and employee morale.
  • Innovation Encouragement: Emphasizes employee involvement, leading to innovative ideas and problem-solving.


  • Subjectivity: Behavioral elements can be subjective and challenging to measure or predict in an organization.
  • Complexity: Understanding and managing human behavior can be complex and challenging for managers.
  • Potential for Conflict: Encouraging autonomy and group dynamics might lead to conflicts or clashes of ideas within teams.

Read More: Characteristics of Organizing

Contingency Approach

The Contingency Approach in organizing is like saying, “Hey, every situation needs its own solution!” It’s about matching the right plan with the right place. This idea came up because one size doesn’t fit all in organizations.

See, the Contingency Approach tells us that what works in one place might not work in another. Factors like the size of a company, how things are done, how unsure the environment is, and how different people are, can change what’s best.

This approach came in to save the day when people realized that one rule doesn’t work everywhere. It’s like wearing different shoes for different activities. This thinking made managers see that being flexible and adapting plans to different situations is super important.

Contingency Approach’s big idea is about matching the best way to organize with what fits each unique situation. It’s all about being adaptable and finding the best solution for every place and moment!


  • Adaptability: Allows for adaptability to different situations, enabling customized solutions.
  • Consideration of Context: Takes into account various factors like size, technology, and environment.
  • Flexibility: Provides a framework that’s flexible and can adjust according to specific circumstances.


  • Complexity: Considering multiple variables can make decision-making complex and time-consuming.
  • No Universal Solution: Lack of a one-size-fits-all solution might lead to uncertainty or difficulty in decision-making.
  • Challenge in Implementation: Requires careful analysis and understanding of each unique situation, which might be challenging for some managers.

Read Next: Techniques For Group Decision Making

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