Discussion On The Best Way To Management

Discussion

Write the Debate for Best Way to Management.

This study aims to discussion on the statement “There is only one best way to manage”. The discussion is done in support as well as against the statement. Proper justifications are given to support the arguments in the discussion. At the same time, several examples are used for better understanding of the topic. At the end of the discussion a conclusion is derived by considering the findings of the discussion and the conclusion is made with proper justification.

Management is the backbone of any business organization. Schoenberg (2016) stated that management is important because it helps to operate the business in a systematic manner. In the words of Pacleb and Bocarnea (2016), a business organization requires to manage its business operations in a particular way because with the help of single way the companies can control the overall business operations properly. In support of this Filatova, Filatov and Semenova (2016) noted that it becomes easier to organize the production and operational systems if the companies apply one way to manage the business operations. For example, if a company implements the standardized production system in the company to manage the business, then it can properly concentrate on the volume and standard of the product. This helps the company enhancing its product and service quality.

However, in this context, Appelbaum et al. (2015) argued that there are many companies where the production is dependent on the mental strength and creativity of the employees and in that cases, if the company focus on volume of production, then the quality of the product or service might be hampered. For example, in the handicraft products manufacturing companies the quality of the products depends on the creativity and there cannot be any particular time limit to complete the production of a particular product.  In such cases, company must change its management style or way as per the situation.

In support of this argument, Mullins and Schoar (2016) mentioned that the performance of a business organization also depends on the working environment of the company. For example, if a company suffers from internal conflicting situation, then it can hamper the performance standard of its employees. In this type of situation, the management of the company must try to manage the situation in such a way, which is most suitable for that particular situation. This can be better understood with the help of another example. A company is following autocratic leadership style for last 10 years and it has not faced any difficulties in the past days. However, currently, the employees in the company are more conscious about their rights and dignity (Slaats et al. 2015). Therefore, if the company continues with the same leadership style, then it may create huge problem between management and the employees, which negatively affects the performance standard of the company.

However, on the contrary, Collenbusch et al. (2015) stated that if the companies do not implement a particular method for managing the business operations, then it cannot set the efficiency standard for its employees. In order to improve the efficiency standard of the employees, the companies must set a particular way of improvement. If the company changes the improvement styles, then it will be very complicated for the managers or the leaders to manage the employees. Boakye and Liu (2015) argued that the way of managing efficient employees and inefficient employees must be different. In case of efficient employees, the management requires to put less effort, which is not applicable for the inefficient employees.

Importance of Management

According to Pacleb and Bocarnea (2016), one particular way is required for the mass production in a organization. For example, in Toyota, the management follows the JIT technique for managing the production and operational systems. This particular technique helps to enhance the operational efficiency. In support, Schoenberg (2016) commented that if there is one particular management technique, then employees can also understand that properly and it becomes easier for them to identify what they need to do and how they can do that, but if the company changes its management techniques again and again, then the employees may get confused. Oppose to this Mullins and Schoar (2016) suggested that the management style of the companies must be as per the quality of the employees of it. If the employees like friendly management style, then manager must manage the business in friendly way, but if the employees are comfortable with more pressure and commanding management style, then the company may use that (Pacleb and Bocarnea 2016).

On the contrary, Filatova, Filatov and Semenova (2016) noted that in today’s business context, most of the large business organizations depend on machineries and so the management style in those organizations are of particular style. They do not prefer to change their management styles and the success level of them is enough to understand the importance of one particular style of management. However, Boakye and Liu (2015) believed that the management style within a company must be flexible enough because one particular management style can be boring for the employees. Moreover, a particular management style can hamper the flexibility of the employees. This is very problematic in any urgent situation (Collenbusch et al. 2015). For example, in an organization, the employees are habituated with the management style of the current manager. Now, if the manager of the company is replaced by any other manager and the management style of the second manager is different from the previous manager, then the employees will face problem to cope up with the management style of the second manager (Mullins and Schoar 2016). This is not good for any company.

Bodolica, Spraggon and Zaidi (2015) mentioned that at the current business world, human resource is one of the most important elements of the business organizations. Wells-Lepley, Thelen and Swanberg (2015) added that every manger must focus on the employees or human resource of the company because it is the efficiency of the employees that can bring success to the organization. Therefore, management style of the companies must be changed with the change in the types of employees. At the same time, the management style of the companies must be changed with the change in the business process of the company.

Conclusion

In the above discussion, it has been identified that in some of the companies one particular management style or one way of management has performed well. Many people have supported the implementation of one particular management style. However, in the recent days, business world is dynamic enough. Due to this, implementation of one particular management style is not effective in today’s context rather it may bring problems to the companies. The study has identified that the use of one way of management can hamper the performance standard of the employees within the organization.

Moreover, many researchers have also mentioned that the management style of the business organizations must be changed as per the changes in the business process. The working environment is another important factor that must be considered while selecting the management style of the company. The management style must be changed with the changes in the working environment. Moreover, the companies must concentrate on the human resource or the employees of them. Therefore, from the entire discussion, it can be said that there cannot be any one best way to manage. The way to manage the organization must be changed for the better performance as well as for the better future of the company.

Reference List:

Appelbaum, S.H., Degbe, M.C., MacDonald, O. and Nguyen-Quang, T.S., 2015. Organizational outcomes of leadership style and resistance to change (Part One). Industrial and Commercial Training, 47(2), pp.73-80.

Boakye, L.G. and Liu, L., 2015. Governance of tomorrow’s international development projects (IDPs): flexible or rigid?. The Journal of Modern Project Management, 2(3).

Bodolica, V., Spraggon, M. and Zaidi, S., 2015. Boundary management strategies for governing family firms: A UAE-based case study. Journal of Business Research, 68(3), pp.684-693.

Collenbusch, D., Sauter, A., Tastekil, I. and Uslu, D., 2015. Experiencing adaptive case management capabilities with Cognoscenti. DEC, 15, pp.25-26.

Filatova, O., Filatov, V. and Semenova, A., 2016. The influence of a management style on the psychological mental bornout of municipal services employees.

Mullins, W. and Schoar, A., 2016. How do CEOs see their roles? Management philosophies and styles in family and non-family firms. Journal of Financial Economics, 119(1), pp.24-43.

Pacleb, T.G. and Bocarnea, M.C., 2016. The Relationship between Leadership Styles, Leader Communication Style, and Impact on Leader–Member Exchange Relationship within the Banking Sector in the United States. In Challenges, Performances and Tendencies in Organisation Management (pp. 275-287). World Scientific.

Schoenberg, R., 2016. 7 European Cross-border Acquisitions—The Impact of Management Style. International Business and Europe in Transition, p.122.

Slaats, T., Hildebrandt, T.T., Carbone, M. and Völzer, H., 2015. Flexible process notations for cross-organizational case management systems(Doctoral dissertation, Ph. D. dissertation, IT University of Copenhagen).

Wells-Lepley, M., Thelen, L.A. and Swanberg, J., 2015. Supervisors’ use of flexibility as a strategic management tool: Prevalence and predictors. The Psychologist-Manager Journal, 18(1), p.31.