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In this paper, we question the diversion of the instrumental rationality spread by managerial thinking in the broad sense, based on the work of Elster. Starting with the concept of over-rationality, which is still little explored in management, we first outline its sources, and in particular the psychological mechanisms associated with its development in organizations. We then successively discuss the different forms of over-rationality and their effects in two well-known organizational configurations: the bureaucratic and the post-bureaucratic configuration. In this article, we show that while the forms are different, the mechanisms of over-rationality at work are identical, and pseudo-rationalism remains predominant. In the end, we point to the role of mistrust in the over-rational organization and argue for a rehabilitation of personal trust as a solution to overcome over-rationality.