MAN509 Contemporary Management Issues Assignment Sample
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Answer 1
In today’s competitive business world, being a manager is a little tough job. The role of manager comes up with lots of responsibilities. A good manager is considered to be the prime requirement for the success of any organization. A person is called as a manager who is responsible for “managing” the in and out of the company. Good managers are directive in nature who guides the employees about their task, without any sort of explanation. Simply managing the team members does not make a good manager rather they should look after all the levels of management activities in an efficient manner. It is said that “A bad manager makes you work; a good manager lets you work” (Nair, 2011). A good manager is one who inspires a good team spirit, encourages productivity and growth in the organization.
The success of a team determines the positive effort contributed by the good manager. A good manager is one who manages both time and money by shifting the organization from where they are to where they want to be(Khanka, 2013). Three ships of management are being followed by good and qualitative manager namely Mentorship, Ambassadorship, and Leadership. Mentorship is a method of developing a team in such a way that proves to be beneficial both for the team and the organization. Ambassadorship can be defined as the process of showcasing the team within the socio-political aspects of the unit. A manager plays the role of leadership by way of making decision relating to developing team strategy and choosing appropriate project.
In order to be a good manager, he or she must hold the right skills, knowledge and quality to execute the work. A manager must communicate the employee appreciation in the workplace. Appreciation by management brings positive results for the organization which can be done by giving team award, extra time off, bringing treats, saying “good job” etc. To build a good managerial quality, a manager should collaborate with different tools of project management; should manage teams by trust instead of fear, motivate the team to encourage new initiative and ideas, creating open work environment, promote people based on their performance, highlighting the potential of different people, should spread positivity within the organization(Abou-Moghli, 2015). A good manager should always remain transparent to demonstrate the effectiveness in the leadership practices and building team trust. Employees demand for a manager who is a good coach. A great manager “Is a good communicator that listens and shares information”. A good manager is the most significant need for the organization because they support career development opportunities and build clear strategy for the team. Without effective and skilled manager, the organization will fail to make strong decisions for increasing the overall productivity of the employees and the business unit. A great manager is needed as they act as a strong decision maker.
Answer 2
Good leaders can be defined as those leaders who maintain the proper balance between business performance & foresight. Good leaders shape our organization and nation. These leaders are the essential requirements that guide the organization to make small and large scale decisions to move forward with the growing world. It is said that such leaders hold strong courage, integrity, mission, and vision. They also possess the capacity to make strategic plan & collaboration with each and every team members.
According to the Contingency Theory of Leadership, it is a practice that finds right balance between the needs, context and behavior. The principle of this theory states that one particular leadership style is not suitable in all situations. Contingency Theory states that “Good leaders not only possess the right qualities but they are also capable to evaluate the needs of their followers and the situation at hand” (Freifeld, 2013). A good leadership teaches the leaders to learn from their own mistakes and work dedicatedly to strengthen their weak areas. The theory suggests that the combination of several variables makes up a great leadership. One cannot easily become a leader if he or she does not hold skills of leadership. A good leader can be described as the leader who can “communicate appropriately and motivate others significantly to forward the mission” (Hritz, 2008). It is very much essential that an organization possess good and skilled leadership qualities. What type of leadership styles are being followed by the leader also determines the good or bad character of the leader.
To be a good leader, he or she must have the ability to delegate power to the team members, hold effective communication skills, and great sense of humor to deal with several organizational issues (Wasim & Imran, 2010). They must have the positive attitude to develop innovative ideas for strategic planning. One of the most important strength that a good leader must hold is the quality to make sound strategic plans for anticipating the trends in advance. A strong leader should always focus on satisfying the needs of the existing situation and the company. For ensuring the smooth functioning of the organization, it is essential that the leaders strives the perfect capability to communicate into professional speaking gigs(Atkinson & Mackenzie, 2015). The quality that a good leader needs to have is that they should always think about the future oriented results. Great leaders should be long time thinkers and must inspire the team members, associates and customers to maintain positive attitude.
Good leadership is essential because it encourages the employees by means of monetary and non-monetary rewards to bring out the work from the subordinates(Gilley, et al., 2008). They play a guiding role for the team members and the subordinates which are very much essential to attain the organizational goals.
Answer 3
Managers play a significant role in the organization. It is the responsibility of the managers to motivate each and every people who are working in the organization. Managers can motivate the employees by saying “Thank you” or “good Job”. They can take out time to address the queries of the employees so that they can work without any doubts(Azzam, 2014). It is their responsibility to create open working environment which is filled with fun and trust. Open work environment promotes new initiatives and ideas which in turn enhances the performances of the employees and the organizations. A manager can motivate the employees by involving them to actively participate in the decision making process that directly affects them. Employees can also be motivated if the managers involves with them in a friendly manner by providing them the opportunity to learn new skills and experience. The workplace motivation and the morale of the employees should be increased by establishing higher standards and clear expectations (Manzoor, 2012).
The managers are responsible for motivating the people and the employees at every level of the organization. Managers must treat the employees in a respectful manner which can be done by acting as if their employees are trustworthy, sensible and skilled that itself looks as a motivating tool. Motivational campaigns and posters are just a waste of time and nothing else. People working in the organization feel more motivated when they are given the freedom to complete the work according to their style. Every time a manager should not interfere on the task of the employees. If the employees get freedom to work they will enjoy their job which will boost their performance level to a greater extent. Managers need to motivate all the employees and the subordinates by way of giving them fair share. If a manager holds double standard personality it will surely destroy the morale of the organization (Maryam, 2014). Managers should motivate the employees by ensuring the need to balance their work and free time. Overtime work should not be demanded from the employees every time to enhance the temporary productivity. To be a good manager it is necessary to contribute enough time for employee motivation. As the employees or the workers are considered to be the lifeblood of any organization, they must be inspired or motivated by giving them more money either in terms of bonus, rewards, or rise in salary (Skemp-Arlt, & Toupence, 2007). Employee’s salary determines how much the organization values them. Therefore, economic rewards are considered to be one of the most important motivating factors for the people working in the organization.
Answer 4
Business organization mainly relies on the line managers. Every functional activity that are performed within the organization are taken care by the line managers. In order to survive in the today’s business environment it would be almost impossible to run an organization without line managers. Without leaders and the line managers, the organization may face unpredictable disruption to deal with the present competitive business environment. If the people working in the organization starts managing themselves and actively participate in the decision making process, then the active involvement of each and every employees will increase which will in turn showcase their individual talent and skills. By putting the right process in the right place, it would be a great effort if all the people working in the organization manages the team by themselves. Now a days, several organizations are in a plan to wash out the layers of management by way of giving the whole autonomy to the team. The concept of self managing teams supports the elimination of the leaders and the line managers from their monitoring as well as controlling responsibilities (Moe, et al., 2012). An organization without managers tends to develop the strategies to empower the teams for managing their own day to day works.
Managing the organizational team and its performance without leaders or line managers will never be a simple process. They may face lots of difficulties in undertaking several managerial responsibilities. The growth of the self-management team comes up with wide range of organizational tasks. The employees working in the organization that does not hold managers or leaders becomes greatly involved in the everyday team work activities. The people working in the organization will develop their own work schedule to perform their day to day task in the organization(Mayhew, et al., . 2007). The employees will develop better work knowledge with respect to managing the several internal and external issues. Now the question is how well the organization can run its business efficiently and effectively without the presence of line managers and the leaders. Line managers and the leaders play the roles of monitoring and controlling the performance of the people and the organization. The organization without line managers may either reach into beneficiary side it may face lots of hurdles in managing the workplace. “Self-Management is the organizational philosophy represented by individuals freely and autonomously performing the traditional functions of management without mechanistic hierarchy or arbitrary, unilateral command authority over others” (Mayhew, et al., . 2007). Managing without managers seems that the organization is lacking effective leadership practices, uninvolved employees and poor performance. But the reality is something different. An organization that does not holds managers or expert leaders will bring all the employees or members together to manage the teams by themselves by way of following the role of leadership within the organization. Such an organization will be called as an organization without any boss which sounds as a best dream for many people.
According to Moe et al., (2009) “Conversations and decision making in Self-Managing organizations should be a flow of commitments – where a request is made, conditions of satisfaction are negotiated and clarified, a promise is made, delivery is declared when the committer feels the work is done, and the requestor declares the activity complete.” Some people working in the organization will opt the role of leadership naturally where as other people will work as a team members by way of supporting each others to attain the common objectives of the organization. For such an organization, there is a need to develop a good network of communication between one team to other teams in the organization. Without proper flow of communication, no one can equally participate in the decision making process.
A clear direction helps the team members to accomplish the objectives by way of developing proper structure in managing the objectives and operations of the team performance. The team members belonging from such types of organization tend to develop the role of managers by practicing leadership practices within the team and the organization. However, the managerial role or the leadership duties rotates between the team members so that they get equal chance to build the effective skills and knowledge of leadership or managerial qualities.
Answer 5
The organization also enjoys several benefits when it works without managers or leaders. On a very basic note, the organization that manages without leaders and managers enjoy three main advantages namely democracy, information and profit sharing.
It caters the sense of belongingness among the members working in the organization. Organization that runs without managers or leaders implies the absence of supervisory orders and pressures from the senior levels top to the junior levels. When the members of the organization managers the performance of the unit by themselves they enjoy the sense of freedom in the workplace. Democracy in the workplace encourages the organizational members to work more dedicatedly which in turn brings their active involvement in almost all the activities in the organization(Markova & Perry, 2014). All the team members engage themselves to participate in the decision making process equally without any presence of discrimination or partiality. The organization can increase its chance of attaining higher productivity by way of minimizing 30% of the work size through retirement incentives and attrition. The employees working with such types of organization gets the ultimate liberty to do what they want. They can choose their own pay scale, dress code, work schedule, job title, office decorations etc(Markova & Perry, 2014). All these benefits gets restricted with the presence of the managers or leaders.
The organization treats the employees as the managers which in turn allow them to bring out their best common sense and inner potentials. This further helps the employees in enhancing their personal roles and responsibilities. When the organization holds skilled managers and leaders, they take the entire responsibility of managing the organizational activities. As a result the employees or the other organizational members do not get the opportunity to showcase their inner managerial or leadership qualities in the organization. In most of the cases, employees work as robots – they simply follow the orders of their leaders and the managers. The organization will establish the rule of common sense for the purpose of enhancing the personal responsibilities. The criteria of sharing or distributing profits remain simple and clear for both the employees and the organization. The organization follows simple accounting system which provides useful information to indentify the internal strength and weakness of the organization.
For example- Semco is a company which is run without managers. People working in the company manage without managers by way of breaking the normal or traditional notion which a manufacturing unit must hold. Every one working in the company actively participates in the decision making process which enables them to take the charge and strong control over their task. With the simple criteria of sharing profits, the employees as well as the organizations gets better reason to perform dedicatedly without keeping any doubt in mind. All the employees share their work related information regarding which strategy is working and what is not working.
Therefore, without managers the organization gets the opportunity to realize what talents they have in the organization and how these talents can be used productively. Such types of organization also tend to move with increased motivation and strong enthusiasm.
Answer 6
In the present scenario of business, different organizations follow different types of hierarchal structure. It is true that very few organizations are following their work as per the concepts of the self managed teams. An organization that manages their work and operations without the managers and leaders generally faces lots of challenges. Such types of organizations are said to follow the concept of self managed teams as people working in the organization themselves manages the entire work. The organization faces lots of difficulties in implanting this new concept. The concept of managing the organization without line managers and leaders are rarely accepted by the large organizations(Laloux, 2014). This self managing concept is comparatively easy to implement in very small scale organizations but at the same time with the increase in the size of the work force micro organizations also starts facing troubles. The people working in the organization face difficulties in implementing the self management concept at the initial stage especially if the culture is not established to use the self-managed teams in an organization(Laloux, 2014). It may prove to be an expensive process since the organization has to spend money to train the employees for it.
For instance, the people involved in the organization may find it tough to communicate with other parts of the organization due to their distinct practice of working style. The organizational members who are new to the concept of self-management may feel distressed or fearful regarding the fact that if they perceive that role they may be provided with additional duties.
In order to implement this concept in the organization, the employees need to implement proper style of leadership. For large organization, implementing the self managed team concept would bring a sudden break in their productivity(Mayhew, et al., . 2007). However, taking into account this concept in long term, there are chances that self managed concepts will generate higher profits into the organization then before. It is a gradual process which requires time, tolerance and patience from the top management followed by large amount of resources. This process cannot be directly implemented in day one; rather it should grow organically within the organization. An organization that manages their work and operations without the managers and leaders generally faces lots of hurdles to execute the work in a proper manner. It is a very tough process to implement in the work culture. Such organization can increase its productivity only when the concept of the self management team is correctly implemented. On the reverse side if it is not implemented in a correct manner then it may prove to be a waste and turn into confusion and disruption. People working in the organization may tend to develop the tendency to leave the organization because of the fact that they fail to learn new and innovative methods of working(Mayhew, et al., . 2007). The employees may desire to focus on technical tasks rather than being too much involved into operational schedule. In comparison to hierarchical structure of the organization, self managed organization suffers from complex communication process.
In order to overcome with such complexities, it is essential that the organization follow up with proper planning, preparation and ongoing communication system towards working with the self managed organization or self managed team. For such organization to achieve success, it is essential that the people involved in the organization are tolerant of errors and permits effective strategies for learning. This will allow risks to be taken and information to be shared, and will foster a willingness to accept change.
References
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Suja R. Nair, 2011 .“Organizational Behaviour”, – Himayala Publishing House Pvt. Ltd, Mumbai
Atkinson, P., & Mackenzie, R. (2015). Without leadership there is no change. Management Services, 59(2), 42-47.
Azzam, A. M. (2014) Motivation to learn: A Conversation with Daniel Pink. Motivation Matters, 72(1), 12-17.
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