vision of labour and specialization of tasks. Duties of all officials are clearly defined such that employees are organized into groups based upon their technical skills, thus covering the area of competence they are technically trained for. In lines with this, Taylor’s principles of Scientific Management theory suggests that a trained employee should be selected for the job rather than having him choose his own work and training himself as best he could (Dean, 1997).
可以通过弗雷德里克·泰勒的科学管理学派的形式方面来描述官僚组织，该学派被认为是经典管理理论的基础，并增强了提高工作场所效率和生产力的理念。首先是中央集权，它是指拥有决策权的层级。每个级别都对上面的级别负责，并控制下面的级别。层级划分了权力线，并显示了清晰的指挥链，使工作定义最“合理”、最高效。其次，存在高度发达的分工和任务专业化。明确规定了所有官员的职责，以便根据员工的技术技能将其分组，从而涵盖他们接受技术培训的能力领域。与此相一致，泰勒的科学管理理论原则建议，应该选择一名受过培训的员工来从事这项工作，而不是让他选择自己的工作并尽可能地训练自己。
Another feature that develops a bureaucratic organization is formalization, which refers to the set of written rules and formal procedures management has to abide by. Firstly, there is a strict separation between official duties of a bureaucrat and their private and emotional life. In this, management is operated on certain rules contained in files of written documents rather than personal feelings of the employees (Weber, 1921/1968). This allows a uniform execution of decisions and actions towards the lower levels through formal systems of rules and regulations, and thus it is an imperative source of
发展官僚组织的另一个特点是形式化，这是指管理层必须遵守的一套书面规则和正式程序。在这种情况下，管理是根据书面文件文件中包含的某些规则而非员工的个人感受进行的。这允许通过正式的规则和条例系统统一执行针对下级的决策和行动，因此它是
efficiency maximization. Ouchi (1977) points out that an organization’s formal system, identified as written procedures and policies, help meet organizational goals in an efficient manner and detect misconducts taking place within the organization. Moreover, all decision and actions taken by the organization are recorded in written documents. This helps regulate behavior of the employees. Although this might not seem as an essential part of a bureaucracy, yet “it is the arrangement that best fits the pure type” (Weber, 1957:335).
效率最大化。Ouchi指出，组织的正式制度，即书面程序和政策，有助于以有效的方式实现组织目标，并发现组织内部发生的不当行为。此外，组织采取的所有决定和行动都记录在书面文件中。这有助于规范员工的行为。尽管这似乎不是官僚机构的重要组成部分，但“这是最适合纯粹类型的安排”。
Starting with the mode of recruitment, another feature that develops a pure bureaucratic organization is that personnel are hired on grounds of technical competence and not on any other consideration such as political loyalty or family inheritance. The appointment of an individual is based upon their qualifications and expertise to accomplish the specialized duties effectively. When entering a bureaucratic organization, individuals are expected to make “office their sole occupation” and make a career within the organization (Weber, 1978:220). Insofar as the remuneration in a bureaucratic organization is concerned, the opportunity for promotion is based upon an elaborate system of seniority and achievement of an individual. Moreover, the bureaucrats are salaried officials and normally receive a fixed salary based more upon the status of their position rather than their productivity or performance. Clegg et al. (2008) asserts that “different positions in a hierarchy are differently paid”.
从招聘模式开始，发展一个纯粹官僚组织的另一个特点是，招聘人员是基于技术能力，而不是出于政治忠诚或家族继承等任何其他考虑。个人的任命基于其有效履行专业职责的资格和专业知识。当进入一个官僚机构时，人们期望个人将“办公室作为唯一的职业”，并在该机构内从事职业。就官僚机构的薪酬而言，晋升的机会是建立在个人资历和成就的详细制度基础上的。此外，官僚们是受薪官员，通常领取的固定工资更多地取决于他们的职位地位，而不是生产力或绩效。Clegg等人断言，“层级中的不同职位的薪酬不同”。
The characteristics discussed above illustrate Weber’s ‘ideal type’ of rational and efficient bureaucracy. Many of these features that now seem common and obvious to us did not always exist, and can therefore be characterized as Weber’s invention. Furthermore, as suggested in Weber’s definition and by Scientific Management theory, these features exist as a set of formal entities such that they are predefined by the management and are “deliberately and consciously created to achieve specified goals (Dwyer, 2005:1234).
上述特征说明了韦伯的“理想型”理性和高效的官僚作风。我们现在看来很常见、很明显的许多特征并不总是存在，因此可以被视为韦伯的发明。此外，正如韦伯的定义和科学管理理论所建议的那样，这些特征作为一组正式实体存在，因
