Organizational Management Assignment in 2020

Organizational Management

Introduction

In this paper, researcher has taken Red Cross organization for the study purpose. In this study researcher has focused towards discussing the extent in managerialism evidence are focused within the organization.

At the same time, researcher has given consideration towards critically analyzed the organizational theories that will remain assistive to understand the tensions between the professional in the area of practice and managers within the organization.

At the same time, this study discusses the leadership style which is exercised within the organization while giving brief detail regarding how a worker in the profession within the organization remains engage in leadership role.

Furthermore, this study supports to reflect the ethical tensions which were encountered by him while working within the organization. This study is based on secondary data analysis method and has supported towards discussing the research topic on the basis of the findings of various past researcher regarding the research topic.

In this study, researcher has focused towards critically analyze the research topic while focusing towards various parameters.

Managerialismin Red Cross

In the context of Red Cross, it is a non-profit based organization which is focused towards human welfare by offering the services of medical care. They are focused towards providing compassionate care to those who are in need(Clegg, 2014).

It has a huge network of generous donors, volunteers as well as employees who share a single mission,i.e. preventing and relieving suffering around the world while focusing towards five key service areas – disaster relief, supporting military families, lifesaving blood, health and safety services and international services.

Red Cross is dedicated towards living being welfare while utilizing effective managerialism however there are few shortfalls too on which company needs to work.

According to Pollitt (2016), managerialism is a belief and the values of the professional managers which are used by them while utilizing different concepts and methods.In the contemporary management world, to associate with effective hierarchymanagerialism remains assistive.Managerialism also linked with controlling, accountability and measurement which enables the firm to develop the ideologically to determine the belief in the context of tightly managed organizations.

In the context of Red Cross, it is identified that this non-profit organization is highly focused towards serving the living being,who need care. Sveningsson,&Alvesson (2016) stated that Red Cross managerialism is ideal of humanity and they are focused towards offering effective and efficient care to the needy to reduce human suffering on a large scale. However, in the current situation, there are various shortfalls which are found in the context of managerialism in Red Cross.

In this context, Vickers (2017)identified that lots of time, the managers show the behaviour or racism with the patients which is not ethical practices. Moreover, it is found that personalized expressions of sympathy, attention to individual person and collaborative engagement of the employees are seems to be decreasing.

This change has shown a turning point in the humanitarian ideal of Red Cross. At the same time, there is an improper waste management strategy which shows ineffective managerialism.

However, in the contrary Peters (2013) depicted that Red Cross managerialism is focused towards decreasing the chances of diseases while giving concern towards offering effective services to the sufferers. This firm is highly concern to offer their services to large number of people.

Red Cross has expanded its area of serving by utilizing its effective managerialism strategy however there is a need of increasing concern towards humanitarian perspectives. Moreover, organization needs to eliminate racism or any other kind of biasness with the individuals. At the same time, there is a need of eliminating any kind of unethical practices while giving concern towards systemization of the working process in an effective manner.

Organizational Theories

There are various organizational theories can be used which remains assistive to understand the tensions between the professional in the area of practice and managers within the organization.

Conflict management is one of the best theories in this context as this theory enables the managers to identify the situation of conflictswhile giving concern towards how to handle the conflicts sensibly, fairly, and efficiently within the organization(Nonaka, et al., 2014).

Professionals in the areas are the one who have to face actual problem while dealing with the individuals however, managers are those who tries to analyze the situation and situation need according to the perceptions, views and assumptions of himself and others.

So, it is essential for the manager to get deep understanding regarding the conflict before resolving so that he becomes able to understand the real world situation (Marion, & Gonzales, 2013). Conflict management theory enables the managers to utilize empathetic skills rather than sympathetic skills which remain assistive to eliminate the tension between the professional in the area of practice and managers within the organization. Conflicts in a workplace are a natural part of the organization however it is essential to handle it in an effective manner and to get it resolved effectively.

Moreover, applying humanistic theory of management remains assistive for the management to motivating the professionals on time in an effective manner which enables to achieve the target in an effective manner while measuring the period of time.

At the same time, it enables the firm to appraise the professionals for their work through different types of rewards, celebratingthe festivals, offering bonuses, etc.

to give them the feeling of a family of the organization rather than just an employee (Brass, et al., 2014). Under this theory, professional power is not neglected so they are not forced to work and are treated as a human rather than machines. It enables the employees to work from their intrinsic force due to which they become able to treat the patients in an adequate manner.

Motivation of employees play great role in humanistic theory, it is in the form of increment,bonus, etc. However, in the contrary, according to the views of Nonaka, et al. (2014) contingency theory focuseson behavioral theory, due to which it remains highly assistive to eliminate the tensions between the professionals and management.

However, in the contrary, Putnam, &Mumby (2013) stated that this theory is least concerned with co- worker scale as it fails to explain the adequatereasons behind what organizations should do in the context of the tension between the managers and professionals as this theory fails to explain fully why certain leadership styles are more effective in a particular situations as compare to others.

Leadership in Red Cross

The American Red Cross is led by the board of thechairman, president and chief executive officer(Greenwood, et al., 2017). Red Cross strategies are executed and lead by the president and CEO. They design thestrategies for dealing with the operations and business activities of the organization.

However, there are many managers and leaders who are appointed by the organization to lead the professionals.In the context of Red Cross, it is identified that the leaders of the organization are highly focused towards utilizing participative leadership style so that employees show their participation in various decision making criteria.

Leaders of the organization, believes that the professionals are those who have to deal with the real world, so it is necessary to understand the issues on the basis of their view point. Participative leadershipstyle within Red Cross supports to offer democracy to the employeesas it values the input of team members; however the final decision depends on the leader(Putnam, &Mumby, 2013).

This leadership style enables the managers to boost up the morale of the employee as employees feel that their opinions matter and it also enables the firm to take right actions.

However, in some situation, managers also apply transactional leadership style too under which for a certain tasks managers rewards or punishes the team members based which is based on performance results. This leadership style enables the professionals to work dedicatedly without applying any practices related to racism, biasness or any other kind of unethical practices (Brass, et al., 2014).

Moreover, leaders also use transformational leadership style to motivate the employees while enhancing their productivity and efficiency through communication and high visibility. At the same time, through this leadership style managers motivate the professionals to give concern towards humanitarian aspects.

Leaders play effective role in Red Cross however they needs to increase concern towards ethical practices as there are few leaders who show ineffective leadership behaviour which is impacting the organizational performance as well as decreasing the trust of the citizens.

Engage in Leadership Roles

In Red Cross, to engage the professional in the leadership role, initially the management team examines the employee in the context of leadership. If it is found that a professional has a leadership skills then the management offers him effective training to groom the skills in an effective manner so that the professional become able to deal with different situation need.

After the training, professional get checked by the management team by offering him various situations and asking him how he will deal with the situation. If the professional becomes able to give the answer adequately then management makes him a leader however, if any shortfalls found then again training will take place at the lacking areas to improve the professional skills to make him up to the mark.

After employing the member as a leader, organization keep check on the new leader and his leadership style regarding he is practicing the power in an effective manner or not. At the same time, management keep eyes to check that the leader does not use his power negatively.

Moreover, management also takes the reviews of the team mates time to time to identify that the leader is performing well or not.  At the same time, management give huge focus towards checking that leader should give concern towards the patients too and checks that they are handle in an adequate manner and offer the training to the workers regarding how to make the work more easier and well-managed while focusing towards few parameters.

They also check that leader is concern towards hygiene, waste managementand many other criteria. In like manner, before engaging the professional in the leadership role, managers also give concern towards checking an individual that how they handle the situation in real world. Increasing the participative and transformational leadership style will enable the leaders to motivate the employees to enhance the focus towards ethical practices as well as humanitarian perspective.

It will support to increase the productivity of the employees while making them aware about the importance of ethicality.

Ethical Tensions

While working with Red Cross, I found the ethical tensions regarding racism, biasness and less humanitarian practices. I found that most of the nurses, doctors, compounders and many other professionals are dedicated towards their profession. However, there are some professionals who are practicing racism, biasness and less humanity.

These workers are creating negative image of the organization as due to these personnel, citizens have to encounter various problems and create negative word of mouth. These personnel are creating stigma on this non-profit organization. So, it is essential to take corrective measures in this concern. Moreover, there are few managers who are less focused towards the team members and apply ineffective leadership style which is decreasing the self-confidence and positive working environment.

So, there is a need of taking proper check by the management to identify those individuals who are using their power in wrong direction and are focused towards unethical practices (Marion, & Gonzales, 2013).

Moreover, it is reflected that firm is facing the humanitarian ethical toughest challenges regarding trying to help the people who are suffering from various unprecedented number of conflicts and disasters at a global platform.However, at present organization does not complete approach at the global platform.

There are various rural areas where the services of Red Cross are highly necessary and organization is also focusing towards reaching to those locations. In like manner, there is a need of focusing towards human suffering in a humanitarian manner while understanding the pain and issues of the patients so that they are treated in an effective manner with personal care as well as compassion.

Additionally, there is a need of eliminating any kind of distinction with the human as all human is equal and everyone feels the equal pain so should be taken care in an equality basis (Nonaka, et al., 2014). International Red Cross is focused towards expanding the organization on a steady basis but also there is a need of giving concern of equal care with each and every individual. This mission can only be achieved by effective mangerialism and effectiveleadership style.

In like manner, there is a need of hiring the employees who can understand the pain of others and should take strict actions towards the employees who are not loyal with their working (Vickers, 2017).

There should be the provision of punishment for these kinds of employees and should take corrective measures so that these actions will not take place in the future. However, Red Cross has already provision for all these consideration but it is essential to increase the concern as it is found by me that still there are lots of workers who are practicing unethical practices due to lack of strictness.

Ethical consideration plays vital role to motivate the employees to perform their duties while utilizing right practices. It enables an individual to understand the difference between what is right and what is wrong and assist them to select right way to perform their duty in an effective manner.

Giving concern towards ethical practices will enable the organization to treat the patients with proper care and concern and will support the firm to achieve the organizational goal. So, managers and leaders of the organization need to increase their concern towards this parameter so that Red Cross can offer its services with ethical practices.

Conclusion

From the above study, it can be concluded that Red Cross is doing well kin managerialism and leadership, however there are few shortfalls in various areas where organization needs to focus to eliminate the negative aspects. It is essential for the firm to eliminate the negative issues as it is creating negative word of mouth and it is also creating stigma on the professionals who are working in an adequate manner.

This study remained highly assistive to give deep understanding regarding the role of managerialism and leadership within the organization and its importance towards improving the organizational performance. Moreover, it is identified that it is essential for the non-profit organization to give concern towards ethical practices while majorly giving concern towards racism, biasness and many other kind of unethical practices.

This study has supported towards understanding the point of view of various researchers which has enabled towards giving the deep understanding regarding the research topic.

References

Brass, D., Labianca, G., Mehra, A., Halgin, D., &Borgatti, S. P. (2014). Contemporary perspectives on organizational social networks.Emerald Group Publishing.

Clegg, S. (2014).Managerialism: Born in the USA. Academy of Management Review39(4), 566-576.

Greenwood, R., Oliver, C., Lawrence, T. B., & Meyer, R. E. (2017). The SAGE handbook of organizational institutionalism.SAGE.

Marion, R., & Gonzales, L. D. (2013). Leadership in education: Organizational theory for the practitioner. Waveland Press.

Nonaka, I., Kodama, M., Hirose, A., &Kohlbacher, F. (2014).Dynamic fractal organizations for promoting knowledge-based transformation–A new paradigm for organizational theory. European Management Journal32(1), 137-146.

Peters, M. A. (2013). Managerialism and the neoliberal university: Prospects for new forms of “open management” in higher education. Contemporary Readings in Law and Social Justice, (1), 11-26.

Pollitt, C. (2016). ManagerialismRedux?. Financial Accountability & Management32(4), 429-447.

Putnam, L. L., &Mumby, D. K. (2013). The SAGE handbook of organizational communication: Advances in theory, research, and methods. Sage Publications.

Sveningsson, S., &Alvesson, M. (2016).Global leadership-sustaining classic managerialism. Research Handbook of Global Leadership: Making a difference.

Vickers, M. H. (2017). Sick organizations, rabid managerialism: work-life narratives from people with invisible chronic illness. Public Voices4(1), 59-82.

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