Management and Leadership Essay Example | Topics and Well Written Essays - 1750 words

Management and Leadership - Essay Example Most organizations would only hire those individuals suitable for a particular position and the one they are mostly suited. Further, workers must be trained in their respective positions to ensure that there is improved productivity as well as personal career development. The training would be on how to perform the job and the best standards to be applied (Koestenbaun, 2002). Early Approach to Classical Administration The scientific approach to management focuses on the overall productivity of employees. However, classical administration approach to administration places much importance on the total organization. The most important aspect is on the development of good management practices rather than the development of work methods. In any organization, for effective management, there has to be effective flow of information from the top managers to the subordinates. Effective communication reduces the amount of time spent in unproductive duties. Communicating effectively ensures that employees are able to spend most of their time doing constructive and beneficial duties to the organization. Further, effective communication fosters unity between the management and the employees. This can eliminate problems of industrial actions that result due to lack of understanding between the management and the employees. In classical administration, most companies were managed on a personal family like basis. The employees in the organization were expected to be submissive to their managers rather than to the organization (Lussier & Achua, 2009). Tesco Management Model Tesco management model states that employees must be given a chance to meet their full potential. In carrying out their duties, they should not be discriminated against due to age, gender, disability, ethnicity or sexual operation. Due to these factors, Tesco has been able to rise from a small retail supermarket to the world’s fourth largest retail market. Good leaders and managers must ensure that the ir employees are given a chance to contribute to the wellbeing of the organization. This can only be achieved through effective communication. The diversity approach to management at Tesco ensures that all levels of the society are represented in the organization. Tesco aims at employing local people as well as developing them to become effective leaders in the development of the business. Further, Tesco does not discriminate on the basis of ethnic origin. Understanding among various ethnic groups is the basic priority of Tesco. This ensures that corporation among employees is ensures. Lloyds TSB's Management Model Lloyds TSB is major banking and insurance group in the UK with several other branches in more than 30 countries across the world. Their main aim is to be the best bank in the world. Measures of performance at Lloyds TSB are geared towards the faster completion of task completion. This is the best example of accompany that employs bureaucratic form of governance. Measureme nt of performance is not towards goal accomplishments but task completion, and the process revolved around the bureaucratic process of form filling. Most employees are required to sign up to some common agreed upon goals (Lloyds TSB,2012). The first goal is finance. Employees at the organization are expected to maximize income and optimize cost so as to bring about increased revenues. Secondly, employees must be able to maximize the number of new customers, products and services which are sold in the organizat

Workplace behaviors and the role of motivation in the work environment Essay

Workplace behaviors and the role of motivation in the work environment - Essay Example Work psychology can be generally described as the study of human behavior in work environments. Following World War II, work psychology was explained simply as â€Å"fitting the person to the job† and â€Å"fitting the job to the person† (Furnham, 2005). Over the years, this has evolved to become vocational/occupational psychology, organizational psychology, management and ergonomics. This is a study of how people behave individually and in groups, how leaders emerge and how â€Å"the thoughts, feelings and behaviour† of the employees are affected by the â€Å"actual, imagined or implied behaviour of others in the organization† (Furnham, 2005).The Classic Styles of Behavior Dalton (2007) identifies seven classic styles of behavior of individuals in any workplace: Commander, Drifter, Attacker, Pleaser, Performer, Avoider and Analytical. Commanders are domineering and matter of fact to the point of rudeness. Their initiative and drive might be viewed as a threat by others in the organization. They, however, have the extraordinary ability â€Å"to overcome obstacles, to implement and to achieve results† (Dalton 2007). Drifters are easygoing and impulsive. Disorganized as they are, they cannot conform to rules and routines. To make the most out of them, they have to be given short assignments on flexible schedules. They are innovative and creative and can improvise at short notice. Attackers are cynical and have a demoralizing effect on the others in the organization. This category of workers should be assigned jobs that require minimum interaction with others. However, attackers are adept at tackling unpleasant assignments and making decisions unemo tionally. Pleasers are pleasant and helpful, and incapable of saying "no" to others. Hence they are unable to face conflicts and try to escape having to tackle them. They protect people, often concealing critical information, which could be detrimental to the organization. Performers are entertainers who are often the center of attraction. They have great conversational skills. Performers are ready to falsify facts to project their own importance; however, they shy from accepting any kind of serious responsibility. They have immense ability to strike new relationships. Avoiders are quiet introverts who are reluctant to take initiative and are comfortable working by themselves. They fear criticism, responsibility and accountability. They cling to the security of status quo at the cost of their own betterment. Avoiders, on the other hand, are highly reliable in that they give attention to instructions and get their jobs done "the first time, every time" (Dalton, 2007). Analyticals are cautious, hard-working and obsessed with detail. They are great sources of information; however, they always come up with a valid reason why any new idea cannot work. This hinders the efficiency of a team, especially in times of emergency. They are, however, dependable for their commitment, knowledge and farsightedness. Though human behaviors cannot be strictly categorized under these classic styles, as there can be combinations of two or more of these traits in an individual, understanding these traits can help in smoothing relationships and ensuring positive results. Perception and Conflict The individuals in a workplace, besides in their behavior, could differ in their physical appearance, their social and educational backgrounds, their skills, etc. But the most important difference that has a telling impact in any workplace could be the difference in perceptions. Perception may be defined as "the process by which an individual selects, organizes and interprets stimuli into a meaningful and coherent picture of the environment in which he lives" (Organizational Behavior, 2004). Perceptions vary even while exposed to the same stimuli depending on the needs, values and expectations of every individual.