When employee patterns or themes are recognized, the organizational process can be studied to understand any intricacies that may have emerged and how employees should perform to fulfil each intricacy. Organizational theory (OT) is the study of an organization and the employees of the organization to identify common themes, solve existing problems, maximize efficiency and productivity, and meet the needs and expectations of stakeholders, including customers. OT can be conceptualized by studying three major subtopics: (a) individual processes, (b) group processes, and (c) organizational processes (Barzilai, n.d.). If an individual process like employee’s productivity, motivation, etc is focused, group processes involving the individual processes will work effectively, and the organizational process will be optimized. In this paper, the historic background of OT will be investigated. The three theoretical perspectives of OT including (a) modern, (b) symbolic interpretive, and (c) postmodern will be compared and a discussion of how the three perspectives are applicable in organizational management will be presented. Finally, the perspective with the most utility will be presented.Researchers have been studying organizational functioning from the turn of the 20th century. In early research, only factors such as the principles of administration, physical conditions of the work environment and principles of industrial engineering were included in organizational theoretical and behavioural studies. In 1950, human behaviour factors and the impact on organizational functioning were considered an important part of the organizational study. Human behaviour factors caused the shift in focus by researchers to group dynamics, individual attitudes and the rapport between workers and managers. In 2010, organizational theoretical perspectives are defined as the scientific study of understanding the patterns of employees, teamwork, and organizational processes, which are influenced by external and internal factors.