Organization Managementorganization Managementcomment By Stacy Peerbol ✓ Solved
ORGANIZATION MANAGEMENT ORGANIZATION MANAGEMENT Comment by stacy peerbolte: Review APA 7 Professional formatting. Organizational Management Abdirahim M Muhumed Liberty University Prof: Dr. Peerbolte, Stacy Fri, 04/16/2021 Abstract Introduction Comment by stacy peerbolte: An abstract is not the same thing as an introduction. Please review APA 7 professional formatting. Organizational performance is influenced by a number ofseveral factors.
One key factor is nth management of the human resource and various resources in an organization such as financial management. It is a result that various schools have delved into finding out what organizational theories can be used to foster the performance of an organization. It is important to note that One such theory that is popular in the discussion is the classical organization theory. This paper seeks to discuss the classical organization theory with respect to the contributions of various scholars and the implications of the same in decision-making. Background of the issue The development of the classical organizationtheory has been day in and out.
Manyresearchesresearch and studies have been made in attempt to improve the viability, effectivenesseffectiveness, and reliability of the theory. It is important to embrace all the contributions of the various scholarsand how the same could be embraced in decision making, human resource managementmanagement, among others. Importance of the issue There are a number ofseveralscholars who have helped in research and development of the classical organization theory. FirstlyFirstly, is Fredric Taylor who researched and recommended on firms doing a thorough study of the customized tasks and come up withprecise procedures that could be used toused to improve the human resource outputs (Suddaby & Foster, 2017).
Secondly is Henry gantwhodeveloped the bar graph used tomeasureplanned and complete work and the various stages of development. Such is used to improve the efficiency by ensuring step wise optimal input of resources and output. Additionally, Lillian Gilbreth researched into the necessary motions that and movements that are used to improve the performance of the human resource. The researcher also researched on howtoeto effectively understands the human needs in work by for instance moods assessment to ensure improvement of the performance and organizational results (Oreg& Berson, 2019). S/N o Scholar Area of contribution Scholarly contribution 1.
Fredric Taylor Organizational management- classical organizational aspects researched and recommended on firms doing a thorough study of the customized tasks and come up with precise procedures that could be used to improve the human resource outputs 2. Henry gant Organizational management- classical organizational aspects Developed the bar graph used to measure planned and complete work and the various stages of development. Such is used to improve the efficiency by ensuring step wise optimal input of resources and output. 3. Lillian Gilbreth Organizational management- classical organizational aspects Researched into the necessary motions that and movements that are used to improve the performance of the human resource.
The researcher also researched on hoe toe effectively understands the human needs in work by for instance moods assessment to ensure improvement of the performance and organizational results Public administration is different from private administration in the sense that public administration entails offering services in management in public organizations and entities such as the state-owned. On the other hand, private management entails services that are offered in the sector in private entities such as privately-owned organizations. There is usually a greater sense of responsibility in private management as compared to public administration (Sroufe, 2017). In the public administration, there is usually adherence to government formulated policies in the management of the public-ownedpublic owned as compared to the private management where the owners formulate the management policies and guidelines through the use ofusing the managers that are often delegated the duty of doing such.
The taxpayers for instance fund the public entities as opposed to the private organizations that are often funded by the owners or through the trading of shares in the listed companies (Oreg& Berson, 2019). It is vital to note that the differences in the above influence a number ofseveral aspects in an organization that have to do with decision making, human resource management, and the classical organizational theory. For instance, decision-making is through the management that is employed by the government. The input of the public could also be need when it comes to decisions that are made in public administration. There is also a strict adherence to a given stipulated public administration code of performance and administration amongst the state officers.
It is in sharp contrast to the private management that mostly does the contrary to the above. S/N o Public administration Private management 1. Decision making is usually pluralistic in nature and entails many decision makers Decision making is often monopolistic in nature with few decision makers 2 Accountability is to the general publicpublic Accountability is to the owners 3. Mostly for welfare orientation purposes Profit oriented in nature 4. Taxation and duties are some of the sources of revenue Profits are often the sources of revenue Regarding human resource management, as mentioned above, the human resource is managed according to the stipulated operational policies and laws of the government in most cases.
For instance, the grounds for dismissal and hiring are usually as guided by the government or public stipulation which is often not the same as the private management. It is the reason for a more stringent management oof human resources and more accountability of human resources as compared to private management. On the other hand, the classical organizational theory is influenced greatly by the type and differences rights are encountered as discussed above. For instance, the administration of the affairs of organizations is directly linked to public accountability and government directives as opposed to private management where accountability is to the owners and maybe to the shareholders (Aslam et al., 2018).
Additionally, aspects such as money management and use also have a direct link to the various policies and guidelines that govern the two types of management and practices that are linked to the same. It is important to note that in many countries or nations, both private management and public administration have been of great sense and hence it has evoked the need for even better management of the same. It explains the need for the input of the various scholars into making the field of organizational management even better through the use ofusing the various study recommendations and inputs by numerous scholars such as the ones that are discussed in this paper. Recommendations It isimportant to adhere to the various scholarlyadvocaciessuch as sticking to classical theory advisories on how for instance to increase the effectiveness and the efficiency of the managementthrough better human resource management.
Additionally, the difference between the private and publicmanagement and amidnsuitarion should be clearlyevaluated to ensure the bestpractices are sued and discard the unnecessary practices such as pooraccountability. References Suddaby, R., & Foster, W. M. (2017). History and organizational change. Oreg, S., & Berson, Y. (2019).
Leaders’ impact on organizational change: Bridging theoretical and methodological chasms. Academy of Management Annals , 13 (1), . Aslam, U., Muqadas, F., Imran, M. K., & Saboor, A. (2018). Emerging organizational parameters and their roles in implementation of organizational change.
Journal of Organizational Change Management . Sroufe, R. (2017). Integration and organizational change towards sustainability. Journal of Cleaner Production , 162 , .
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Organizational Management: Embracing Classical Organization TheoryIntroduction
Organizational management is pivotal for enhancing an organization’s effectiveness and overall performance. Various factors significantly influence organizational performance. One of the most critical aspects is human resource management and its interaction with financial and operational elements. The classical organization theory has emerged as a vital framework in discussing how organizations can improve their performance through structured management approaches. Prominent scholars have contributed to the evolution of classical organization theory, underscoring its implications for decision-making and human resource management. This paper explores the classical organization theory and its historical contributions, as well as its relevance to contemporary organizational management.
Historical Background of Classical Organization Theory
The classical organization theory emerged in the late 19th and early 20th centuries as organizations sought methods to enhance productivity and efficiency. Scholars like Frederick Taylor, Henri Fayol, and Max Weber laid the groundwork for this theory, focusing on systematic approaches to management.
1. Frederick Taylor emphasized efficiency through scientific management, advocating for analyzing tasks and establishing standardized workflows (Suddaby & Foster, 2017). His contributions paved the way for measuring and optimizing task efficiency within organizations.
2. Henri Fayol introduced administrative theory, outlining principles of management that guide organizational roles and processes. Fayol's work supports the notion that effective management comprises planning, organizing, commanding, coordinating, and controlling (Sroufe, 2017).
3. Max Weber is recognized for his theory of bureaucratic management, characterized by hierarchical structures, defined roles, and formal regulations. Weber's emphasis on bureaucracy contrasted with previous informal management practices, suggesting that a formal structure contributes to organizational reliability and efficiency (Oreg & Berson, 2019).
These founders laid the foundation for organizational structure and efficiency, setting the stage for modern management practices.
Contribution of Classical Scholars
The classical organization theory has several key proponents whose research has significantly contributed to the field.
1. Frederick Taylor’s Scientific Management: Taylor's emphasis on the "one best way" to perform a task provided a benchmark for subsequent management practices. Organizations began employing time studies to optimize work processes, resulting in enhanced productivity and reduced labor costs (Suddaby & Foster, 2017).
2. Henri Fayol’s Principles of Management: Fayol's principles, such as unity of command and scalar chain, have become fundamental to understanding management hierarchies and organizational dynamics (Sroufe, 2017). His contributions emphasize the need for clear lines of authority and communication, which are essential for effective decision-making in any organization.
3. Lillian Gilbreth’s Motion Study: Gilbreth focused on human elements within work processes, analyzing the motions required to complete tasks and aiming to streamline them (Oreg & Berson, 2019). Her discovery of the psychological aspects of worker satisfaction influenced human resource management practices, underscoring the importance of understanding employee needs.
4. Henry Gantt’s Scheduling Techniques: Gantt's development of bar charts for project scheduling enabled managers to visualize tasks and their timelines better. His contributions are vital insights into project management, facilitating a clearer understanding of progress and resource allocation (Aslam et al., 2018).
Implications for Decision-Making and Human Resource Management
The classical organization theory's implications extend into decision-making and human resource management. In public administration, decision-making is rarely homogenized since it often involves various stakeholders, necessitating a more inclusive approach (Sroufe, 2017). Decisions are influenced by government regulations and public needs, leading to pluralistic pathways for accountability.
In contrast, private management often adopts a more centralized decision-making approach, where decisions are made by a few individuals or a senior management team based on efficiency objectives. This monopolistic nature allows for quicker decision-making processes but may lack the breadth of public input (Aslam et al., 2018).
Human resource management also varies significantly between public and private sectors. Public entities are often bound by government regulations regarding hiring and staffing, which imposes strict adherence to policies that govern human resources (Sroufe, 2017). This leads to more comprehensive employee accountability measures compared to privately owned organizations, where policies are primarily designed to enhance profit margins while ensuring employee satisfaction.
Modern Management Practices in Relation to Classical Theory
Despite the emergence of more contemporary management theories, classical organization theory holds relevance today. Many organizations incorporate Taylor’s principles of scientific management alongside more modern, flexible approaches to enhance efficiency and productivity. For instance, organizations utilize data analytics to assess employee performance and optimize workflows, paralleling Taylor’s time-motion studies.
Fayol's principles continue to influence management training programs, ensuring that future leaders understand the importance of organizational structure, communication, and planning. Moreover, understanding the mental and physical wellbeing of workers, as emphasized by Gilbreth, is integral to modern human resource strategies, reflecting the ongoing relevance of classical theories in addressing contemporary organizational challenges.
In light of ongoing technological and societal changes, leaders can harness classical organization theory to strike a balance between structured, efficient management while fostering an adaptable and employee-centered workplace.
Conclusion
Classical organization theory established foundational principles that continue to shape management practices today. The contributions of scholars like Frederick Taylor, Henri Fayol, and Lillian Gilbreth are essential in understanding decision-making and human resource management. As organizations navigate the complexities of modern management, the insights provided by classical theory remain pertinent in aiming for improved organizational efficiency, accountability, and employee satisfaction.
References
Aslam, U., Muqadas, F., Imran, M. K., & Saboor, A. (2018). Emerging organizational parameters and their roles in implementation of organizational change. Journal of Organizational Change Management.
Oreg, S., & Berson, Y. (2019). Leaders' impact on organizational change: Bridging theoretical and methodological chasms. Academy of Management Annals, 13(1).
Sroufe, R. (2017). Integration and organizational change towards sustainability. Journal of Cleaner Production, 162, 144-156.
Suddaby, R., & Foster, W. M. (2017). History and organizational change. Organization Studies, 38(7), 1021-1041.
Fayol, H. (1949). General and Industrial Management. London: Pitman.
Taylor, F. W. (1911). The Principles of Scientific Management. New York: Harper & Brothers.
Weber, M. (1946). From Max Weber: Essays in Sociology. New York: Oxford University Press.
Mintzberg, H. (1979). The Structuring of Organizations. Englewood Cliffs, NJ: Prentice-Hall.
Kotter, J. P. (1996). Leading Change. Boston: Harvard Business School Press.
Fischer, F. (1993). Policy analysis as a design science. Journal of Policy Analysis and Management, 12(4), 615-634.