This essay has been submitted by a student. This is not an example of the work written by our professional essay writers.
The research paper is focused on the management challenges faced within an organisation. This paper reflects about the substantial changes brought within the theories and styles of leadership and management. To be successfully competitive within the crucial competitive business world, an organisation must be adaptive to changes. The leaders and managers of the organisation must be informative about how to manage and lead the people within the organisation. In leading the workforce, there are various management challenges experienced by the leaders and managers of an organisation. Within the globalisation, the organisations are emerging with solutions to face the crucial challenges of management.Introduction
The attainment of objectives and goals within the organizational and business activities through the use of effective resources is termed as management (Winch, 2010, pp.467). The key factors that entail in management in context to controlling of an organization are leading, planning, organising and staffing (Daly & et.al, 2004, pp.346). The organizations are viewed in the perspective of systems. To achieve productive results within the system through human action can also be termed as management (Allan &Stankey, 2009, pp.286). An enterprise is managed within the help of directors and managers who are authoritative of managing and taking decisions. Within the time, crucial challenges have been faced by the management of many organizations (Johnson, 1992, pp.82). In the era of 21st century, some common challenges faced within the management and leadership are global economic downturn, the backdrop of financial uncertainty and technological change (Ruiz & Carlton, 2003, pp.978). The aspects of the working world are changing, and such changes must be adaptive by the management and the leadership approaches. According to a research, the managers of the United Kingdom tend to fail in successfully meeting the management challenges in the modern business world (Armstrong & Stephens, 2005, pp.278). The managers lack of adequate training, essential skills, support and development. The United Kingdom is suffering on both social and economic scale due to ineffective managers and leaders within the organizations (Dransfield, 1998, pp.97). The biggest loss for an organization could result from the poor leaders (Daft, 2011, pp.212). Poor decisions made by the poor leaders effect the organization financially.
The Management and Leadership Challenges
In the modern business world, wide range of challenges is faced by the organization's managers and leaders (Morris, 1997, pp.187). The most crucial challenges are the knowledge economy, changing workforce, sustainability of business, going global, productivity and the pace of change (Costanza, 1991, pp.121). In an era of greater workplace diversity, the managers and the leaders within the organization must be capable of dealing with the diversified workforce (Best, 2010, pp.37). The management challenges faced within the changing workforce are misguidance and mistrust of hierarchal systems, preference of collaborating to engage in competition, the millennials and emerging new generation of employees (Bullivant, 2010, pp.85). The managers must not focus of managing and leading the millennials in an effective manner but also to encourage participation in the context of responsibilities towards management and leadership (Chang, 2005, pp.65). Where the competitive currency is innovative and informative, most of the developed economies have shifted to knowledge based and service economy.
The main essence of a successful organization is its human capital (Gupta et.al, 2010, pp.98). The most common issue that emerges with the United Kingdom leaders and managers is that they fail in creating the business environment and culture that can build the required networks for utilizing and transferring of information, supports and endeavours innovation and risk-taking behaviour and values leaning (Ramroth,2006, pp.251). Gaining an advantage of having a value chain throughout the world by a small organization is known as globalisation (Coakes, 2003, pp.81). The organization that prevails in globalisation carries of offshore operations and an extensive supply chain. The cross cultural competencies are vastly required by the leaders and managers to lead and manage across the different political, cultures and geographical systems of different countries (Blythe & Zimmerman, 2005, pp.230). The threat of global warming is commonly faced by the non-profit organizations, charities, corporations, public sector organisations and the government in today's world (Freeman, 2010, pp.190). A sustainable approach must be adopted by organizations to successfully achieve their objectives and goals (Mcnabb, 2005, pp.90). The workforce must be effective enough to lead and manage the sustainable enterprises.
Within the passage of time, the business world has become increasingly competitive (Aiguier& et.al, 2010, pp.175). In the context of the intensity and pace of working lifestyle, the managers face with a lot of challenges. In accordance to meet the challenges, the stress level increases within the modern working life leaders and managers (Schermerhorn, 2010, pp.151). In today's world, leaders and managers must be capable of learning the organisational values and shape them in a sense of identity. The managers must also acknowledge themselves in terms of personal resilience that succeeds them in their careers (Samson & Daft, 2011, pp.146). The global competition encounters within the ways of preserving the precious resources to accelerate the pursuit of sustainability and efficiency (Webber, 1975, pp.90). A successful global organization is the one that provides its service users and customers with the best deals and share experiences. Through the increasing access to information and willingness to collaborate, good share experiences could be experienced by the customers (Daft & et.al, 2010, pp.345). In satisfying the customers and service users the organisational value faces an increasing pressure for maximisation (Cole, 2004, pp.219). The successful leaders and managers are the one that are focused on increasing the organisational value and eliminating waste even with the minimum available resources.
The Knowledge Management Challenges
One of the major challenges faced by the management of today's organisations is the lack of appropriate knowledge (Plunkett & et.al, 2008, pp.233). The organisational management must adhere itself to the appropriate knowledge in order to develop, deploy, identify and generate knowledge (Kreitner, 2009, pp.115). It is essential for the workforce to gain complete knowledge about the organisation and the type of business it is involved in (Williams, 2011, pp.121). Once the knowledge is learnt within the organisation, its manageability must be know so that it could be dispensed to the respective resources and its effect on the overall organisation and market (Daft,2012, pp.86). The communicating, accumulating and sorting of information at a high rate speed is in the context of technology.
The New Paradigm of Management
According to research, the major assumptions about management have become obsolete (Griffin, 2012, pp.92). Within the competitive era of the business world, the assumptions of management inquired changes in the context of management and the workforce in the organisation (Capon & Hulbert, 2007, pp.321. To improve the organizational performance, use of different types of personality theories, ideas of human consciousness and process models are essential (Joia, 2002, pp.54).
The social discipline of management is continuously changing as it is regardless of the natural laws (Khosrowpour, 2000, pp.410). The obsolete assumptions about management could not be implied within today's management situations, therefore, they result as hurdles within the practice of management (Nieuwenhuizen, 2008, pp.93). Within the new set of assumptions about management outlines the requirement of balance between the internal and external attention (Linstone, 1994, 209). The new assumptions became extensive example for managers; it guided them not only to manage but also to lead people by encouraging the knowledge and strengths of every individual (Drucker, 2003, pp.164). The new leadership style entertains openness, consideration for others and recognition of possibilities.
The Change Leadership
The practices of balance in management need to be develop by the organisations and its workforce (Ghose & Dhar, 2000, pp.597). Different kinds of learning and type of theories are adopted by the people and the organisation (Reynolds, 2010, pp.236). In the crucial world of business, today, only those organisations are successful that entails the change leaders and encourages change leadership.
The Information Challenges
Managing the information in an appropriate manner is one of the major challenges faced by the management of an organisation (Lewis, 2007, pp.97). As along with the input of information technology, that is widespread within the organisations (Sarlak, 2010, pp.189). The management must learn to organize the management data through threshold phenomenon, direct impartial observation and probability theory.
The Three Top Challenges Faced by Today's Organisations
There are three main challenges faced by the managers and leaders of today within an organisation (Swaim, 2010, pp.224). In context to the diversified workforce, it becomes difficult for managers to hire, train and motivate the working individuals within the organisation (Williams, 2007, pp.133). Some of the organisations adopted strategic planning through the strategic workforce for forecasting, evaluating and analyzing the appropriate talent (Swansburg, 2002, pp.130). It is difficult to develop Employer Brand Management (Cooper, 2005, pp.113). In the global world of today, the organisations are in dire need to Employer Brand management that provides satisfaction to an employee (Chisholm-Burns & et.al, 2011, pp.81). It becomes quite stern for managers to fulfil their management responsibilities within the multicultural organisations (Lewis & et.al, 1998, pp.72). Various cultures are reflected within an organisation, the managers must be capable of dealing with the cultural differences within the diversified workforce (North & Gueldenberg, 2011, pp.137). The cultural difference could effectively be handled with the use of appropriate leadership styles and theories.
The management challenges faced within the changing workforce are misguidance and mistrust of hierarchal systems, preference of collaborating to engage in competition, the millennials and emerging new generation of employees (Maiyaki, 2000, pp.115). The biggest loss for an organization could result from the poor leaders (Wells, 2003, pp.78). Poor decisions made by the poor leaders effect the organization financially. The successful leaders and managers are the one that are focused on increasing the organisational value and eliminating waste even with the minimum available resources (Vanduinkerken &Mosley, 2011, pp.90). Within the competitive era of the business world, the assumptions of management inquired changes in the context of management and the workforce in the organisation (Steers& et.al, 2010, pp.224). The social discipline of management is continuously changing as it is regardless of the natural laws. Different kinds of learning and type of theories are adopted by the people and the organisation (Koontz, 2003, pp.125). The management must learn to organize the management data through threshold phenomenon, direct impartial observation and probability theory.