Applying Ethical Management at MT - Research Paper Example

Organizations are struggling to maintain viable and strong human capital in order to effectively and efficiently achieve organizational goals. However, it is interesting to note that in an advanced epoch characterized by decentralized organizational authority and flattened corporation structure, MT neglected to brief Hady about the background of his assignment.

Along with this, his new boss is not taking him seriously and considering him as an incompetent individual, therefore, believing Hady as someone who is useless. In the light of this observation, the deployment of the utilitarian approach as a source for managing human resources in MT can be implied that is an obsolete technique towards motivating employees. Because of utilitarian management, MT only compensates its employees in monetary terms and considers them as an organizational property. This typical management strategy is leading MT to have a pool of incompetent and uninspired employees.

In parallel, Hady is considering himself betrayed because of the unfulfilling level of information provided about his current assignment. Additionally, Phil’s stubborn attitude is affirming Hady’s provision of betrayal. Nevertheless, MT is in need of educating its top and middle management in terms of modern managerial approaches such as participative decision-making and other similar techniques, so that they can inspire employees in considering themselves as the important part of organizational success.

At the same time, MT should also integrate rights theory to provide job autonomy and a friendly work environment to its employees to enhance their productivity. Conversely, Hady is a person with budding talent, which should be polished according to the organizational need. But, his current boss is attempting to devastate his immature competence, because, Phil may be considering his newly assigned team member as an active threat to his position. Thus, Phil is violating the fundamental rule of leadership, which urges a leader to develop his or her replacement in the due tenure of the service, so that organization should not feel a vacuum after departing top managers.

Another pressing need of MT is to manage inter-organizational communication effectively in order to disseminate an appropriate level of information to various employees of different departments so that employees remain adequately appraised of the current direction of organizational effort. However, to achieve this important objective, MT should hire a communication manager because information may appear simple but plays a significant role in preventing chaos from spreading across the organization. Based on the importance of communication, the development of autonomous and integrated sections of communication management should be fabricated within the organizational structure of MT.

The lack of technical training is also hindering Hady from effectively performing his job because; Hady is lacking appropriate training in handling technical issues of presentation equipment. Therefore, it is an unethical and harsh decision from the management of MT to send an untrained employee on such an important assignment. Based on this argument, all of the crew in MT should be trained in handling technological issues, so that they can manage their presentations and briefings ideally. Another facet of the problem at MT is top management’s ruthless behavior towards the employees because it is forcing employees to consider themselves alienated and detached from the organizational strategic decision-making. In this way, their organizational commitment is decreasing in terms of leaps and bounces. This attitude can readily lead to heightened job turnover for MT, which will cause serious trouble in managing viable human capital in the organization. Therefore, employee-centric management is the need of the hour for MT, so that it can sustain its operations in a turbulent international business environment.

The key recommendations offered to MT by this paper entail

1) Initiatives to flatten the organizational structure of MT to facilitate communication across various organizational levels

2) Development of separate organizational department to manage communication

 3) Participative decision making aiming to develop employees’ organizational commitment

4) Deployment of pay for performance in order to induce staff towards striving for excellence

5) Technological training  

All of these suggestions converge towards creating an employee-friendly organizational culture at MT, which should be designed in such a manner so that it can provide job autonomy and descriptive organizational practices. These attributes will result in a higher level of flexibility within the organizational structure, which will definitely assist MT in responding to divergent changes in its macro environment.

Conclusion

This paper focused on providing an empirical view of the ethical issues in management that are prevailing in the organizational practices at MT, where the prime strategy to manage human resources is utilitarian in nature, which is considered obsolete in the view of modern scholars. Therefore, employees’ rights are not fulfilled to their satisfaction. This factor is largely contributing towards causing job turnover to increase. At the same time, employees at MT are lacking necessary technological training, which is limiting them in terms of handling technological issues while briefing MT’s clients.

In the light of the above literature, MT should flatten its organizational structure to help its employees communicate with each other so that they can work together to solve organizational problems and challenges.

In short, the organizational structure at MT is rigid in nature, which cannot be considered ideal in terms of responding to changing managerial perspectives. In this fashion, the need to modify MT’s practices to make them more flatter which will support employees to develop creative products and services is highlighted.