Management principles have continued to change based on the emerging demands in organizations. Overtime, management has changed from the task-oriented to relationship-focused management style. In the 21st century, more focus has been on enhancing employee productivity and job satisfaction. Employees are now treated as an integral part of an organization. The following discussion will focus on Galaxy Inc. scenario in explaining the role of managers and the application of different organizational theories.
Background of Galaxy Inc. Scenario
Bart Aldrin has been a manager at the Galaxy Toys Toledo, Ohio Branch. He was a manager since 1969. He believed that he was the main decisionmaker. He enhanced productivity through the promoting division of labor and fostering efficiency. His bureaucratic style of management ensured all employees adhered to the rules and regulations at all times. His work was final as he did not give employees an opportunity to participate in decision making. As a result, employee morale was low.
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In the 90’s the new demands in workplace led to a change in management. Bart had to treat employees as an integral part of the organization. He enhanced good relationships with employees. As he retired, a new manager, Joyce Barnhart seeks to bring a new management style that will address the challenges of the 21st century in the workplace.
Part 1
Identify and Discuss the School of Thought
Bart’s management style seems to be inspired by the scientific management school of thought’s principles. The scientific school of thought is characterized by the division of labor, focus on increasing productivity, observant on rules and regulations, and minimizing wastage of resources (Scheiber, 2012). At Galaxy, Bart was a task-oriented kind of a manager. He ensured that employees remained focused on performance. He trained and hired the best employees to enhance productivity in the company. He also advocated for the specialization of labor, which is a major principle of scientific management. The scientific management does little to promote teamwork or employee relations in the workplace (Scheiber, 2012). All the major decisions are made by the management. The same is reflected at Galaxy. There is isolation of employees as each is required to work independently in the areas of his/her specialization. There is little attempt to promote teamwork and collective decision-making, with Bart saying that employees have to adhere to what he thinks is right. While the scientific management is imperative in improving productivity and efficiency in an organization, it might lead to low job satisfaction and loss of morale among employees, which was the case at the Galaxy, before the shift to new management style.
Identify the Theorist and Contributions
Fredrick Winslow Taylor was the main proponent of the scientific management school of thought. He was inspired by the inefficiencies in industries during the industrial revolution (Scheiber, 2012). He developed the scientific management to address the major problems at the management level and within the workforce. As aforementioned, one of his contributions was improving efficiency in organizations. Wastage of resources such as time and materials was as a result of incompetent workers and the lack of specialization. To address the problem, he proposed the specialization of labor and hiring the most competent and experienced employees (Scheiber, 2012). Taylor also contributed to the increased productivity in an organization. To achieve that, he indicated that employees ought to be compensated based on their output level. Therefore, employees were more willing to increase their level of productivity since the compensation was commensurate with the output level. His contributions, though, would only help in the 19th and part of the 20th century organizational management. The changes in the organization and employee empowerment demanded a new management school of thought.
School of Thought when Shift Took Place
Bart’s new management style reflects the principles of Theory Y management school of thought. Theory Y assumes that employees are self-driven, highly motivated to work, yearn for employee autonomy, and focus on being part of the decision-makers in an organization (Collings & Wood, 2009). The principles of theory Y are linked to the scenario at Galaxy. Bart changed from being the sole decisionmaker to enhancing employee participation. He encouraged employee relations and improved the working conditions with an aim of promoting employee job satisfaction. Theory Y indicates that employees seek to be independent, which means that they want to work under minimal supervision. This is unlike in scientific management where Bart had to supervise employees to ensure that they followed the required processes. Employee autonomy in the workplace leads to increased job satisfaction and low turnover. It also leads to more creativity and innovation, which is a major principle in theory Y management school of thought. Theory Y is also a people-focused theory of management. At Galaxy, Bart changed from only focusing on work to also enhance the welfare of employees. He ensured that there was a balance between tasks and the life of the employees. The resultant effect is the increased output levels, employees’ satisfaction, and highly motivated teamwork.
Identify and Discuss Theorist
Douglas McGregor was the main founder of theory X management school of thought. As aforementioned, McGregor developed principles that are based on assumptions of the nature of employees. The main principles are that employees want to be part of decision making process, are highly motivated and can work with minimal supervision, and are creative and innovative. These principles have affect how Bart relates with employees at Galaxy. Firstly, he has been compelled by the new circumstances to treat employees as an integral part of the organization. Employees are no longer treated like machines or objects of production, but important people whose contribution can assist in improving the state of affairs in the organization. Secondly, relationship-oriented kind of leadership style has emerged in Galaxy. Unlike in the past where the management was task-oriented, Bart is now promoting excellent relationship and teamwork. He has to ensure that he establishes strong bonds with employees for the purpose of fostering employee morale and job satisfaction. Thirdly, Bart has come to the realization that employees can work under minimal supervision and remain productive. Additionally, he has had to balance life and work. That means Bart has been forced to enhance the working conditions of the employees, where each is entitled to off days and working within the stipulated hours. Bart may need more training to become more effective under the new management style.
Part 2
The 21st century managers are faced with new challenges, one being how to enhance employee retention. High salaries and wages are no longer the major motivations for employees. In the 21st century, employees want to become an integral part of an organization, control their productivity, work as a team, and be consulted in major decisions (Collings & Wood, 2009). With employees having a higher bargaining power, new managers need to change their management styles to prevent employee turnover and to increase productivity (Collings & Wood, 2009). Joyce Barnhart needs to apply the human resource management theory as the new school of thought at Galaxy Company. The main proponent of the theory was Elton Mayo. The HR management theory is an employee-focused type of management. The main principles include enhancing career development through training, fostering employee productivity through performance appraisal, enhancing effective communication with employees, promoting a favorable good working conditions, embracing diversity, and fostering knowledge transfer (Collings & Wood, 2009). These are the challenges and opportunities in the 21st century that Joyce Barnhart faces as the new manager. Retaining the best employees in an organization is imperative in promoting productivity and quality of services. In the 21st century, the globalization effect, has also brought a new challenge to managers. Employee diversity is the new norm and the manager has to create an environment that accommodates all employees. With emerging technologies and challenges, managers have to avail workshops where employees are trained to remain relevant in the workplace. Joyce Barnhart will need to have a better understanding of the need to establish strong relations with employees and to empower her workforce.
Effect of Joy’s Vision as Galaxy Manager
Joy’s vision will have major positive effects to the company. Her vision will focus on enhancing productivity, while at the same time improving the welfare of the employees. As a result, one of the effects will be establishment of rewards and recognition programs for employees. The second would be to increase employee benefits, which will include performance appraisals, collective decision-making process, paid maternity leave, and increased wages. These benefits will have a positive effect on the company. The benefits will include knowledge transfer due to low employee turnover. As a result, Galaxy Company will have a competitive edge over its rivals.
References
Collings, D. G., & Wood, G. (2009). Human resource management : A critical approach. In D. G. Collings & G. Wood (Eds.), Human resource management: A critical approach (pp. 1-16). London: Routledge.
Scheiber, L. (2012), Next Taylorism: A Calculus of Knowledge Work , Frankfurt am Main, BRD: Peter Lang, ISBN 978-3631624050
