Basic Management and Organisational Theory
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Published: Thu, 14 Sep 2017
It is purposeful and investigational attitude. Supervision personnel and organization more efficiently.
The whole thing planned and organized harmony of expertise and maintenance by administrators.
Goal on construction, developments and superfluous of organization. Lots of broadside effort
This concept concentration on humanistic viewpoint.it contributes additional position to individuals.
Because of communal considerate in people announcement greater than before. Individuals are complicated in so there is more harmony in conclusion manufacture.
It combined with societies internal emotional state and self-concepts
This is uncluttered coordination methodology and there is no one way of management the state of affairs.it deal the changed condition another way.
No have confidence in in ‘one unsurpassed way’ so many procedures and philosophies are used.
It’s reasonably composite and no one truthful administrative approach that mechanism in all state of affairs.
IDENTIFY 2 ORGANIZATIONAL STRUCTURES:
- Functional Structure
- Divisional Structure
The organization is separated into dissimilar subdivisions based on the occupations when management. This allows the organization to intensification the proficiencies of well-designed individuals.
These type of organization division the functioning areas of organization into farewells. Each leave-taking has its own capitals in order to occupation autonomously.
In purposeful construction there is announcement between the decision-making constable and his operates which work efficiently in exhume subdivision.
In regional structure numerous sections are occupied composed to spring outputs.in this structure there is no communication allowed in different branches and sub-departments.
SOURCES OF POWER, INFLUENCE AND AUTHORITY:
Legitimate source– it’s also known as the positional influence. It’s consequent from the situation of an individual that is grip in an organization.
Expert source-it’s originates from knowledge or teaching.
Reward source– operative supposes some type of recompense from their bosses.
Referent source– referent authority mentions to the individual who has desirability towards their instruction.
Coercive source- operative has terror of enthusiastic or downgraded.
IMPACT ON PRESENT DAY ORGS:
There is enormous influence of these foundations of influence; inspiration and specialist to contemporary era organization. To clench of the organization both administration squads wants that they must binary or extra foundations.
To brand persons under their regulator every now and then they secondhand recompense authority like growth income, elevations.
EFFECTIVENESS ON PRESENT DAY ORGS
There are several influences that can influence the effectiveness of organization.in the more technical world people are highly technical, knowledgeable. They are more self-assured and believe in their competences. They have the boldness to ‘to do’ things rendering this altering biosphere.
|COMPARISON ON TRADITIONAL AND CURRENT PERSPECTIVE|
1.5 IDENTIFY THE PRINCIPLES FOR COORDINATION:
Principles of direct contact-there are straight connection between administrators and dependents and the result will be virtuous affiliation between them.
Principle of continuity– it is not a erstwhile commotion. The progression of synchronization flinches when the association twitches and it’s endure until the association be existent.
Principle of reciprocity-the arrangements of all the general public of association are inter-related in.so the pronouncements of one somebody will disturb to all other persons on an association.
PAST AND CURRENT RELEVENCE TO MGT EFFECTIVITY:
Perpendicular synchronization can be designated as cable of guidelines which is in mandate.in this management statement between companies and supervise is made by consultant who helps in accomplishing administrative goal. On the other hand in straight management there is announcement between sectors to constituent part.
2.1 RELEVANCE AND APPLICATION OF THE MOTIVATION THEORIES
2.1.1 – Humanistic Motivational Theory, Incentive Theory
Humanistic theory is the most well-known theory of motivation. According to these theory human is ambitious to perform their best potential and will always do so unless difficulties are placed in their way. These obstacles include food and shelter, financial problems.
The relevance of incentive theory people is motivated to do things in the workforce because of external rewards like money, reward. This theory describes that particular motivation.
These theories can be used by the management employers to check the performance of their staff. Employers also understand that their staffs have number of needs that they want to be filled. This way the management comes aware of his responsibility to satisfy these needs.
Expectancy theory, Equity theory
Expectancy theory is best described as process theory.it explains why individuals choose one behavioural options over others because they believe that their decision will lead them their desires.
The concept of equity theory is that people get their job satisfaction by analyse their inputs and outputs with other people in the same workforce.
These theories can be used as consideration example in workforce.it will very helpful for people who are doing their job very hardly.
2.2MANAGERIAL APPROACHES TO MOTIVATION AND THEIR DISTINCTIVE CONTRIBUTIONS
1 Pay and job performance
The main contribution of this approach is that it defines the belief in the employees that if they give outstanding performance in their organization then they will get some rewards.
2 Quality of work life programs
The contribution of this approach is to describe the ways and programs so employees make their working life better.
2.3POSITIVE OR NEGATIVE IMPLICATION OF THE SOME MANAGEMENT STYLE IN RELATION TO MGT PRATICE:
Autocratic style: manager takes all the important decision without involvement from workers.
Positive implication: decision making very quickly. Controlling large number of low skilled workers.
Negative implication: one way communication. The staff would like to give new ideas to management but this creativity is not respected by the managers.
Participative style: managers expect lots of feedback from their staff before coming to a conclusion and making a decision.
Positive implication: two way communication to motivating. This is problem solving process and openness to new ideas can result in innovation.
Negative implication: this is very slow down decision making process.
Still quite dictatorial and autocratic style of management.
2.4 EXAMINATION OF JOB DESIGN FOR MARKETING MANAGER
Motivational effects: in terms of characteristics the motivational effect is very high and very exciting, in this task people from various culture involved. And they will get chance to share their views an get chance to gain knowledge.in terms of personal individual don’t get chance to mingle with other people. They have to do their things itself
What are the implication of the job design for management
The implication of the job design for management depends on capability. The organization looks for the most capable person to handle problems.
The thing that is more demanding and needed mostly on the job design is not only the business skills. A person who is cultured and worldly is more entailed on the job design.
2.5 SOCIAL INFLUENCE ON INDIVIDUAL WORK EFFECTIVENESS AND MOTIVATION
Social influence like values, rules, customs which effect work effectiveness and motivation. People have their own way to working and solve problems. The management should conscious to these matters. The team leader should know that every member has its own personality and skills. And no one wants to change his/her beliefs for the team. Rather everyone should learn something new from other culture.
3.1 LEADERSHIP VS.MANAGEMENT
The role of a leader is to set new vision for the company. Leader focus on people. On the other hand, the role of the manager the manager focuses on systems and structure. The manager relies on control.
3.2IMPACT OF MGT AND LEADERSHIP ROLES ON ORG.STRUCTURE
Leader is responsible continually analysing and developing the organizations effectiveness and ability to meet the needs of its members. The manager is the one who implement the plans made by leader.
3.3COMPARE TWO DIFFERENT LEADERSHIP STYLES AND IDENTIFY AND CONTRAST
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