Having experience in planning and administration, I would choose a design which suits the organization’s needs. Considering the employees as the greatest asset, I will invest in them to ensure that the moment they prosper as the organization also moves along the same line. An effective organization design ensures that there is a systematic flow of activities as well as it can be realigned to meet the needs of its employees and it is easier to implement changes. Nonetheless, a flexible organizational structure will ensure to accommodate, the entire human resource as each individual is different in their unique ways, diverse personalities, and abilities which should be acclimatized in such settings. The creativity aspect is vital as it adds more value to the job, it is not enough to accomplish the daily assignment as stipulated, what makes it more complete is the sense of renewed creativity. Therefore, as the new manager, I would allow room for open-mindedness, independence and workers will not feel trapped in their bodies as they will be given that opportunity to explore and be creative.
The management style based on the Theory Y creates the organizational climate which inspires autonomy and recoils from the bureaucracy which is one of the main reasons the board of directors left their previous job positions. I would recommend this design as it drives the management to take up the leadership role in inspiring creativity rather than supervision. However, by changing the management strategy and implementing McGregor’s theory Y, it can change the setting of the company. Theory Y operates under the notion that all employees love their occupation and they go out of their way to ensure the company achieves its goals (Lewis, Packard & Lewis, 2012,). Theory Y should be fostered because the staffs are the main stakeholders in any organization and their pride in working can have positive effects on performance as well as delivery.
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Moreover, theory Y gives employees the opportunity to develop themselves as they are involved in profound decision making, which makes them self-driven and seeks out bigger challenges. This position further allows them to engage their creative minds and develop innovativeness when it comes to problem-solving (Lewis, Packard & Lewis, 2012). However, it should be understood that this theory on its own cannot provide the needed results as several other factors are involved in the motivation of employees to become creative.
Reference
Lewis, J., Packard, T., and Lewis, M. (2012). Management of human service programs . Belmont, CA: Thomson Brooks/Cole.
