Management is inclusive of the different activities wherein the individuals utilize the same to plan, organize along with controlling the various operations in the entire business. The various factors are inclusive of materials, coordination, marketing along with leadership that assists the industry to attain the objectives positively (Weike, Cameron, & Cameron, 2015).
The theories on the management are being utilized which helps in increasing the productivity of the business along with quality in product and service. The team of management in organizations do not prefer to utilise the single theory of administration; however, the group prefers using the mixture of the opinions which will be suitable for the organization as this will help in increases the capability of the organization to maximise the profits. There are different divisions which are inclusive of traditional management, behavioural management along with contemporary management theories (Hawthorne, Management Theories & Concepts at the Workplace, 2018).
Classical Management
Nadrifar et al. (2016), have commented that the primary motive of the particular theory is to control and analyse the behaviour of the different companies and the approach do not focus on the various concerns to the needs of the employees or job satisfaction. The particular approach mainly focused on analysing that the leadership is the centralized aspect along with decision making skills of the higher-level management authorities which will maximize the profit of the organization. In this particular aspect, there are little theories such as administrative, bureaucratic along with scientific methods. From the respective table, the proper identification of the strengths along with weaknesses is being discussed from Nadrifar and the colleagues (Nadrifar, Bandani, & Shahryar, 2016).
|
Strengths |
Weaknesses |
|
The particular theory is hierarchical wherein there are different levels of commands. The top management officials take care of the different goals, develop the different policies along with supervising the activities effectively The different complex kinds of projects are made simpler by breaking them into simple ones who will be easier for the employees to perform them effectively The top officials are responsible for creating the centralised decisions and deliver it to the lower level management officials. This helps the different employees in following the different policies effectively There are various monetary incentives which will be effectively motivating the individuals, and the employees perform more efficiently to receive the rewards The classical theory mainly focuses on the autocratic kind of leadership in which the decisions are being made more efficiently, and this is suitable for the businesses which are small The theory will help in maximising the profit as the main focus on the efficiency and benefits provided from the work |
The three types of command which are being analysed are not sufficient in the broad kind of business The social necessities and job satisfaction are not taken into consideration The employees working in the organization are being controlled by the top management strictly which will beneficial for the company. However, this decreases the morale of the employees The entire system is complex, and this does not give proper information The theory does not encourage the creative type of ideas of the employees at the different decisions are being taken from the higher-level managers The employees are exploited, and they are forced to work as per the rules and regulations provided by the top officials |
Table 1: Strengths and Weaknesses of Classical Management Theory
(Source: Nadrifar, Bandani, & Shahryar, 2016)
From the table, this can be analysed that the significant contribution of the traditional management aspect is that this notices that all the different processes which are being used in the organization are being defined clearly along with the division of the labour. It was being founded by Adam Smith who was the Scottish economist that in factories the division of the work is being utilized in which the workers are being provided with few tasks, and the main concentration is on those tasks which increased the overall productivity of the organization positively. To manage the entire process in the business, this is efficient that the leaders are required to have strong skills of communication which will be helpful for making the right decisions for the company in a proper manner (Nadrifar, Bandani, & Shahryar, 2016).
This is the theory of the management which was formed in the year 1920s wherein the principal purpose of the business was benefits and productivity. The professor Elton Mayo tried in developing the Hawthorne studies which helped in proving that the human beings are not machines which will assist in making the profit for the business and they are essential for the overall productivity of the company as well. The theory focused that the employees want to be part of the success of the firm, and when the higher-level officials will be focusing their attention towards the increase of morale of employees, this will be beneficial for the improvement in the quality of the job and the contribution of the employees towards the organization as well (?nday, 2016). Furthermore, Maslow and McGregor tried in developing support ideas which will be based on five needs and ensuring that the different needs of the employees are being met in a proper manner which will be responsible for the success of the business.
On the other hand, despite the different efficiencies, there are various strengths and weaknesses of the model which are being defined as follows:
|
Strengths |
Weaknesses |
|
The respective theory assists in increasing the appreciation of the employees in the entire business in an effective manner The individual method helps in enhancing the overall relationship between the different employees and employer (Perry, Human Relations Management Theory Basics, 2017) The employees are being provided with the freedom which will help them in showing their creativity The various objectives along with high production can be achieved with the help of human relation |
The respective theory helps in overemphasizing the needs of human beings, tasks along with the responsibility This is difficult for managers to learn the various characteristics of the employees in an effective manner (Sharma) |
Table 2: Strengths and Weaknesses of Behavioural Management Aspect
(Source: Sharma)
From the particular aspect, this can be learnt that this helps in encouraging the different employees in the organization to showcase their creativity along with their contribution towards the business which will prove to be beneficial for the overall success of the firm in a positive manner. Human relations are the principal aspects of the administration and not the benefits and productivity. The workers in the organization work as they feel they will be rewarded for their performance in comparison to the others.
The particular theory was developed after the 1950s wherein this is the combination of the other two methods. As per this aspect, the business mainly focuses on the workers along with the organization that will assist the management to view all the different aspects of the organization. The three kinds in the particular approach which are a contingency, quantitative and systems (Management learning center, 2012).
There was a massive argument between Frederick Taylor and Dr Yasin Olum in which the main concern was related to the practices of the management which are considered to be practical for the business. To maximise the productivity of the company, the managers and leaders of the organization need to apply the modern theory which will be focusing mainly on the workers and the organization in an equal manner (Management learning center, 2012). The table will show the different weaknesses and strengths of the respective approach in the appropriate way:
|
Strengths |
Weaknesses |
|
The separate method is beneficial for the participation of the workers as this will increase the influence in the process of Decision making The business will help in becoming productive which will provide training to employees, and this will improve their work performance (Robert, 2017) There will be an increase in the cooperation among the different employees The excellent environment of working is the primary approach which is being taken into consideration to become more appropriate |
The cost of training is vast and the time is consuming for the business This is hard for the management team to identify whether the employees are happy with the tasks which are being performed by them |
Table 3: Strengths and Weaknesses of Modern Management Approach
(Source: Robert, 2017)
From the table, this can be analysed that the significant contribution of the aspect is helping to control the business from both the perspectives of the organization and the workers. This will allow the company to become more productive and this will assist in analysing the contribution of the workers for gaining efficiency as well.
The structure of the organization plays a significant role in maintaining the hierarchy of organizational authority. Handy (1985), has commented that with the help of the structure, this helps in breaking down the allocated kind of tasks in specific types of functions wherein this can be analysed that structure of the organization was the skeleton of the business which will be the combination of the nerves and flesh. This kind of claim is similar to the construction of organization and combination of the various types of departments as well. The leading five principles of the organizational structure include specialization, centralisation, formalization, configuration and departmentalisation.
The concept of specialization helps in analysing to makes the jobs simpler by dividing it to the workers who are efficient in such department. On the other hand, the departmentalisation is wherein the organization can help in grouping the tasks together which will gain the market share effectively, and this will be beneficial for the future career of the employees as well (Elkin, Jackson, & Inkson, Organisational structure, 2008).
The centralisation is helpful for analysing the hierarchy wherein the decisions are being made, and the information is being prepared effectively. The formalization needs the requirement of the business along with employees to follow the different processes. Lastly, the aspect which helps in defining the shape of the organization is known as configuration. The functional kind of structure is the common style of business wherein the different functions are being divided into smaller departments such as marketing, accounting or the human resources (Elkin, Jackson, & Inkson, Organisational structure, 2008).
Each of the departments will be having separate managers who have specialised skills and knowledge in different departments. The particular aspect is helpful for providing training to the staffs and increase in the profit which will enhance the operations and management which will be improving the performance of employees. The other structure of the organization is matrix wherein the structure of the organization is treated as the matrix which is the functional structure (Kalpana). The respective structure will improve the communication and responsiveness in business, in which the information will flow smoothly, and this will enhance the decision-making skills as well (Elkin, Jackson, & Inkson, 2008b).
The respective table below will be assisting in analysing the organizational structures which are based on the five major principles such as:
|
Particulars |
Specialisation |
Departmentalisation |
Centralisation |
Formalisation |
Configuration |
|
Functional structure |
The specialty is vast as the different tasks are being allocated to the respective departments which are specialized in performing the same |
The departmentalization is high as the teams are being made from significant functions of the groups |
The centralization is high as one boss is making the decision |
The formalization is high as the top officials deliver the different kinds of regulations which are required to be mandatorily followed by the lower level employees |
The configuration is high as the decision-making is being done by top management officials and this is being supported by lower level management. The span of control is narrow as there is no such presence of the middle-level manager s |
|
Matrix structure |
The specialization is high as the tasks are being divided into smaller parts which are suitable for the different departments |
The departmentalization is high as the various groups are being shared with the help of the specific kind of functions |
The centralization is moderate wherein the structure which is being applied by the two-boss system |
The formalization is high as the different employees follow the various rules and regulations of the company |
The configuration is vast as the chain of command is high in which the staffs have to report to two or more managers, and the span of control is wide which will be beneficial for the managers of all departments |
Table 4: Organizational Structures
(Source: Giang, 2013)
The energy in different organizations arrives from the various forces such as position, right and authority to provide regulations along with experiences. Therefore, this is the duty of the different leaders to analyse the different types and meet the demands. In the year 1959, Bertram Raven and John R.P. French tried in dividing the power into formal and informal segments. The legal authority is inclusive of legitimate, coercive and the rewards, on the contrary, the informal power is inclusive of information power, reference and expert. Both the different skills have the own kind of purpose along with separate effort on the organizational structure of the organization as well (French & Raven, 1959, as cited in Expert programme, n.d).
The legitimate kind of power helps in analysing the high position in the organization in the style of the hierarchy in which the individuals can set the different regulations along with processes of the company. The employees who are from high position will have more energy and, in such cases, this can be analysed that when the leader of the organization loses their control, the power of the employees will be lost as well. For instance- The President and CEO of the organizations have the potential to deliver the different regulations and analysing the right decisions effectively (Merchant, 2018).
Furthermore, the coercive power arises from the overall ability of the other individual in such a manner which will influence through punishment. To avoid the penalty from the different bosses, the employees might require to work overtime which will be beneficial for the completion of the tasks (Merchant, 2018). The coercive power helps in controlling the behaviour of the employees which will be helpful for maintaining the different procedures of the company.
The reward power is the entire ability of the individuals who will be allocating the different kinds of incentives for the various employees in the whole business. The rewards in the organization will be helpful in appraisal and the appreciations which will be provided to the employees effectively (Giang, 2013). Nicole Lipkin has indicated this in the interview at Business Insider that when the employees are provided with proper incentives, this will be beneficial for the power to take a new level entirely. For example, The CEO or the director of the company has the overall power to reward the employees in such a manner which will be beneficial for the overall success of the firm in a positive way (Wroblewsk, 2018).
The power of the expert is defined as the power which is gained from the experienced individuals working in the organization. In this aspect, the different skills along with knowledge of the individuals are given with proper power which will be beneficial for completion of the tasks (Elkin, Jackson, & Inkson, Organisational structure, 2008a). However, the different decisions along with ideas of the employees are being appreciated, and this will be beneficial for the overall career development as well. For example- The CEO of the organization will be receiving respect from the juniors in the market which will be beneficial, and this requires knowledge and experience as well (Wroblewsk, 2018).
The power of referent is defined as the interpersonal kinds of skills in the business wherein the individuals in the organization possess the referent power which will be helpful for them in gaining respect from the other juniors working in the organization. This kind of power is being formed by charisma, admiration and trust from the different employees (Davoren, 2018).
The power of information is the new base of power wherein Raven tried in adding more six years of the publishing the different sources of power. The base of power will be helpful in addressing the people in analysing the happening which is taking place, and there is proper power to investigate the limits of the other individuals (Zwilling, 2013).
The organization structure plays a significant role in the overall hierarchy style which is involved in the business. There are different kinds of organizational structure namely division, functional, matrix, team, learning and boundary-less aspects (Houlihan & Harvey, 2018). The division along with the functional structure of the organizations are significant aspects wherein this helps in representing the overall authority of the classical management theory along with top-level management. The other designs mainly focus on the modern perspectives of the management; on the other hand, the business focuses mostly on the preferences of the employees positively.
Moreover, this has been noticed that the powers have a significant impact on the structure of the organizations. The formal type of energy depends on the position of the employees such as the role of the jobs, functions and the cooperate structure. The formal power is excellent to achieve the goals and objectives of the business which will be beneficial for the overall success of the firm. On the other hand, the informal power is the overall ability of the individuals who have the power to influence others with the skills along with information (Yager, 2012, as cited in Zwilling, 2013). The respective power is relating to the networking along with interrelationships, and this is seen that the managers can mix both formal and informal power which will be beneficial for the overall efficiency of the firms in a positive manner.
Delegation
The delegation plays a vital role in the success of the business that is inclusive of the controls, and this helps in empowering the person to act on behalf of the managers which will be beneficial for the overall success of the firm. There has been the claiming that more than 30% of the different managers try in analysing that there are ones who are good in delegating the different kinds of tasks and delegation is not an easy task as this is the entire responsibility of the manager to analyse whether the jobs are being done appropriately. To create useful kind of delegation, Jan Yanger has tried in commenting that there are only a few steps which are required to be followed which will be interesting which are mentioned in the book that is “Work Less and do more”. In this particular aspect, the individuals need to choose the different tasks which are required to be delegated which are not being able to perform by them, and they do not find the same interesting as well (Zwilling, 2013). For instance- There are different small businesses in which this can be seen that they can delegate the accounting related jobs to the external sources which are famous for positively handling such activities.
Furthermore, the choosing of the right and appropriate person for delegating the tasks is essential by observing the different skills and character to analyse that the person can perform the functions in a much more efficient manner (Kline, 2018). The organization requires to trust the individuals and provide them with proper restrictions for the tasks which are delegated to the different employees. Moreover, the various leaders need to trust the individuals to whom the functions are provided to transfer, and the process is required to be checked (Kline, 2018).
|
Traditional perspective This helps in representing the authority of the systems of the hierarchy (Andriotis, 2018) The top-level management has the power to delegate the different kinds of tasks for the lower level management The staffs in the organization need to work without any support or the guidance (Hinesman) |
Current perspective The manager tries to provide proper along with clear instructions wherein the workers need to follow and accomplish the different tasks in an effective manner There is a huge connection between the employer and employees as this will help them in making sure that the staffs are on the right kind of track (Hinesman) |
Table 5: Current and Traditional Perspectives
Source: (Caramel, Techniques and Tools to Help You Make Business Decisions, 2017)
The participation is defined as the overall involvement of the employees which helps in encouraging the employees to attend the different objectives of the organization appropriately. This helps in providing the various opportunities which will be beneficial for analysing and attaining the different goals of the individuals working in the organization in an accurate manner (Caramela, Techniques and Tools to Help You Make Business Decisions, 2017). All the employees working in the organization will be valued for the decision-making skills which will increase the overall productivity of the organization positively.
|
Traditional perspective There is no such participation of the lower level employees working in the organization The employees work separately in specialized kind of region (Swartz) The leaders do not share any information with the lower level employees |
Current perspective There is enormous communication along with interaction between the different individuals There is the increase in the teamwork as this helps in making the staffs feel valuable (?nday, 2016) |
Table 6: Current and Traditional Perspective of Participation
(Source: Root, In what four ways do organizations benefit from team decision making)
This is the other crucial aspect in which the success of the business as the decisions play a significant role in the achievement of the different business activities. When the leaders take the different wrong choices, the entire business of the organization can be affected negatively. From the above, this can be analysed that leaders need to explain the decision which is helpful for successful business activities and this will be helpful in gaining a competitive advantage in the entire market as well. To increase the overall efficiency, the leaders need to follow the different steps which will help in determining the problem, engage the overall intuition and list of the opinions which will assist in effectively creating best actions.
|
Traditional perspective In this perspective, the top-level management makes the decisions and there is no such involvement of the lower level employees (Root, In what four ways do organizations benefit from team decision making) The steps included in the process of decision-making is inclusive of different steps which can affect the overall efficiency of the firm (Akrani, 2011a) |
Current perspective The process of the decision is quick in nature, and this encourages the creativity of the employees The final decision is being made with the help of the different employees working in the organization which will be beneficial for the maintenance of the quality (Mooney & Riley, 1939, as cited in Shinde, 2018) |
Table 7: Current and Traditional Perspective of Decision-Making
(Source: Akrani, 2011a)
Ferguson, (2004) has commented and opined that coordination is the overall arrangement of the different efforts of the group which will be beneficial for the company in an appropriate manner. On the contrary, (Elkin & Inkson, (2000a) have hypothesised that coordination is the key element which plays a significant role in different departments which will meet the purpose of understanding the various principles which will play a significant role in managing the multiple actions in an appropriate manner. Blasingame, (2015) has commented that there are different principles of coordination which is inclusive of early stage, continuity, right kind of contact and mutual relations.
Early stage is defined as the approach in which the planning stage is being taken into consideration as the leaders try to consult with the other members working in the company to avoid the disagreement (Kadu). Furthermore, this assists the business to become more successful in the approaches. The coordination is essential wherein the leaders take different efforts to make the company more successful. This helps in enhancing the relationship which will assist in avoiding the misunderstanding in the organization, and this will be beneficial for the overall success of the company (Blasingame, 2015).
There are significant aspects in the system of coordination which is inclusive of vertical and horizontal. The first implementation of the vertical coordination was being marketed by Stern and Reve (1980) along with operated by Reve and Stem (1986). In the past, the different processes are being managed through a hierarchy system, and there was no such decision making done by the lower level employees. On the other hand, in the current scenario, the decisions are being prepared by the higher-level management, and there is no such inclusion of the other employees in the process of decision making as well (Blasingame, 2015).
The coordination which is horizontal mainly focuses on the improvement of the organization structure of the organization (Maslow, 1954, as cited in Elkin & Inkson, 2000a). This will be helpful for the business to increase the process of communication wherein the knowledge is being shared, and this is more flexible. However, in the past scenario, this can be analysed that there is no such enhancement of the different activities to achieve the various goals and there are different strict rules and regulations which were being taken by the higher-level employees. Lastly, in the current scenario, the current scenario mainly focuses on the interaction with the different , and this increases the job satisfaction and productivity of the organization in a positive manner (Elkin & Inkson, Content theories of motivation, 2000a).
The motivation is defined as the aspect which is dependent on the different requirements of the individuals such as food, water, air along with biological elements such as friendship and recognition. There is satisfaction among the individuals when the needs are being met appropriately. Similarly, in the case of the business, the motivation helps in developing satisfaction and productivity of the employees which can lead to an efficient process. There are significant elements in the process of motivation which is inclusive of communication, style of management, recognition, fun and training (Storey, 1992, as cited in Jerome, 2013).
With the help of accurate communication, this will be helpful for increasing the loyalty and productivity of the employees working in the organization as well. The professionalism is the appropriate combination of the ethical and proper kind of behaviour which will help in enhancing the behaviour of the customers. Ivancevich et al. (2008) have commented that the leaders or the managers need to adopt the suitable style of management which will be helpful in motivating the staffs and reduce the turnover of the employees effectively as well. The training is the other approach which will enhance the knowledge of the employees which will help in managing the business environment effectively which will reduce the work stress effectively (Jerome, 2013).
The content kind of motivation mainly focuses on the different needs of human beings which will motivate them in performing the tasks effectively. This is the fundamental approach of the organization as this will figure out the requirements that are the most important. The primary four theories which can be considered in the respective approach are Maslow’s hierarchy of needs, Alderfer’s ERG theory, Herzberg’s two-factor theory, and McClelland’s acquired needs theory (Caulton, 2012).
The Maslow’s hierarchy of the needs is the most common theory of motivation which will be beneficial for the analysis of the needs of the humans and not the organization. The theory has been implemented to analyse the needs of human beings and motivate the staffs to perform different tasks properly. Maslow (1954) has tried in indicating that the when the diverse needs of the individuals are not being met, the performance will be affected and there are different types of neds which are described as follows:
Table 8: Maslow’s Hierarchy Theory
(Source: Elkin & Inkson, 2000b)
From the table, this can be analysed that the manager needs to examine the different techniques through which the theory can be implemented, and this will increase the overall working and security needs of the individuals dramatically. The various managers in the organization are required to analyse the implementation of the theory which will reflect on the basic and the security needs as this will increase the overall performance of the individuals in the organization. Maslow (1954) has tried to argue that when the requirements are not being managed, this will affect the overall performance in a negative manner (Elkin & Inkson, 2000c).
On the other hand, focusing on the respective social and security needs will be helpful for strengthening the human resource of the organization appropriately. The business of the organization will improve the overall working conditions for the employees in which there should be proper and timely payment of the wages, and there should be the inclusion of the financial security as well (Elkin & Inkson, 2000c).
The particular theory is same as Maslow’s Hierarchy theory; however, the main focus is on the three basic requirements instead of five. The ERG stands for existence, relatedness and growth. The existence requirements are similar to safety and physiological needs. Furthermore, the relatedness is related to the social and growth needs are identical to self-actualization needs. Elkin & Inkson, (2000d), have commented that ERG theory has improved the experience of the different humans which helps in explaining the workplace issues along with personal development in an appropriate manner. There has been a further recommendation of the frustration-regression principle wherein the person feels frustrated during the attempt to meet the needs, and this loses the entire focus on satisfying the low-level needs as well.
|
Maslow’s hierarchy needs In this respective theory, there are mainly five different needs of human beings which are required to be focused such as self-esteem, social, security, self-actualization and physiological needs The requirements are being allocated in such a manner in which the fulfilment is being done one at time |
Alderfer’s ERG The main focus is on the three basic needs such as relatedness, growth and existence The needs and requirements are more flexible, and they are being fulfilled at a similar period |
Table 9: Difference Between Maslow’s Hierarchy Theory and ERG Theory
(Source: Created by author)
The process theories mainly focus on the degree of effort to motivate individuals efficiently. There are different theories in the process school of thoughts which includes expectancy theory, goal-setting theory and the equity theory.
Victor Vroom developed the particular approach in the year 1964, and Porter and Lawler advanced this in the year 1968. Vroom (1964) has commented that the different employees mostly think about the various aspects which help them in becoming happy in performing the multiple tasks and this is the main reason wherein the staffs act when the results are desirable (Elkin & Inkson, 2000d).
However, on the other hand, the employees in the organization needs to consider the ability along with the skills to achieve the allocated kind of tasks appropriately. The main focus of the theory is among the different efforts, the performance of the staffs along with the rewards which will be provided for the performance. The three main elements of the theory are instrumentality, valance and expectancy. The expectancy mainly focuses on the efforts which are being shown to perform, and instrumentality indicates the performance which will reward the employees and valance shows the attractiveness of the rewards which will be provided to the employees (Elkin & Inkson, 2000c).
The particular theory has been developed in the year 1963 by John Stacey Adams wherein this affects the performance and the perception of the individuals. The approach helps in analysing that the individuals are being motivated when they are treated in an equal manner ((Elkin & Inkson, 2000d). The particular theory helps in explaining the concerns of the workers about the different inputs and the outputs which will be received from the input as well. Later on, there will be a comparison of the input and output which is being defined as follows:
|
Inputs This is inclusive of har work, ability, experience along with qualification of the different individuals |
The individuals trying to generate a proper balance between output and information in an effective manner |
Outputs There are different kinds of rewards such as bonus, commission, recognition and status |
Table 10: Outputs and Inputs of Equity Theory
(Source: Elkin & Inkson, 2000d)
From the table, this can be analysed that the employees try to compare the inputs and outputs in examining which is fair. When the employees are happy with the work environment, this will help in enhancing the work performance, and this will be beneficial for the overall success of the firm in a positive manner.
|
Expectancy theory In this respective approach, the employees want to maximise their outputs through good effort which will be beneficial for the company (Teeboom, 2018) The main focus is on rewards which will be on the interests of the employees The different workers can help in performing better with the desirable kind of outcomes (Caramela, 2018) . |
Equity theory The different employees in the organization seek a balance between the input and the output There is the tendency of comparison between the others (Akrani, 2011b) |
Table 11: Difference Between Expectancy and Equity Theory
(Source: Perry, 2017)
There are different kinds of managerial approaches for motivation which helps the business to motivate the different staffs, and this will help in stimulating the enthusiasm of the individuals at work. The main four kinds of approaches are traditional in the 1910s, the human relation in 1940s, human resources in 1950s and the contemporary in the 1970s. The two primary methods are being presented below are as follows:
The traditional approach was founded and created by Frederic W. Taylor from the era of the 1890s wherein the motivation of the employees is being analysed with economic gain. Taylor has claimed that the workers in the organization will perform well when the pay is higher, and this will enhance the overall productivity of the organization positively as well. The theory focuses on the money which is the primary motivator for managing the different demands of the customers in an efficient manner (Perry, 2017). However, on the other hand, there are different kinds of criticisms of the traditional approach wherein this has been seen that only money is considered as the motivator and the employees are made to work like machines. There is no such recognition which is being provided to employees (Petryni, 2018).
On the other hand, the traditional approach helps the business in controlling the business processes and objectives which are easy to achieve, and this helps in gaining competitive advantage. The manager tries to supervise and ensures that the workers are performing the different jobs in such a manner which will be beneficial for the improvement of the performance in an efficient way (Weike et al., 2015).
The particular theory was mainly introduced in the 1920s by Elton Mayo wherein this showcased that the individuals are the major part of the business which helps them in achieving the success. The approach felt that the employees are part of the organization and they are not the machine wherein human plays a vital role in the growth and development of the business. These will help in increasing the morale of the employees, and this will enhance and improve the quality of the work which is being performed by the employees in an efficient manner (Weike et al. 2015).
The contribution of the human relation approach in the entire business helps in enhancing the overall teamwork wherein the communicating of the ideas will be beneficial for the overall success of the firm in an appropriate manner wherein this will decrease the turnover of the employees in a proper way (Weike, Cameron, & Cameron, 2015).
Shaeffer, (2014) has commented that management mainly focuses on tasks and works which is related to planning, budgeting, problem solving and coordinating with the different activities in an efficient manner. There are major four styles of the management which is inclusive of democratic, autocratic, laissez-faire and paternalistic.
This is the particular style of leadership which will be providing power to the different leaders which will give them an ability to control all the aspects in the business. The different staffs do not have the overall chance to provide the recommendation for the success of the company. However, creative ideas can be beneficial for the company. In the respective case, the managers need to acquire strong communication skills to manage the problems by themselves, and there should be proper assurance that the decisions which are being taken are right for the business (Shaeffer, 2014).
In respective of the ERG theory, the style of leadership helps in motivating the staffs based on the existing needs. The staffs will be comfortable at the work as they do not have to make any decisions. Moreover, the ability of the managers will help in ensuring that the choices are correct and this will improve the morale of the employees (Root, How Managers With Different Leadership Styles Motivate Their Teams. Furthermore, the autocratic leaders rarely seek any information from the different employees, and this will motivate the staffs. This can be analysed that the autocratic leadership style is helpful for making quick decisions without any consultancy with one another. The manager has the overall control over the entire management, and this helps in performing the tasks in an accurate manner (Travis, 2018).
Goodnight (2011), has commented that Laissez-faire can be one of the best or the worst styles of leadership which can be followed by the managers in the organization which will allow the different employees to perform efficiently. The leaders in this particular style do not like making the different kinds of decisions; instead, they prefer to provide the various information to the employees who will be required by them (Amanchukwu, Stanley, & Ololube, 2015). The entire power is supplied to employees, and the employees are entirely in charge of the different decisions of the groups. However, the proper management skills are essential in monitoring the performance of the team which will be beneficial for the success of the firm. With the help of the respective style of the leadership, this will be capable of completing the different tasks in an accurate manner (Amanchukwu, Stanley, & Ololube, 2015).
The job design is the dominant element in the human resource management wherein this mainly focuses on organising the different job requirements which help in ensuring that the individuals can achieve the particular type of objectives. Cherry, (2018b), has hypothesised that job design is inclusive of relationships of the job, contents along with the techniques which will satisfy the different needs of the company and the individuals as well.
Adam Smith came up with the first idea of job design in the 1850s and Taylor introduced the theory of job design in 1911. Taylor tried to indicate that the different managers to design the job which will be suitable for the employees working in the organization and this will increase the overall efficiency. There are different kinds of job design which is inclusive of job rotation, specification, engagement and enrichment (Armstrong, 2003).
Armstrong (2003), has commented that job design helps in allowing the staffs to shift from one to another job which will be helpful for testing the skills and ability of the employees. This will enable the management to in analysing the suitable post for the candidates in the organization. Elkin et al. (2000e) have indicated that job rotation will be helpful in improving the overall productivity and reduce the turnover among the staffs in a positive manner. Belias & Sklikas, (2013), have commented that job rotation increases the motivation and this will reduce the absenteeism among the staffs. On the other hand, there are few downsides which are inclusive of the time-consuming approach, and the employees need to adapt to different positions which are new.
|
Factors |
Analyse |
|
Characteristics of task Variety of the Skills- The job requires the various kinds of activities which will be necessary skills along with talents to complete the tasks (Zareen, Razzaq, & Mujtaba, 2013) |
This will require the employees to adapt to the new skills and techniques There can be an introduction to the training program which will be suitable for the position (Elkin & Inkson, 2000e) |
|
Personal result Improvement in individual performance in an effective manner (Elkin & Inkson, 2000e) |
With more knowledge, this will enhance the skills of the employees, and this will increase the performance rate of the individuals in a positive manner |
|
Work result Reduction in the turnover of the staffs and high motivation of the employees (Irving Janis 1972) |
The rate of absenteeism will be reduced, and there will be motivational aspects which will benefit the overall organizational capabilities (Cherry, 2018a) |
Table 12: Job Characteristics of Job Rotation
(Source: Durai, 2010)
Jorgensen et al. (2005), have commented that the respective design will help in increasing the tasks for the employees and the central aspect is to increase the interest and job attraction among the different individuals. Jorgensen et al. (2005) have commented that there are two approaches to the job enlargement can be vertical and horizontal which will be taking into consideration the viewpoints of the employees. This will increase the responsibility of the staffs an opportunity to complete the tasks effectively. However, on the other hand, there can be an increase in the work burden which will be burdensome for the employees.
|
Factors |
Analyse |
|
Characteristics of Task This is inclusive of the variety of skills |
There is no such requirement of updating to new skills, and the managers are responsible for providing feedback |
|
Personal Result There is no such requirement of the effort (Hogg) |
There can be the requirement of less time as the employees perform similar tasks from previous roles (Gaille, 2018a) |
|
Work Result High effectiveness in performing the functions and job satisfaction level is high |
This will result in fast completion of the tasks, and the entire work will be one in an effective manner as well |
Table 13: Job Characteristics of the Job Enlargement
(Source: Bhadury and Radovilsky, 2006)
From the analysis of the two, this can be identified that there are different organizations in which the job rotation is the standard technique as this saves money and there is an inclusion of the internal training as well (Cherry, 2018c). For instance- Fisher & Paykel or Vodafone tries to provide policies which will be presenting the different opportunities for the advancement of the staffs (Belias & Sklikas, 2013). On the other hand, the job enlargement is related to the allocated jobs which is essential for the growth of the business. To implement the same, there should be some balance between the job quality and enrichment related to a job. The other instance is when the employees of the small organization will be requested to reduce the different expenses and ask them to multitask which will manage the process of production (Cherry, 2017).
Social influence is defined as the different kinds of changes in the thinking and attitudes of the various individuals which can be affected by social factors. Cherry (2018a) has commented that social psychology is the same as social influence and this influence the majority of the individuals (Hussain, Abbas, Lei, Haider, & Akram, 2017). The power of the different position in work will be helpful for effectively motivating the individuals. To increase the work efficiency in the organization, motivation plays a significant role wherein proper and right training is required to be provided and this will update the skills of the employees (Blakely-Gray, 2017).
Belias & Sklikas, (2013), have commented and argued that groups are divided into informal and formal groups wherein the legal group is formed with clear kind of policies along with instruction with proper objectives. On the other hand, the friendly group is being created with the help of the interpersonal members and the main focus will be on the different needs which will improve the overall performance. On the other hand, the social influence will lead to group thinking and Durai (2010), has indicated that group thinking is the psychological phenomenon which will be achieved by the individuals. The team is inclusive of the people with various expectations and values which will create a significant impact on the teamwork, and the work becomes more efficient (Jansen, Vera, and Crossan (2009).
The other crucial element of the success of the organization is leadership, and the organization cannot work without the factor. There is the different distinction between the leadership and management style which increases the confidence in the team, and this helps in supporting the training and development of the staffs (Elkin & Inkson, 2000f).
Bass and Avolio (2000) have stated that the management is inclusive of the planning, organizing and controlling the workforce in the business and this is to ensure that activities are effective in accomplishing the objectives. Bernard Bass (1985) has stated that the authority of the manager is based on position and the higher level are increasing the overall efficiency. For instance- The manager has the power to provide the incentives for good labour such as raise in the wages and incentives and when the performance is not acceptable, this can fire the staffs. On the contrary, the power of a supervisor is limited to different kinds of compliments and punishments, and this will solve and delegate the various tasks (Belias & Sklikas, 2013).
On the other hand, leadership mainly focuses on the team which will be beneficial for accomplishing the tasks in an effective manner (Gleeson, 2017). The direction is the process wherein the leader can influence the team by the charisma along with inspiring the team in accomplishing the goals. However, the manager applies the different skills of leadership which will be motivating and developing the creativities in an organization (Venkatesh).
The leaders play a significant role in making the final decision and the success of the entire team. To become an effective leader, they need to change and improve in such a manner which will be beneficial for the organization to grow in future. Bossche, Gijselaers, Segers, & Kirschner (2006), have commented that transformational leadership helps in influencing the attitudes of the different members in the team and this helps in stimulating innovation and creativity of the staffs which will accurately benefit the organization.
On the other hand, Coy (2013), has commented that transactional leadership focuses on the roles of the supervisor and this helps in clarifying the needs of the staffs accurately. The leader in this kind of leadership style uses the rewards and recognition which will help in satisfying the overall requirements of the teams which will be suitable for the motivation of employees, and this will help in contributing to participate in the organization (Moga, 2017).
The different characteristics of the leaders working in the organization are being defined as follows:
|
Transactional leadership style The relationship between the leaders and the members are in exchange The leaders help in delivering different rules and procedures (Kulpa, 2015) |
Transformational leadership style The leaders mainly focus on the values and ideas of the staffs (Doyle, 2018) The leaders try to imply the plans along with the vision of the employees (Samiksha) |
Table 14: Difference Between Transactional and Transformational Leadership Style
(Source: Samiksha)
There are primary four attributes of transformational leadership which are intellectual stimulation which will help in encouraging employees in showing their creativity. The individualised consideration is wherein the leaders will promote the staffs, and there is open communication aspect. The inspirational motivation is wherein the leaders motivate the employees, and this increases their passion towards performing the work. Lastly, the self-motivation is wherein there are the expression and transfer of the member and the members are being encouraged to improve the overall efficiency (Weike, Cameron, & Cameron, 2015).
On the other hand, the transactional leadership is using the reward and punishment as the motivator, and the employees are required to follow the policies along with commands of the different leaders (Forgas and Williams 2001).
The transactional leadership has different strengths and weaknesses in which punishment and reward are the ones who motivate the individuals, and this helps in increasing the efficiency of the work. Leadership creates possible kind of goals for the employees wherein the leaders divide the huge tasks into small parts, and this improves the overall efficiency of the firm (Raven (1959).
On the other hand, the leadership contains the downsides wherein there is no such creativity, and there is a lack of flexibility. The flexible kind of environment is not suitable, and the leadership is not sufficient as well (Rashotte, n.d).
Transformational leadership helps in creating an enthusiastic workplace with motivation and innovation (Northouse, 2016). There will be an increase in self-motivation which increases the overall efficiency of the tasks which are being performed by different individuals. On the other hand, there are different weaknesses which are inclusive of that the leaders would require agreement from the followers while taking the decisions and there is lack of the transactional focus as well (Milgram 1963, 1965, 1992).
Conclusion
Therefore, the entire essay has helped in the analysis of the management related factors which is inclusive of management related theories, motivation and the aspects of the leadership. The classical, behavioural and then modern management theory has been evaluated with the different strengths and weaknesses for the overall business. Maslow’s hierarchy theory along with ERG theory is mentioned in the essay which mainly discussed the various needs of the individuals efficiently.
On the other hand, the expectancy theory focused mainly on rewarding the employees and the equity theory concentrate on comparing the inputs and outputs effectively. The leadership is the last aspect wherein this analyses the difference between management and leadership concepts. The transactional and transformational leadership approaches are being defined which is required to manage the staffs by rewarding the staffs, and there is the inclusion of punishments as well.
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