Understanding Management - Essay Example

Understanding Management Introduction The organizational theory is a key element for consideration in the understanding of organizations, management, and their structures. The understanding of the various theories of organizational structures is essential to approaching the management of the employees in the organization. The theories including classical theory, human relations, modern systems and contingency theories facilitate a proper and successful evaluation of the management faults and challenges facing the organization (Smith, Farmer & Yellowley, 2012, p 22). The modern technological age is another element of consideration in understanding the concepts of management and issues included in any given organization. The LIPC Integration Plc is a company undergoing a revolt from its employees from the aspects of introduction of new techniques within the payment system of the company. Further, the LIPC Integration Plc management team is adopting a rather different approach to the compensation strategies of the employees, a development that is not receiving the support of the employees. Thus, the bureaucratic approach by the management is raising varied issues within the given departments of the company employees. The suggestion to compensate employees depending on the given actual grade performance is raising mixed reactions for the employees and the complaints are virtually reaching a heightened level of aggravation. The issues in consideration at the management level include that the management is unwilling to increment the pay for the workers. The organization management is unwilling to adopt a different work structure for the workers as they are requesting, a factor that is reflecting their practice of the classical theory, which has the core characteristic of being too rigid and authoritative. This classical theory is in effect casing defect in the successful implementation of the proposed changes I the organizational management of the employee needs. The classical theory helps the organizational management to focus on its structure and the planned economic rewards rather than the individual freedoms and a conducive working environment. This establishment is affecting the approach of effective management that LIPC Integration Plc could adopt to manage the needs and expectations of the workers. Design department The workers approach to the position undertaken by the organization is another perspective that is key to understanding the accommodation of the organizational theories in the management process. The workers in the design department have reiterated their position and perception that the work in the department is actively creative and complex and thus are due for recognition and better rewards. The workers claim that the designs they establish should remain their individual intellectual capital is also against the stance of the management. The department holds firmly that the works and designs created by the workers remain entirely property of the LIPC Integration Plc. However, in the wake of this tag war with the current worker, the company is finding it notably difficult to acquire new and talented employees as the current staff members for replacement. Therefore, the management team is limited in choices, making the case for argument and bargaining not leaning in their favor. Thus, this consideration factors the theory of human relations, whose key principle entails establishing the different motivators and resolving the creative conflict accordingly to establish stronger working relationships (Smith, Farmer & Yellowley, 2012, p 62). This human relations theory does advocate for the approach of emphasizing the participative management and decision making which is evidently lacking in the case for LIPC Integration Plc vurses its workers in the design department. Fabrication department The workers at LIPC Integration Plc in the fabrications department are relatively considerate towards the organization management strategies and plans. The fabrication department workers are welcoming the performance based pay and reward system accordingly, with aspects of incentives receiving support of the workers accordingly as they are opting to work for longer hours for more pay. Consequently, it is observable that the new adoption of the pay system is increasing the productivity of the workers in this department. The workers in response have opted to ask for more training to help them develop their professional skills accordingly and improve their status for better working progress. The management in response has continually verbalized its dedicated support to the fabrication department workers, offering higher incentives for the highly performing employees. This approach observed is incorporating the contingency theory. This theory is key in its core principle that he organization and workers accordingly in the organization should act rationally to adapt to the changes occurring within the working environment. The contingency theory is key in adapting to changes and responding accordingly (Smith, Farmer & Yellowley, 2012, p 86). The option by the workers to adapt to the introduced change is a positive boost to the LIPC Integration Plc push for change and success in improving its performance. Further, in adapting to this change, the organization is adding support to the workers trough the initiative to facilitate training programs for the workers to help them sharpen their skills for better and successful performance. Thus, from these approaches to the program, the organization will continue to pursue its established structures of management for the successful improvement of the operations of the LIPC Integration Plc. Assembly department The assembly department workers are reporting a different result, which is contrary to that of the workers in the fabrication department. Notably, although t=not showing their total objection to the introduced change as is the case in the design department, they are also not reporting an increase in pay as is the case in the fabrications department. The comparison to their colleagues in the fabrication department is key to understanding the organization management approach to the change. The workers in the department have notably reported that the performance-based pay is not in their favor and their pay is not changing. Further, the workers are also concerned over the flexibility of the working hours, as they note that the working hours are not conventionally befitting for their working. The assembly department workers are then requesting for better working schedules that include the additions of short coffee break within the working schedule. The workers cite their work is repetitive and monotonous a factor that impairs their performance, hence, they require to establish a work schedule that motivates them accordingly and improves their productivity. However, despite these proposals to the management, the organization is declining these proposals. Further, the workers cite that the adopted use of pay and rewards to motivate workers is not working for their case because their pay and reward is rigid as planned. Therefore, the organizational management ought to factor their considerations in the establishment of a structural change that incorporate the needs of all employees. Observing from the case in this department, it is evident that the modern systems theory is key in addressing the needs of the workers in the assembly department. The observation of the core principle of the modern systems theory will help the organization realize that a change in single entity in the organization can impact other sections of the organizations vastly while others remaining unchanged (Smith, Farmer & Yellowley, 2012, p 97). The organization is inconsiderate of the assembly department workers, a factor that will impair the relations of the workers and the LIPC Integration Plc management team. Therefore, adopting change in the approach undertaken in addressing the needs of the workers is key to the successful establishment of workable solutions to the suggestions of the assembly department workers. Recommendations In the wake of the social approach to the managerial structures in the organizations, considerations of workers’ rights and privileges have vastly changed the course of the management practice. The organizational management has evolved accordingly from the once bureaucratic and authoritative approach used to intimidate the workers into submission, to more flexible structures (Smith, Farmer & Yellowley, 2012, p 46). The use of the stiff hierarchical structures was rampant and successful in the industrial age. However, with advent of modernism and technological growth, the need to establish more flexible structures of management is eminent. The LIPC Integration Plc is evidently stuck in the old age, which used an authoritative approach, hence, the classical theory of organizational management. This administrative theory of approach to the management concept is not effective as is evident with this case in study. Therefore, for LIPC Integration Plc to establish a successful and working relation with its workers, it ought to adopt an additional concept of the organizational theory. The most appropriate approaches to adopt in the course of managing the change the organization aims to implement are to employ the contingency and modern systems theory (Smith, Farmer & Yellowley, 2012, p 74). The advent of technological advancements and milestones made in the workers’ rights, the organization should incorporate the employee suggestions to facilitate a comprehensive decision making structure that brings success to all entities. The adjustment of decisions made to ft the environment and changes within the environment is key as is evident in this case. Therefore, the LIPC Integration Plc should establish changes that factor the needs and expectations of the workers accordingly for successful relations with them. Adopting change is a critical process in any organization and consideration of the impact of the proposed change to the parties entailed s essential for successful adoption of the changes. Conclusion Change is a process that requires proper preparations to adopt successfully. At the organization management level, the induction of changes within the operations of the company requires the involvement of all stakeholders accordingly. Therefore, LIPC Integration Plc management should incorporate the workers in the given departments comprehensively to allow proper transition to the proposed pay and rewards system. Reference Smith, P., Farmer, M. & Yellowley, W., (2012). Organizational Behavior, Abingdon Hodder Education, ISBN 978-1-4441-3533-6 Read More