Term Paper: Management Theories and Philosophies

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Management Theories and Philosophies

Royalco Resources Limited (Royalco) has been engaged in the management of the resources based on the royalties and the exploration of mineral tenements that are located in the UK. The business established in the year 1929 to manufactured the mining appliances for diverse mines around the United Kingdom. Royalco Resources Limited survived the world war through numerous recessions (Boyett & Boyett, 1998-page 34). The organizations adopted the hybrid of the classically and scientifically managed the theory for a couple of years, this has been proved to be successful with the popular processes that have not yielded the growth of reputation through the surrounding areas. The financial rewards are perfect as the workers provide the efforts through the achievements of the endeavors.

The division of the workers led to the foundation of the levels of business that grow and succeed under the control and supervision of the management (Cole & Kelly, p. 2011 p. 67). These features sum the philosophical aspects of the classical management theories. According to Professor Edgar Schein, he states "People are predominantly motivated by social needs, and finding their identity through relationships with others. Acceptance of this view by managers means more attention to people's needs and less to the task in needs." Cole, 1993, p. 28). This has led to the commencement and the ridging the process of the workers negligence favoring different targets that are abandoned. It has been noted that motivation need to be implicated to avoid

The workers responsibilities include the positioning within the organization in pursuit of the change of their thinking way. The amount of work and the output gained is because of the bonus reached in the achievement of a certain goal.

Management Philosophies and Motivation

Management philosophy is a set of foundation of a positive work climate and the influence of a manager's approach of motivation, the way in which a manager views the employees and communicates with them determines the features that affect their behaviors. The two main theories that describe management include the Douglas McGregory Theory X and Theory Y, which discusses the opportunity in which managers view their employees' treatment by their managers (Dahlgaard, 2000 page67). The next theory that implicates the philosophies of management is the Chris Argyris that focuses on the mature worker. In the book Personality and Organization, Argyris contrasts the management practices found in the traditional organization based on their needs and capabilities of the adult personality. The concepts of work specialization motivate people to undertake their tasks in a defined manner. This concept believed to be counterproductive based on the aspect that limits the employee from reaching their self-actualization goals (Boyett, & Boyett, 1998-page 56). Argyris focuses on how the managers treat their employees and he believes that the positive treatment of the managers in a positive perspective enables managers to be productive. He believes that mature workers posses additional responsibilities with a couple of tasks aligned to them.

Motivation Strategies

The high levels of the employees' motivation occur from the efficient methods of practice. To develop the motivation of the employees, a manager should treat the individuals in a way that they are empowered and an effective reward redesigned with a creation of a comfortable environment.

Empowering Employees

The empowerment of employees occurs when the individuals realize about the issuing with the autonomy of authority and trust in the accomplishment of a certain task. Empowerment designed in a way that favors the workers and makes the jobs to seem as the workers responsibility. In the attempt of changing the bureautic ideas, the managers promoted to various levels based on the corporate ideas of the entrepreneurship. This encourages employees to advance the new ideas and it gives them the authority to promote those specific ideas.

Providing an effective reward system

Managers often reinforce the employees' behavior through the reinforcement of the employees behaviors in which they continue. A reward is a work outcome that has the positive values of the individuals. The organizations often reward the rich people through the performance accomplishments that aid the people to meet their organizational features. People usually receive the rewards them in diverse ways;

Extrinsic rewards

These are the rewards administered to the employees based on the valued outcomes given by the supervisors and the manager. The examples of the common places of work is based on the bonuses, promotions, time off, special assignments, office fixtures and the verbal interactions. In majority of the cases, the motivational stimulus of the extrinsic rewards originates from outside the individuals.

Intrinsic rewards

These rewards occur through the mode of self-determination that is naturally high; a person may experience the results after the completion of job. The individuals feel good because of the competency development and self-control over their work. On the extrinsic rewards, the motivational stimulus of the rewards in the internal management depends on the actions of the people. To motivate the behavior, the organization needs to provide the effective rewards system have the following elements.

I. Rewards need to fulfill the basic need of the employees.

II. Rewards need incorporation in the system that is comparable to the one offered by the competitive organization in the area.

III. Rewards need to be available to all the individuals of the same positions due to fair and equitable distribution.

IV. The general reward structure needs to be comprehensive due to the diverse personalities of individuals. The managers should provide the range of rewards that motivates promotion. The managers should provide the diverse ways of earning rewards.

The last point is worth recognition as there are widely developing trend towards the empowerment of the American industries. The employees and employers are beginning to view the traditional pay systems that are inadequate. The traditional systems have the individual's payment according to the position they occupy and the contribution they make. The organizations adopt the approaches built upon the team's comprehensiveness, diverse customer satisfaction, and their empowerment, as they need to be frequently paid. Many companies have already responded to the designing of various pay plans. The manager has the duty of outlining the workers accountability, according to Taylor's (1947, 1911) he stated "every individuals labor should be designed using a scientific analysis of that work. That manager coordinates their workers' activities in order that the tasks to be done are in fact completed." Linstead, Fulop & Lilley, P.69) These develop through the employees' team designs rewarding their skill levels. The rewards given to the employees show that their behaviors are appropriate and they require exemplification. When the employees feel that their work is appreciated, their enthusiasm develops.

Redesigning Jobs

Majority of the people encounter similar shortcomings while performing their duties. The individuals often refer to these conditions as burnouts. In addition, the majority of the cases depict that smart managers are the reluctant in performing different duties before the employees become bored and eventually lose their motivation (TAYLOR, J., & MACHADO, M.D.L. 2006. Pg 58). This concept of job redesign aims at acquiring the knowledge and concern of the human qualities. The individuals bring with them the ability applying the motivational theories in their structure work structure, with the aim of improving the productivity and satisfaction. When designing the jobs, the managers consider the job scope and the depth of the job. The redesign attempts aim at the following,

Job Enlargement

This is known as the horizontal job loading, this job process increases the variety of tasks that a job includes. The quality and challenges of the tasks depends on the reduction of the monotony of the employees decrease. This means that the quality of the work increases generally.

Job Rotation

This practice indicates that people have different jobs and tasks based on their temporary personalities. The main idea of the rotation is to add variety and build people based on their job kind. The job rotation method encourages high levels of contribution through the renewal of interest and enthusiasm. The organizational benefit focuses on the cross-trained workforce.

Job enrichment

The application includes high risks and diverse tasks that motivate the employee to have responsibility and authority. When the skills are required, the job aims to hold the jobholders abilities and the job enrichment providing the morale and performance.

Creating flexibility

The employees value their personal time through the family needs leading to a traditional workday that may not please everyone. The flextime allows employees to set and control their working hours, controlling the organizations accommodation of the employees need (JONES, G., & ZEITLIN, J. (2008 pg. 66). There are diverse options that organizations implicate to fulfill their goals.

I. The compressed workweek has a form of flextime that allows the fulltime job completion in an estimate of forty hours through the five-day workweek. This schedule favors the individuals through more leisure and less abseintseem, improving their performances. The main shortcoming of this scheduling is the exposure to increased fatigue.

II. Job sharing also known as twinning occurs when the full-time workload splits between two or… [END OF PREVIEW]

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