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Management Models: An Overview - Essay Example

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“The principal object of management should be to secure the maximum prosperity for the employer, coupled with the maximum prosperity for each employee”. In today’s fast paced, hi- tech world, the demand for efficient systems of management in organization is very high…
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Management Models: An Overview
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Coupled with the innovations in such systems is the parallel growth of study and research in the same field. Most scholars have proposed different models of organization management as well as different models of choosing the model that best fits an organization. He is fast to note the interests of both the employer and employee are the same, and one cannot prosper without the other. Both the employer and the employee should train each individual to produce at his highest possible level of efficiency In his book, “The Sociology of Organization: Classical, Critical and Contemporary Reading, Handel, Michael (2003) provides a collection of several scholarly articles on Organizational Theories. I will examine some of the models in the collection, highlighting their weaknesses and their strengths. Weber, (2009, pg 50) classifies authority basing on the allegiance pledged by the subjects to their leaders. He identifies three types of authority. In Rational Authority, the subjects submit to authority by virtue of legal issues. They don’t have any intimate relational issues with the senior. This system is common in firms which have established themselves over time such that the subjects submit to the leader by virtue of submitting to the firm. A good example is in today’s modern states, whereby the citizens are not directly loyal to the president, or the government, but the legal system of the nation. Traditional authority, in its part features subjects who submit to traditions surrounding the authority. For instance, the subjects of a kingdom pledge their allegiance to the king’s son simply because he is of a certain blood line. He contrasts both of these to Charismatic Authority, in which subjects devote themselves to an individual based on her expertise and exceptional character. He argues that the most superior form of administration in any organization is bureaucracy, which in its part implies individual domination by knowledge. This attributes to the precision of decision making, clarity and consistency of knowledge. However, he the system encourages abstract relations between the administrator and his subjects; those based exclusively on performance. In Weber’s argument, there is an implicit assumption that speed in performance is very important. That by living decisions to an individual or a smaller group, the productivity would increase. On the contrary, smaller groups tend to lack opposing views. Therefore, a leadership made of a group of malicious individuals who were appointed to that position solely to their skill will likely plunge the organization in to debts or a collapse. An instance can be seen in Hitler’s government, who rose as a charismatic leader, became a bureaucrat, and was later fell to the Allies Forces for making wrong key decisions, and appointing malicious individuals to control his forces and ministries. Taylor, Frederick is well known for his Scientific Management as an administrative strategy. He is of a different view from Weber, arguing that the best way to improve productivity in an organization is by sharing the labor between the employees and the employers. This model considers three key areas. Firstly, the administration draws up a scientific plan for every employee’s job, basing on careful observation of the employee. It takes up most of the work done by the employees, and ensures that every employee’s task is preceded immediately by someone higher in authority, and ...Download file to see next pagesRead More
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