This article attempts to identify management behaviour and manager role in the organization and impact on employees and owner to achieve the different targets and next long term plans to complete the work.
The aim of any business is to maximize profit. In order to do this there must be division and specialization of labour. This implies that different people come together in order to create a product that has value to consumers. Hence, the activities of different people involved in a business must be coordinated. So there is a need for a management structure that brings this coordination about.
The Company Which Is selected is Chanab International and it is one of the leading company in Pakistan
It is usual to distinguish between three types of role within an organization, and hence authority.
This is based on the analogy with an army. Each manager has authority over his subordinates.
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This comprises a group of advisers who do not have authority to command the general staff, but have the right and duty to advise managers.
(3) Functional authority
This occurs when a manager or specialist is given authority to control the activities of people in more than one department. Companies have a choice between two types of organizational structure. line only, and line and staff. The line and staff organization obviously arises when companies be familiar with the need for an optional body. Clearly, since business is a active process, there must be changes and innovations. A company without staff may be uninventive. However, the evident problem of the line and staff structure is that there can be clashes between line managers and staff advisors. In culture point of view people in this management must know
(1) What their activity is and where it fits into the product as a whole;
(2) What their roles is, what farm duties they have and to whom they are liable
Relationship b/w management structure and culture
Management structure and culture has a very deep relation. It is very easy for every organization make this type of structure take on the employees. This is not a good management structure if employees of this organization do not accept the rule and regulation of this firm.
If management structure of any organization is in the faviour of the employees than do it the work very easily in short time without the waste of time labour and other resources.
Formulate the factors whichÂ influenceÂ individual performance in the workplaceÂ
2. Decision making power
3. Effective and efficient
4. Right job for right person
5. Handsome salaries
6. Timing is fixed
7. Extra bonus and allowances
Evaluating Performance through Motivation and Conflict Management
In order to obtain the right balance for the organization's structure and behavior organization and management have an commitment to the company and employees. The suitable motivational theories and the best disagreement management approach will both constitute the right balance.Â This portion will tell about different motivation theories, in which way the theories can be applied as fit as variance management strategies and approaches.
Motivation Theories and Organizational Behavior
There are some key theories that can be evaluated when dealing motivation from an organizational behavior point of view. Â Need theories such as Maslow's Hierarchy of Needs pyramid focuses on what an entity actually requires.Â According to The Goal Setting theory of Edwin Locke a leader may set an objective and have an employee great effort to achieve it for a incentive This theory is only practical if everyone believes that the leader is able to achieve that objective. According to BF Skinner's theory of backup it is more motivational than an exact return as the equity theory of J Stacey Adams offers the understanding of what one puts into a state of affairs is what one should get out. if constant positive changes to the exterior surroundings of the company
Different Motivation Theories Organizations Apply to Motivate Employees
Motivation is the process that accounts for an individual's passion direction and determination. It is responsibility of an organization to motivate employees to maintain efficiency and uniqueness of company's products. Organizations can manage this in many ways.
Always on Time
Marked to Standard
There are need theories that focus on individual person's needs such as health and Safety, Social, respect, Self-Actualization, that are Maslow's Hierarchy of Needs, Goal Setting theory, Self-Efficacy theory, Reinforcement theory, and Expectancy theory.
OneÂ organisationalÂ theories and relate it toÂ managementÂ in practiceÂ
In 1940-50Abraham Maslow constructed the Hierarchy of needs model USA, and this theory properly fitting today for accepting human motivation, management guidance and personal development. Positively Maslow's ideas close to the Hierarchy of Needs in sense of duty of employers to provide a good place of work that encourages and enables employees to arrange the basics their own only one of its kind , today self-actualization are more applicable than ever. Abraham Maslow introduced the Hierarchy of needs in his book ''Motivation and Personality'' and Maslow complete his ideas with major and related explanation in his later book'' Toward A Psychology Of Being'', Richard Lowry has received it , who is known in the field of motivational psychology and leading academic on his own behalf .
The Maslow's Hierarchy of needs five-stage model below (structure and terminology - not the precise pyramid diagram itself) is clearly and directly attributable to Maslow; In later versions with the additional motivational stages are not so clearly attributable to Maslow. These extended models have been useful in others from Maslow's work.
CompareÂ and contrast two approaches toÂ managementÂ by different
The activities of an organizational structure such as task allocation, coordination and supervision participate in achievements of organizational aims. It can also be considered as an outlook through which individuals see their organization and its environment. Hierarchical structures is found in many organizations but not in every organization
The structure of an organization can be constructed in many different ways, based on their objectives. The structure of an organization will decide the modes in which it operates and performs.
Organizational structure tells the duties and responsibilities of branch, department, workgroup and individual to perform different functions and different tasks
There are two ways in which organizational structure affects organizational action
First: it provides the basics on which standard working procedures and routines rest.
Second, it determines which persons has decision making ability and thus to what extent his views shape the organization's actions
Herzberg's theory of motivators and hygiene factors
In 1959 Herzberg constructed a two-dimensional model of affecting people's attitudes about work. According to him hygiene factors rather than motivators, the hygiene factors are company's policy, management, interpersonal relations, working condition, and wages. In the sense of this theory, the job dissatisfaction can create by the absence of hygiene factors but their presence does not motivate or create contentment.
In opposite direction , he found five factors in exacting that overcome job dissatisfaction problem that were strong determiners of job satisfaction achievement, restructuring, the work of itself and development. These motivators (satisfiers) were associated with long-term positive effects in job performance which is due to only temporary changes in job attitudes and progress while the hygiene factors constantly formed which soon cut down back to its previous stage
MotivationalÂ theories and their application andÂ performanceÂ within the workplaceÂ
There are some questions relating to motivation
Is it necessary wealth motivate people successfully?
No wealth not motivates people this answer is justify in first part of this series on HR theories of motivation.
Well, if money does not moved the people , how do we create an environment where people are changed their mind ?
According to part 2. To establish dynamic work associations that is a key factor
There is a problem people are different; so how do we construct work associations which is meet with all types of people? In case how to motivate a verity of people motivate themselves we shall keep main theories in mind
In studying many different types of motivation theories, I would like to draw conclusion to three that are of particular use:
David Merrill and Roger Reid's deal with four personal styles
David McClelland's theory of motivation fulfil three basic needs: achievement, power, and attachment
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Fredrick Herzberg's clear that money as a demotivator at work
There are many more good motivation theories which I found that are very useful in managing groups that are - Maslow, Myers-Briggs, etc. -
Application: To help people feel connected essentially with their work, structure their work so these personal style needs are met.
â€¢ When you want to make a point, ask, as in, "What do you think of this idea?"
â€¢ find stuff done rapidly that are available to be efficient even if they aren't perfected.
â€¢ When you want to make a point, lecturing them, as in, "Here's how it is."
â€¢ Spending time in indication and thoughtfulness, in an effort to ideal.
â€¢ Make job a party while you're realization stuff done; respire life into work.
â€¢ Make use of their good raze instincts.
â€¢ waste 3 hours in a room successively creating a step-by-step checklist.
â€¢ Don't trust them until they can "prove it."
â€¢ Include successfully when a group tackles a scheme and not just the "friendly" collaborator; they'll feels others' "pain" if their input is expelled
â€¢ Try to get results during threats and request of pressure.