Management Operations
Management Operations
Question1
There are many reasons of current global economic downturn but the most important factor in this regard is ethical management. Ethical management is basically the art of managing stakeholders, employees and the people directly or indirectly connected with the organization. It is recommended that organizations constitute an ethics committee with educational responsibility. A Monitoring and transaction environment is correlated with the establishment of internal control systems, whose objective is to reduce the possible vulnerabilities in the organization's processes and thus mitigate risks (Mullins, 2005). Appropriate trainings are required in order to enhance management skills of managers. These training enhance the managerial skills and take the organization on high profit stage.
It is necessary for managers of the organization to deal with different aspects related to the progress of company (Almihoub et.al, 2013 pp. 4). Administration is directly responsible to stakeholder and people that are working for the progress of the company. The code of conduct or the action to deal with these relations influences the economics of organization. Mostly the executives put extra pressure on employees and takes work with them like a machine and do not consider issues or problems of employees. In this case, management only thinks about revenue. Change management models define some rules and regulations regarding ethics and principles that help the owner of the organization to take some serious action against the management (Leoni et.al, 2013). Wal-Mart is one of the examples available for change management application. At this stage a leade2r is required to design policies and give a vision to organization for different operation of departments. This model explains the principles to cope up with different organizational issues that cause global economic downturn. Entire world is facing difficulties to get rid of economic downturn because it affects the performance of employees as well as the association (Yang et.al, 2013).
Question 2
Success of organization depends upon the structure and rules implemented by the company. Mostly organizations deploy some teams on different tasks in order to easily manage work with available expertise (Gupta, 2013). It is a better way to handle special errands because company includes most competitive and capable team members to get better results. It is the way to utilize different brains on a single comprehensive task. Tesco is a well known company of UK use team structure to manage sales and production department. This structure resulted in high sales and production that increases the revenue of Tesco. This company use different motivational strategies and models to induce their employees for better performance (Mullins, 2005).
Team motivation is necessary for improved outcomes. Leadership, growth, and responsibility are some factors that enhance the motivation of team (Scott, 2013). If a leader do not takes stand for a team and guide them accordingly, the project may become fail. A leader is the one that trust team members and give them a sense of responsibility which enhance their confidence. As a result, this confidence influences the performance of team members. In order to motivate the team members, the leaders of teams give intricate tasks as a challenge (Fuchs, 2013). It becomes necessary for the member to perform best in order to prove the skills and expertise in a particular field.
Growth is the final destination of every employee working in an organization. Management design different growth packages for their employees to increase the competition (Henke et.al, 2013). The facilities provided by the company force every team member to give their best to organization in order to get rewards. Incentives and growth opportunities increases the motivation in employees and they give their best to the organization.
Question 3
Managers are the leaders of their particular departments they are working for. It is necessary for managers to motivate their staff members continuously for the progress of organization (Bhadauria et.al, 2013 pp. 120). In organizations, it happens some time when the employees loose the hope of achieving targets. At this stage, a goal oriented motivational model is required to produce positive results for the company. This sort of motivational model encourages employees to try harder for acquiring desired results (Hayen et.al, 2013 pp. 517). Generally, the managers of reputed organizations like Tesco and Wal-Mart utilize goal oriented motivational model to encourage their employees.
Most of the companies set different targets for their employees and reward them after accomplishing required task (Mullins, 2005). Rewards and growth incentives can play an important role to motivate the employees again. It is the responsibility of managers to encourage their team members for getting incentives. The program of incentives works only when motivation is the only problem of low sales (O’Connor et.al, 2013 pp. 10). The effect of this program goes in negative when employees put all their pains for achieving target but the situation of market is not favorable (Habidin et.al, 2013 pp. 60). The progress of organization also depends upon market condition.
Appreciations can be used for the purpose of motivation. Mostly, companies organize appreciation gatherings to honor the abilities and achievements of employees. This kind of appreciation enhances the level of competition (Parvizi et.al, 2013 pp. 274). A good relation among managers and employees is necessary for escalating self-confidence in workers or team members (Wang et.al, pp.1013). If employees become motivated again after a low session of sales, and rejoin their skills and customer catering powers than organization will become able to attain obligatory target. This can become only possible from the support of a talented manager that can handle pressure and work in complicated situations (Taylor, 2013).
References
Almihoub, A. A. A., Mula, J. M., & Rahman, M. M. (2013). Identifying effective management instruments and human behavioural changes to manage energy use and abate emissions at firm level. Journal of Sustainable Development,6(7), 1-15.
Bhadauria, A., Bhattacharjee, S., Anandkumar, C. B., & Puthiyonnan, S. (2013, August). Sustaining High Performance in an Offshore Team in Globally Distributed Development: A Success Story. In Global Software Engineering (ICGSE), 2013 IEEE 8th International Conference on (pp. 120-123). IEEE.
Fuchs, C. (2013, November). Student Organization Structure and Success, Study Abroad Programs, Interview Process. In 2013 Annual Conference. Nchc.
Gupta, A. (2013). Training & Development A Key to Success in Organization for Economic Development. Asian Journal of Research in Banking and Finance,3(10), 1-9.
Habidin, N. F., & Yusof, S. R. M. (2013). Critical success factors of Lean Six Sigma for the Malaysian automotive industry. International Journal of Lean Six Sigma, 4(1), 60-82.
Hayen, A. P., van den Berg, M. J., Meijboom, B. R., & Westert, G. P. (2013). Accountable Care Organizations: How to Dress for Success. The American journal of managed care, 19(6), 517-519.
Henke, R., Goetzel, R. Z., McHugh, J., Gorhan, D., Reynolds, M., Davenport, J., & Isaac, F. (2013). Employers' Role in Cancer Prevention and Treatment—Developing Success Metrics for Use by the CEO Roundtable on Cancer.Population health management.
Leoni, R., & Gritti, P. (2013). High performance work practices and educational mismatch: creation and destruction of competencies.
Mullins, L. J. (2005). Management and organisational behaviour.
O'Connor, D., & Jones, G. (2013). Trust, conversation and creativity: Designing an intentional culture of success. Journal of Professional Communication, 2(2), 10.
Parvizi, R., Oghbaei, F., & Khayami, S. R. (2013, May). Using COBIT and ITIL frameworks to establish the alignment of business and IT organizations as one of the critical success factors in ERP implementation. In Information and Knowledge Technology (IKT), 2013 5th Conference on (pp. 274-278). IEEE.
Scott, G. G. (2013). Success in MLM, Network Marketing, and Personal Selling: A Step-by-Step Guide to Creating a Powerful Sales Organization and Becoming Rich and Successful in Multi-level and Network Marketing. Booktango.
Taylor, P. (2013). Performance Management and the New Workplace Tyranny: A Report for the Scottish Trades Union Congress. Glasgow: Strathclyde University.
Wang, P., & Shi, C. (2013). The Organizational Innovation Path Formation Mechanism of Innovative-Oriented Enterprises Based on Effect Elements. InEmerging Technologies for Information Systems, Computing, and Management(pp. 1013-1020). Springer New York.
Yang, H. Y., Yu, C. H., & Wang, M. J. (2013). Strategic management in the establishment of a magnet hospital: A nursing staff perspective.
