What is Management?
There are many definitions of “management“, for some it is just a job title. To other it’s an activity rather than job titles; for them management is not a single homogeneous activity, but a variable mixture of different activities. To others the term refers to a group of people, a trade or profession. In some cases, “management” is referred as ‘them’ in view of the shop floor – with the underlying assumption that there is a ‘them and us’ situation on the job. Management is considered in a group with owners of the company, to act and make decisions. Based on what is best for owners and their representatives – the management.
Management helps to achieve the desired results; it does not say what to do different functions, but consensus on the objectives that are structured to encourage the right to participate in the target groups are correct at the right time.
Management has many meanings. To quote Peter Drucker, “Management is task, Management is a discipline, but the Management is also people. Each achievement is the creation of consistent manager. Every failure is the failure of the manager, dedication and vision “integrity of directors determines whether there is management or mismanagement.”
In the last century, the management theory has encouraged the managers to adopt a different management styles depending on the timing and organization’s needs. In recent decades, “scientific” theory emphasizes employee empowerment and democracy in the workplace has received general approval, replaces the previous “scientific” approaches and processes. Writers such as Ouchi, Peters and Kanter argued these positions.
A further development of the continuum was published by Ashridge Management College in 1966. Basically, there are four different management styles:
Narrator – the autocratic dictator. Manager makes decisions, orders and expects obedience. Communication is downwards no feedback until after the event.
Sells – Manager makes decisions and tries to convince employees that it represents their ‘best interest’.
Consults – The partial participation. The Director shall retain discretion, but is trying to reach other people’s opinions before deciding. Ashridge stresses that it is an honest approach that does not try to fool the staff, will not alter its earlier decision.
Joins – A democrat, here the director agrees with the staff and functions within the team, which aims to achieve a consensus decision. It is most effective when all group members have knowledge and experience to contribute to a more balanced and informed debate which can lead to better decision.
The results of the survey is that employees prefer to “hear” and “join” style, but most managers have been assessed as “telling” and “selling”. This was reflected in the fact that employee satisfaction at work tends to be higher with staff that have seen the style of their manager as “hear” and “join”.
Another important conclusion was the need for consistency in the style of Management. At least positive attitude of the staff found themselves professed to be able to see a consistent style of their Manager.
– Khuram Munir
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