Organizational management theory is a set of ideas and principles that provide a framework for understanding how organizations function and how they can be managed effectively. There are many different theories of organizational management, each with its own unique perspective and approach to understanding and improving organizational performance.
One of the earliest and most influential organizational management theories is scientific management, developed by Frederick Winslow Taylor in the late 19th and early 20th centuries. Taylor's theory focused on increasing efficiency through the use of scientific methods to study work processes and the development of specialized roles for workers. This approach emphasized the importance of standardization and specialization, and sought to break down complex tasks into simpler, more efficient components.
Another important organizational management theory is bureaucracy, developed by Max Weber in the early 20th century. Weber's theory focused on the role of hierarchy and rules in organizations, and emphasized the importance of formalized procedures and a clear chain of command. This approach sought to create a more efficient and rational organization by standardizing processes and decision-making.
In the mid-20th century, the human relations movement emerged as a response to the perceived limitations of scientific management and bureaucracy. This movement emphasized the importance of interpersonal relationships and communication in the workplace, and argued that managers should focus on the well-being and satisfaction of their employees. This approach to organizational management sought to create a more positive and productive work environment by fostering positive relationships between managers and employees.
Contemporary organizational management theories continue to build upon and expand upon these earlier ideas. For example, contingency theory emphasizes the importance of adapting management strategies to fit the specific needs and context of an organization. This approach argues that there is no one-size-fits-all solution to managing an organization, and that the most effective strategies will depend on the specific goals and challenges faced by the organization.
Overall, organizational management theory provides a valuable framework for understanding how organizations function and how they can be managed effectively. By considering the various perspectives and approaches to organizational management, managers can develop more effective strategies for improving organizational performance and creating a positive work environment.
Major Approaches to Management Theory
Delegation refers to assigning tasks to subordinates, while span of control refers to the number of subordinates under one manager and can be classified as either wide or narrow. Organisational theory means the study of the structure, functioning and performance of organisation and the behaviour of individual and groups within it. For this reason, strategy and analysis often go hand-in-hand for an organization. This theory argues that a sense of belonging and social acceptance is an important aspect of positive performance in the workplace. The management attempts to improve the interpersonal skills through motivations, leading, communication and counseling.
Understanding Organizational Leadership Theory
As this continues, people will gradually replace their old routines with the new concepts. In large organizations, there may be many layers of management. It determines lines of authority, communication, duties and responsibility among and between each part of the organization and its members. Staffing entails coordination of the production process by ensuring that the right people occupy areas of their expertise. Social sciences are expected to lay down standards for achieving and improving human welfare. Since there would be fewer employees, it would be better to have them grouped together to assist with company tasks.
7 Types of Workplace Management Theories
These are management theories in themselves. A functional structure groups employees based on their role, while a divisional structure groups employees based on location, products, processes, or customers. Therefore, theories give an explanation on how something happens or does not. The term specialisation includes the division of labour and the usage of special machines, tools and equipments. In reality, Weber believed that by using human logic in his system, we could achieve improvement of human condition in various workplaces.
Organizational Management Principles & Examples
But if employees demonstrate a willingness to learn and are enthusiastic about what they do, their leader is likely to use participative management. His focus was on changing working conditions like lighting, break times and the length of the workday Every change he tested was met with an improvement in performance. Theory X and Theory Y Do you believe that every individual gets maximum satisfaction from the work they do? Specialisation is obtained when a person is requested to do a single work and it results in the increase in productivity. First of all, he realized that bureaucracies were ruled by very few people with very large amounts of unregulated power. The management department must clearly understand the several elements of the exogenous environment such as socio-economic, political, technological, as well as ethical factors that influence different areas of operation. The greatest challenge comes in when figuring out the most efficient and effective criteria of managing an organisation to achieve optimal benefits.
