The classical management theory puts into perspective the need for maximizing profit, efficient leadership skills, effective decision-making and also work specialization in regards to economic and physical needs of the workers. Therefore, an ideal workplace should comprise of effective leadership skills and organization such that high profits are experienced on a regular basis. For any company, a strategic plan is required to ensure that the goals and mission of an organization are achieved at the expected time (Mahmood, Basharat, & Bashir, 2012). The discussion involves a fictional company, company X; that deals with the manufacturing of baby nutritional products. In the management perspective, the company is among the major distributors of the products such that it has a large market and consistent clients. It has maintained its operations for almost a decade and seeks to expand its growth in various countries. By analyzing the vision and structure of Company X, the role of management in the deployment of human resources, organization workforce and business performance, consequences of effective and ineffective management and recommendations for improving business outcomes and employee satisfaction, it becomes easier to comprehend the role of the management in any organization.
Vision and Structure
The vision of the company is to exhibit frequent success and maintain quality in its products. Its mission is to maintain customer satisfaction and be among the largest companies that are perceived to have quality baby products from a global perspective. It is worth noting that the structure of an organization, for it to be effective, it has to align with the goals and vision of a company in addition to all employees having a big picture of where the company is heading. Furthermore, if the structure is not organized, it may result in confusion on what is expected and the interactions between the management and the employees in addition to the operational activities. The worst that may happen is inadequate decision-making which may risk a company to close its premises (Phillips & Gully, 2013). When it comes to the structure of the company under analysis, it has a chain of command type of structure. The head is the Chief Executive Officer, who is followed by a vice president, director, senior director, manager, specialist and then the employees responsible for the production process. The structure brings into perspective the type of communication that takes place in the organization. Having a chain of command, the type of communication is vertical such that information moves through a hierarchy. It flows from either up or down and is significant when it comes to the decision-making process, during evaluations, and when the management is planning to make some changes in its operations.
Role of management in the deployment of human resources
The human resource in any company tends to be its life as operations cannot progress without the employment of human efforts. The personnel ensures that the intended goals are achieved on time and as expected. Therefore, the management of any organization has the duty to ensure that there is an effective organization of people in regards to their job specialization and that the employees are fully aware of what is expected from them (Phillips & Gully, 2013). Furthermore, the management has the responsibility of carrying out evaluations on a regular basis to ensure that the activities of the employees align with the goals and mission of a company. Most companies have human resource managers whose operations basically focus on the manpower and its well-being. One of the significant roles of management in the successful deployment of human resources is collaboration. Collaboration entails the management combining efforts with the human resource managers to ensure that employees have adequate skills. The collaboration allows the managers to place employees in positions that align with their skills such that their operations align with the vision of the company. Another role of the management is on capacity building whereby it focuses on establishing a strong work force such that the company acquires a competitive advantage. Furthermore, it ensures that workers who are highly skilled are maintained in addition to boosting the skills of employees who exhibit unique talents. Another role entails commitment whereby employees become fully aware of their roles from the time that they are recruited in the company. The awareness makes them commit to the assigned duties such that growth is exhibited (Phillips & Gully, 2013). The management of company X pays full attention to these roles and hence explaining its frequent success and improvements in its operations.
Organization Workforce and Business Performance
As stated earlier, the structure of an organization tends to have a significant effect when it comes to its operations and the quality of production. It is important for an organization to ensure that employees are grouped as per skills and job specialization. When workers are assigned roles as per their skills, the chances are that an organization will exhibit frequent success and progress in addition to achieving its goals. However, lack of organization brings about the confusion of roles such that intended goals are not achieved as expected (Plunkett, Allen, & Attner, 2015). For Company X, it has to ensure that the workforce is organized according to the area of specialization of each employee for it to continue staying at the top of its competition. Furthermore, an adequate organization system enables workers to commit to their work as they are aware of the intended goals and objectives in addition to the expectations required from the by the management. Commitment leads to improvement of quality and hence increasing the chances of success for an organization (Plunkett, Allen & Attner, 2015).
Consequences of Effective Management
The management of an organization plays a significant role when it comes to the success of a company and creating a conducive environment for the employees such that they work without feeling pressurized (Gecevska, 2010). One of the significant effects of adequate management is a frequent success. Success is associated with good decision-making when it comes to every operation of an organization (Gecevska, 2010). Good managers ensure that all factors are put into consideration including risks during the decision-making process. They also ensure that the workforce will not be negatively affected by the decisions such that they are maintained rather than cut-off. Another consequence is the establishment of a healthy working environment where workers perform their duties without feeling pressurized and also relate with each other well. In such an environment, the management has a good rapport with its employees such that it ensures that the needs of the workers are met, and in return, the employees ensure that they produce quality products and services (Gecevska, 2010). Therefore, Company X is certain of success and commitment from its workers if its management is effective.
Consequences of Ineffective Management
It is worth noting that ineffective management may result in fervent damages when it comes to the success of an organization and employee satisfaction. Poor decision-making is one of the effects of ineffective management whereby certain aspects are not taken into consideration in addition to the creation of more confusion (Gecevska et.al, 2010). Poor decision making may affect the operations of a company such that the quality of production falls in addition to a company exposing itself to various risks that later lead to its closure. Also, a weak management weakens the vision of a company such that the goals and objectives of operations are not fully aligned with the vision. Furthermore, lack of vision makes it difficult for a company to adapt to new changes in its industry and matching up to its competition and hence resulting in poor performance. A weak management affects the communication and the rapport it has with the workers. A poor relationship results in a decline in job morale and hence affecting the quality of performance. Employees tend to work well when they have effective leaders as they are aware that their needs will be fully met. However, inadequate management creates insecurity when it comes to the satisfaction of employees needs which may affect their performance (Gecevska et.al, 2010). It, therefore, becomes inevitable for Company X to ensure that it maintains a stable managerial structure.
Recommendations for Improving Business Outcomes and Employee Satisfaction
One recommendation is the provision of better work environments. A good work environment puts into perspective the aspects of safety, better salaries, effective communication system and a healthy relationship between the management and the employees. When workers feel that the aspects are present, they tend to perform well and hence improving the quality of business outcomes. The basic principle is that when the needs of workers are met, quality is achieved (Trkman, 2010). Another recommendation is complying with the respective labor standards. Workers tend to work better and feel that their needs are satisfied when the management aligns with the labor standards. Labor standards reduce any form of pressure and allow employees to balance between their work and personal duties in addition to creating a conducive work environment that adapts to the diverse needs of employees (Trkman, 2010). Therefore, for Company X, it has to provide better work environments and abide by the labor standards for it to improve its business outcomes and employee satisfaction.
As stated earlier, by analyzing the vision and structure of Company X, the role of management in the deployment of human resources, organization workforce and business performance, consequences of effective and ineffective management and recommendations for improving business outcomes and employee satisfaction, it becomes easier to comprehend the role of the management in any organization. Effective management is essential for the progress of any organization. It also ensures that a company abides by its visions and that the goals and objectives are met as expected.
Gecevska, V., Chiabert, P., Anisic, Z., Lombardi, F., & Cus, F. (2010). Product lifecycle management through innovative and competitive business environment. Journal of Industrial Engineering and Management, 3(2), 323-336.
Mahmood, Z., Basharat, M., & Bashir, Z. (2012). Review of classical management theories. International Journal of Social Sciences and Education, 2(1), 512-5120.
Phillips, J. & Gully, S. (2013). Organizational behavior. Mason, OH: South-Western Cengage Learning.
Plunkett, W., Allen, G., & Attner, R. (2015). Management: Meeting and Exceeding Customer Expectations (10th ed.). Australia: Cengage Learning.
Trkman, P. (2010). The critical success factors of business process management. International journal of information management, 30(2), 125-134.
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