Mayos Theory of Management - Coursework Example

Mayo’s Theory of Management Answer 3 Mayo’s theory of management with regards to incorporating of changes in the social environment of the workplace is directly related to influence on productivity of the workers. During analyzing the “human effect of mechanization”, it was held that workers should be kept unknown of the changes brought about in the workplace for increasing their productivity (Mayo, 2007). The objective of this answer is to find various points with regards to which managers can be accused of keeping the workers unknown about the changes (Coombs & Smith, 1994).

Ethical issues related to business operations are inclusive of apprehension towards effective maintenance of excellence, assessment, honesty and trust among the stakeholders of a business. At present, ethical issues have evolved as an essential component of corporate responsibility that business houses are not allowed to avoid (Conjecture Corporation, 2011). Mayo’s theory of management and its related issues have been proved to be directly impacting the business’ performances as it helps in satisfying stakeholders’ demands with respect to monetary benefits.

On the other hand, keeping the workers unknown about the changes in working environment is not a good idea towards adhering to the ethical practices because workers are also important stakeholders of the businesses (Draper, 2010). Hiding information about the workplace changes by the managers will directly impact upon the relationship of trust between managers and workers. Precision or maintaining transparency with the workers by the managers is probably the best method of building and sustaining the trust.

In the case of keeping the workers unknown about changes for increasing their productivity, managers can be accused of not being transparent towards their workers (Sims, 1992). Moreover, the managers can also be accused of not respecting the workers’ work if they hide information about the workplace from the workforce. When the workers come to know about the changes in their working environment after their performances being evaluated, they can develop distrust about their managers as a result of which it might lead to adverse consequences in the future (Huffmon, 2011).

Thirdly, the managers can be accused of not following the modern mode of working as team within the organization. The charges against the manger can arise from the workforce who was kept unknown by them about the workplace changes (Huffmon, 2011). The consequences of the above measures toward workers from the part of the managers can ultimately distract the social system, which is believed to be created (evident from the conclusion of the Hawthorne experiment). The negative effects of the Mayo’s theory of management can be used for accusing the managers on the grounds of hampering certain organizational objectives (Franke & Kaul, 2011).

Apart from the above mentioned ways of accusing the managers towards manipulating the workers, certain other generic issues of the businesses can also be utilized for accusing the manager. Firstly, keeping the workers unknown about the changes will hamper the flow of communication within the organization between managers and employees that in turn can adversely affect the process of achieving organizational goals (both short term as well as long term). The newer norms of taking good care about the employees’ social values as a part of the corporate social responsibility will be vulnerable as a result of hiding the information from the workers.

As mentioned earlier, team work will get hampered due to the hidden information. Contravention towards the team will result into failure of organizational aims and objectives. Thus on this ground too, the managers can be accused of infringing organizational interests (Joseph, 2000). References Conjecture Corporation, 2011. What Are the Different Ethical Issues in Business?. WiseGeek. [Online] Available at: http://www.wisegeek.com/what-are-the-different-ethical-issues-in-business.htm [Accessed June 28, 2011].

Coombs, S. J. & Smith, I. D., 1994. The Hawthorne Effect. Bit Stream. [Online] Available at: http://ses.library.usyd.edu.au/bitstream/2123/4494/1/Vol6No1Article7.pdf [Accessed June 28, 2011]. Draper, S. W., 2010. The Hawthorne, Pygmalion, Placebo And Other Effects Of Expectation. WWW Document. [Online] Available at: http://www.psy.gla.ac.uk/~steve/hawth.html [Accessed June 28, 2011]. Franke, R. H. & Kaul, J. D., 2011. Issues and Concepts. Hawthorne Effect. [Online] Available at: http://www.

ascensionhealth.org/index.php?option=com_content&view=article&id=154&Itemid=172 [Accessed June 28, 2011]. Huffmon, A., 2011. How Managers Can Establish Trust in the Workplace. Ezine Articles. [Online] Available at: http://ezinearticles.com/?How-Managers-Can-Establish-Trust-in-the-Workplace&id=6146129 [Accessed June 28, 2011]. Joseph, J., 2000. Ethics in the Workplace. Resources. [Online] Available at: http://www.asaecenter.org/Resources/articledetail.cfm?ItemNumber=13073 [Accessed June 28, 2011]. Mayo, E., 2007.

The Human Effect of Mechanization. The American Economic Review, Vol. 20, No. 1. Sims, R. R., 1992. The Challenge of Ethical Behavior in Organizations. Journal of Business Ethics.