[Institute]
Introduction
During the last few decades, the way of doing business has transformed drastically. Previously, the term management and administration were synonymous to each other. The basic notion of managing people revolved around the idea that employees should be controlled to achieve the business objective. Now, employees of the organization are considered the most valuable asset, and they are developed significantly (Morden, 2004). This paper presents the case of a highly experienced professional named Robert, who has worked for Recycled Furnishing for a multitude of years. During his association with the company, the organization saw great heights of success. The sort of management style Robert used will be critically analyzed. As Robert is planning retire from the enterprise, a new manager is being recruited, who will take charge of the shipping division. This paper will also analyze the way he should manage the shipping division considering the modern business management processes.
Management Style of Robert
Robert, a baby boomer, left Damco Company where he worked as a supervisor and joined Recycled Furnishings. Due to his scientific management style, he was promoted to the last job. However, he implemented the same school of thought in Recycled Furnishings since he joined the organization. He was considered as one of the most efficient managers who believed in augmenting financials results of the company by optimizing tasks. He strongly believes that firm's productivity could be augmented only if manager simplifies jobs and increase the quantity of tasks. By implementing scientific school of management thought, visible improvements could be seen in the shipping, as well as, furniture assembling processes.
Management Style in the light of Managerial Theories
Robert followed scientific management style in both organizations, i.e., Damco and Recycled Furnishings. Frederick Taylor was the one who developed scientific management theory. This school of thought emphasized on ameliorating the work process efficiency. As per Taylor's theory, organizations break out the work processes into small units and then identify the best possible way of performing jobs. Companies need to train the workers so that they can handle each job task efficiently in a pre-determined manner. Employees in return will get the pre-defined reward against the improved productivity (Burrow & Kleindl, 2012). Frederick Taylor scientific management theory brought various amelioration in the field of management. Before scientific management theory, organizations followed autocratic management style, which is considered as a one-man show in the business. However, the situation changed when Taylor school of thought replaced the old management practices. Visible developments were seen after employing Frederick theory of management. Those developments were as follows: improvements in productivity, employee rewards, quality, personnel practices and teamwork.
Robert applied Henri Fayol's school of thought in the business processes. Due to globalization, the scientific management approach replaced by the modern theory of management. Henri Fayol emphasizes on the improvement of organizational processes, as well as, administrative tasks. His fourteen principles best meet the modern workplace changing demands.
Henri Fayol was the theorist who developed modern management theory. According to him, the world is facing transformational change due to which organizations need to focus on their operations, human resources, and administrative tasks. He proposed fourteen principles, which are thoroughly addressing modern management issues exist in the workplace. The principles best align with technology advancement, trade unions, and changes in value systems, organizational design, globalization, and cultural shifts in the workplace.
Comparison of Robert’s Current Management Through with Early Thinking
Before globalization, the purpose of organizations was to optimize the tasks and simplify jobs to attain maximum productivity. The scientific management approach by Robert at that time was beneficial for company's operations and processes. On the other hand, by the time, things started to change due to globalization; the management approach was transformed from scientific school of thought to modern school of thought. The modern theory of management best aligns with changing demands of human resources, operations, and administration (Pettinger, 2007).
Part Two
Comparison of Robert’s Management Style Versus the New Managerial Approach
The new managerial style focuses more on systems rather than individuals. The major thrust of the 21st century has been on the concept of sustainability. No organization will be willing to achieve growth for short-term and then go under the period of problems. Every organization needs consistency and the primary way to achieve consistency is based on the notion of relying on systems rather than individuals. People leave organizations, but the overall stake of it should not revolve around the personality of the leader. Therefore, if anyone has been given charge of the department that Robert used to head, he should focus on developing standardized functions. It should be noted that Robert was not the CEO of the organization, and the only department he was handling was its shipping department. Based on this fact, the new manager should endeavor to develop standard operating procedures for all the possible things. As Robert was in good books of the employees, the new manager should try to continue the practices of Robert inform a structured policy. The new manager can also develop a mechanism, where the staff can share their learning and insights for the improvement of systems.
Implication of Changes in Management
For any point in time, an organization should do all the proactive succession planning. There should always be an effort to create a second line of leadership. If such a strategy was applied by Thor, then it should not be any problem. They should only be required to hire the best human resource with decent intrinsic and non-intrinsic advantages. He should be given the opportunity to work independently accompanied by an active feedback mechanism. If the organization had not made any such forecast, it is bound to face problems. For a recycling business, the organization is required to have a firm grip on the supply chain. This business is heavily dependent on strong backward and forward integration. Any loopholes in this side can result in the company earning a bad name. The organization can miss significant time commitments that can cause the organization to lose valuable customers.
New Approach Changing the Shipping Division
The heavy dependence on developing robust standard operating procedures will allow the organization to achieve a level of consistency. The organization will not be dependent on a particular manager. Now the business operations will rely on a systematic approach. The notion of sharing learning and insights from the employees will allow the management to improve further the system. Numerous businesses nowadays encourage a bottom-to-top communication approach, where employees' feedback is taken as an input in system designing. As the employees of the lower-scale interact directly with the customers and system, they have the first-hand knowledge of the areas that can improve. For example, people in the sales department are in continuous touch with the customers, and they are in a good position to identify the areas of improvement. As the new management aim to take their advice as input, the overall efficiency of the business will improve.
References
Burrow, J. L., & Kleindl, B. (2012). Business Management. Mason, US: Cengage Learning.
Morden, T. (2004). Principles of management. Aldershot, Hants, England: Ashgate.
Pettinger, R. (2007). Introduction to management. Basingstoke: Palgrave Macmillan.
