MANAGEMENT & LEADERSHIP

Organizing and Managing for Performance

Organizing and Managing for Performance

“Identify and critically analyze a key organizational behavioural and/or human resource issue facing an organization of your choice. Discuss what you consider to be the appropriate management responses to this issue.”

Introduction

To understand the impact of management in a wholesome context, we shall describe the hindrances and problems that managers and the overall administration generally faces in the midst of process improvement and accelerating performances delivered by employees. Managers are generally concerned regarding what are the best and most effective alternatives which, when implemented, would pave way for understanding and comprehending employee grievances, thus making it easier for managers to reduce concerns and problems of employees within the department and simultaneously create rapport and stronger relationships among employees. For this paper, we shall excerpt and look out for Toyota, the organization of our choice, which would help us understand the rising problems and employee grievances and that what measures had been undertaken for the sole aim of reducing those issues and concerns faced otherwise.

Management Dilemma: Problems and Issues highlighted

An organization is comprised of several facets that unanimously make it an effective and efficient production machine. If we look back at the times when autocracy and authoritative leadership paved, generally the head of the organization held the final decision making authority and that all rules, regulations, policies and procedures shall be coined and framed by the leader on the top. With the passage of time, since this model of leadership became outdated, leaders then moved on to the collaborative model; two more improved form of leadership prevailed in the midst of creating better understanding of the work that was being delivered, namely participative leadership, which implies the intervention of the authoritative body, who shall work with his or her subordinates for the purpose of problem solving and dissonance reduction regarding organizational or departmental issues and delegative leadership or free-reign style where the authority implies and assigns work to their coordinators, subordinates and the managers working underneath them, who shall make their assigned groups of employees and users to complete given deadlines and assigned targets and reporting to their authorities, who shall then submit the final and actual task completion reports to the final ruling, governing body (Björkman, 2008, pp.853).

One must understand and comprehend that there have endless casualties prevailing in order to produce this otherwise dramatic and drastic shift. Although considered outdated and downgraded in the realm of management, authoritative leadership is still practiced till date in many countries around the world. Adolph Hitler, Saddam Hussein, Chingez Khan and many other people that have been extracted from history have displayed eminent and intricate examples of autocratic and staunch leadership styles with their people and all around them. With autocratic leadership, the need to succeed and gain power almost becomes overwhelming. What this mean is that all the decisions that are being undertaken for the purpose and objective of making effective use of people around the ...