Classical management theory, for all it’s rationality and potential to improve efficiency, dehumanised the practice of management (Inkson & Kolb, 2001). Choosing either bureaucracy or scientific management, discuss this quote….
Balancing Control in Management
In any kind of organization, management control and management styles are core representatives of the way the organization works and how the people within the organization interact. To have a positive and healthy organizational environment, a suitable and balanced management style is very important. An organization has many plans and tasks that it takes care of either on a day to day business or time specific projects. The kind of management control over these projects and the involvement of the manager along with the employees also plays a crucial part in how successful these tasks and projects are.
Management in a business environment comprises a combination of the different theories of management styles and the actual implementation or the practice. it is extremely important of a task for an organization to find the right kind of business management style which would be suitable to the kind of environment and personality your organization or business has and should be given a lot of time and a lot should be invested in it.
This is important because knowing your weaknesses and working on them to make them your strong points and also highlighting the strong points of your personality can help the organization grow and enable smooth process of communication with the employees and other people of concern. (Daud, 2008) If you consider the management style that exercises a lot of control and power over the employees and where the management has a lot of emphasis on what is being done on projects, it is basically known as an autocratic style of leadership.
In this style the manager wants to take care of everything by enforcing a lot of power and sometimes misusing his or her power. Here more power and trust is given in the hands of the boss or the manager rather than the employees themselves. Rather than making the employees feel a part of the decision or the process, the management tends to take care of all the important decisions and creates a very cold and unconcerned environment for the employees to work in. The problems that arise in this kind of leadership are that there is no employee manager relationship.
People are not motivated to work because they feel like they are working under a dictatorship and they have no say in what the organization does. There is no employee loyalty or sense of belonging. This kind of style does manage to get the work done but at the expense of the morale of the employees. Employees in these kinds of culture are generally dissatisfied and there is a high employee turnover which refers to the amount of employees that leave the organization. (Beam, 2008)
When we talk about the management style that has an open environment and complete freedom is given to the employees to make their own decisions and to build a casual and open environment where there are no rules or there is no one to answer to, you are basically describing a democratic style of management. Here the management has very little influence over what the employees are doing and there is no form of formal control or guidance over the employees. The employees are given maximum freedom of input in projects and plans of the organization.
Although the final decision is still taken by the management in this style of control, the employees are efficiently involved in the process before these decisions are made. The problem with this kind of management is that it completely ignores one of the core aspects of management that is control. The lack of control can have serious consequences on the kind of output the employees produce. With some kind of control, the management is able to keep the employees on their toes and is able to produce the outcome on time.
In this kind of democratic leadership, the environment is such that employees are happy to come and there is a sort of comfort and the employees feel like they are a part of the organization, however, the relaxed environment can be misused by the employees to the extent that their work holds less importance than building and maintaining relationships. (Daud, 2008) Now we realize how important it is to create a balance between these two very diverse styles of management and management control. so one of these alternatives is known as “the laissez fair management style”.
This style is one approach that aims to strike a balance between the two different approaches by using the advantages and avoiding the disadvantages of both the democratic and autocratic styles of leadership. This is a more accommodating style of management, This approach gives a balanced amount of power to the employees by allowing them to give their input in the decision making process while giving the management the control over making the decisions on both the project and how the employees are performing over projects and plans.
Here the employees is not shunned and is given a fair chance to participate but also is under the control of the management so that he or she is answerable for anything that they are doing or any task that they have been assigned to do so to the upper management. This way the balanced environment of work and healthy employee and management relationship is also maintained. References Beam, J. (2008).
What is Employee turnover, Retrieved on September 3, 2008 from http://www. wisegeek. com/what-is-employee-turnover. htm Daud, Naz (2008), Different Management Styles, Retrieved on September 3, 2008 from http://www. articlesbase. com/management-articles/different-business-management-styles-432524. html Windmueller, J. (1996). Conflict analysis and resolution bookshelf, Retrieved on September 3, 2008 from http://www. spcomm. uiuc. edu/projects/vta/vta021. 401