A leader is a person who can influence the behavior of others without using force. Leadership also means that the process of influencing a group to achieve goals. There are three main types of leadership style, they are autocratic, democratic and laissez faire. Besides the three main types of leadership styles, there are also five sources of power that used by a leader, they are coercive, reward, legitimate, expert and referent. First, the autocratic style of leadership, it is also called the leader centered style. This type of style described a leader who tended to centralize authority, make unilateral decisions and limit employee participation. An autocratic leader always tells the people that what should be done, the employees have to perform the work without changing any of the orders. There are three main characteristics of autocratic leadership style, they are formal relations, centralized authorities and single man decision. Formal relations Continue reading
Management Principles
Four Levels of Organization Development Interventions
Organizational development is the direction of organizational consulting, which is a list of methods aimed at changing the existing situation in the field of corporate culture, psychological climate, and other degrees of satisfaction with work. Unlike organizational diagnostics, these events and projects not only assess the current situation in the organization but mainly aim at changing this situation. In addition, the given development interventions are conducted at four levels, such as physical, infrastructural, behavioral, and cultural, and they are assisted by coaching activities. Moreover, organizational development of an enterprise is a systematic, purposeful improvement of its organization by building more rational production and management structures, regulating the functions of individual units or divisions. The given approach also affects workers and their interaction by streamlining labor, managing processes based on the optimal combination of production elements, and creating conditions for their smooth functioning and further development. In other words, the essence of Continue reading
Participative Management – Concept, Principles, Implementation, Benefits, and Challenges
Participative management is a management approach that involves employees in decision-making processes and encourages them to take an active role in the organization. It is also known as employee involvement, employee participation, or democratic management. Participative management is a form of empowerment that enables employees to contribute their ideas, knowledge, and skills to improve the organization’s performance. This article will discuss the concept of participative management, its benefits, challenges, and implementation strategies. Concept of Participative Management Participative management is a management style that aims to involve employees in the decision-making process. It is based on the principle that employees who are directly involved in the work processes are best suited to make decisions that affect their work. Participative management recognizes that employees have a wealth of knowledge and experience that can be tapped to improve organizational performance. By involving employees in decision-making, organizations can harness the creativity and innovative potential Continue reading
The Operational Approach to Management
Management is referred to as the science of using people and resources to achieve goals. Sometimes managers are involved in supervision and, therefore, management can further be interpreted as making sure people do their duties as assigned to them. This means that managers are mandated to ensure that productivity is realized in an organization. An operational approach is an approach that is borrowed from Bridgman’s work; this approach attempts to bring together the knowledge of management that is related to functions of management. The operational approach brings together management concepts, principles and techniques in the management practice. According to Koontz and Weihrich, management involves designing and maintaining a working environment where individuals or people working in groups achieve their objectives efficiently. This means that management cannot be successful without a strategic plan, proper coordination of activities and direction, as well as a reasonable control of decision-making processes; therefore, managers should be Continue reading
Why Bureaucracy is No Longer Relevant in Today’s Business Environment
In the competitive business environment of the 21st century, managers must concentrate and focus all their efforts on ensuring their organizations retain a competitive advantage in the market. Failure to adhere to this basic principle means failure for the organization. As such, many conscientious and assiduous managers are dumping traditional approaches of running organizations in favor of more conventional approaches that guarantee the concentration of synergies and addition of value in all organizational endeavors. One traditional management approach that is fast fading into oblivion is bureaucracy. A bureaucracy is an organizational structure with inflexible hierarchy of officeholders, regulated by impersonal uniform rules, protocols, and procedures. In most occasions, all the personnel within the organization have well defined positions and titles. he rules and procedures specify the type of duties that each worker must perform, and organizational functions are structured into set offices, which are holistically organized into a vertical hierarchy that Continue reading
Staffing Function of Management
Staffing function of management consists of manpower planning, recruitment, selection, training, compensation, promotion & maintenance of managerial personnel. “The managerial function of staffing involves manning the organizational structure through proper & effective selection, appraisal & development of personnel to fill the roles designed into the structure”: – Koontz and O’Donnell Need and Importance of Staffing How can the enterprise objectives be achieved if competent persons are not appointed in the organisation? What would be the fate of an organisation that is indifferent to the training requirements of its personnel? How will the managers and operators feel if they are not duly compensated for their sacrifices for the organisation? Will the morals of the people not come down, if nobody in the organisation looks after their welfare? The answers to these questions reveal the need and importance of staffing. The need and importance of staffing function of management can be assessed Continue reading