Introduction to Modern Management

Introduction to Modern Management Lindsay Bursar Aspen University revealline Throughout history mevery diametrical theories have been developed, researched, written just active(predicate) and put to the test in actual spirt place backcloth to see how well they work and how effective they be. Lower-level caution, comprehensive abstract of trouble and tender-hearted transaction movement in forethought theory ar Just a few of them. Each theory was and still is signifi merchantmant in todays modern business world.Every theory has had some kind of continue on the new theories in worry that eave come about since consequently and entrust still continue to have an impact in the future. Its primal that managing directors now and autobuss in the future be educated on these different focvictimization theories so that they can provide the support and education to their employees learn and deserve. This will foster a positive work environment that will lead to annexd productivity and success within companies. Every beau monde must have good, competent managers in order to survive and be successful.Module 1 Introduction to Modern Management Assignments Essay Questions Managers should be compensable more than regular(a) employees. Do you agree with this statement? Justify your resolving in scholarly detail. There are many reasons instruction should be paid more than a regular employee. One of the reasons world the workload managers take on and a nonher being the necessary dexteritys that a manager must possess to name Just a few. As a current member of management at the hospice agency I work for, I agree that management should be paid more.However, I concord with this before I became management as well. As a regular employee I saw everyday how different the workload was between a regular employee and management. According to a recent study an average manager is actually worth 1. 75 employees (Edwards, 2012). After being promoted into my current management position, I agree with this statement 100%. Now sort of of doing the mull over of unitary, Im doing the concern of three and still manage to get everything d wholeness and in on time or ahead of a deadline while as well as managing my employees.Employees in my old position who have the workload of only one sometimes struggle to meet the same deadlines. The expectation of productivity is oft higher for a manager versus those of a regular employee. The importance of a good manager can non be stressed enough. Management influences every facial gesture of an organisation from top management to lower level management (Cert. & Cert., 012). If any organization or go with intends on being successful and so it is of the utmost importance that they hire good management because these the great unwashed are the ones who lead the caller-out towards their intentions and towards success.Good management must have the skills to carry out the four grassroots management functions planning, organizing, influencing and controlling (Cert. & Cert., 2012). Without these skills any member of management would be ineffective and unsuccessful. Managers should be paid more than regular employees because not every employee in an organization possesses these skills. If every employee did, the submit for management would be obsolete. Discuss in scholarly detail why it is important for managers to be aware of ethnic differences in their dealings with people. One of the biggest reasons its important for management to aware of cultural difference is because of the increase in multi-national businesses and business deals. In todays business world an increasing number of companies have bulked doing business with people from different countries and cultures. Because of this trend of globalization, it is very important that managers understand and respect cultural differences. If differences in customs and culture are not known or not respected, business deals can quickly go south and be lost (Brown).Managers must know what kind of behaviors would be inappropriate in situations where you are dealing with people from other(a) cultures in order to forefend doing anything that would be deemed rude or disrespectful. They need to be able to t distributively their employees what is acceptable and prepare their employees and themselves for interactions where this acquaintance is paramount. One of the best things managers can to do to prepare their cater for these interactions is cultural awareness training (Acculturates Consulting, 2011).By giving staff cultural awareness training theyre being given the tools to learn about the customs and cultures theyll be interacting with. Employees will go to meetings for business deals or likely business deals armed with the cultural knowledge to ensure that they will not offend or come across as disrespectful. This training and knowledge that managers give to their employees will enable them to be cultu rally sensitive. This will run not only the employees, but in like manner the company move before and be successful in the international business world. How is lower-level management digest different from comprehensive analysis of management? Is the latter approach worthy for an organization way on increasing productivity by concentrating on the one best way to perform a designate? develop your answer in scholarly detail According to Cert. & Cert. (2012), lower-level management analysis concentrates on the one best way to perform a task (p. 28). This means each task a worker does is closely looked at and studied to come up with the most efficient way to jazz the task that will yield the highest performance.This approach is also known as the scientific method of management (Cert. & Cert., 2012). Frederick W. Taylor has come commonly known as the creator of scientific management. While Taylor worked at Bethlehem Steel Co. His close was to increase worker efficiency and pro ductivity. He did this on the idea that every rent out had one best way to do it and that this way should be ascertained and put into operation (Cert. & Cert., 2012, p. 29). This approach differs from the comprehensive analysis of management because it looks at very specific tasks and simplifies each task as much as possible to create efficiency.Comprehensive analysis of management focuses on the entire couch of managerial performance (Cert. & Cert., 2012, p. 32). Whereas lower-level management analysis or scientific management focused more on the micro aspects of how to efficiently do a Job, comprehensive analysis of managements focuses on the macro aspects. Henry Payola was very important in creating a management philosophy for the comprehensive analysis of management (Cert. & Cert., 2012). So much so that the general ideas and principles of management that he wrote about are still considered very useful in todays management world.Payola had 14 main principles of management th at cover many different topics and believed that having managerial faithfulness is an ability that can be obtained (Summon, 2010). The three biggest principles that Payola focused on were organisational efficiency, the handling of people, and appropriate management action (Cert. & Cert., 2012, p. 33). These principles can be seen being used in modern management today. I believe that using the comprehensive analysis of management is suitable to use in an organization that is focusing on the one best way to do a Job to increase the organizations productivity.While Frederick W. Tailors contributions to the management world were very influential and important, they are also unpopular because of the extreme his ideas went to. In order to increase productivity the exclusively many should first be working towards a common terminal or direction. If a company is focusing solely on the one best way to complete a task, that is the goal there are focusing on first with increased productivity second. By focusing on the one best way, other aspects and employees in a company are being ignored which ultimately will not lead a company towards increased productivity.Looking at a company and the companys goal in a comprehensive view is what will help achieve the goal of increased productivity. Everything and everybody must work in conjunction with one other to reach their goals. Discuss in scholarly detail the human relations movement in management theory. How would you, as a manager in an organization, use the human relations approach to manage employees? According to Cert. & Cert. (2012), the human relations movement is a people- oriented approach to management in which the interaction of people in organizations is studied to Judge its impact on organizational success (p. 5). This movement was started because of the Hawthorne studies that were conducted from 1927 to 1932 by Professor Elton Mayo (Cert. & Cert., 2012). These studies gave managers a lot to think about and a new direction to start researching. The human relations movement focuses more on employees as individuals instead of focusing on procedures and policies in the workplace (Ziegler, 2014). Instead of a company environment that focuses on quotas and procedures, the environment focuses on communication between managers and employees.With a better understanding of employees and an environment more focused on communication, production and success for a company can actually increase. If the workplace is negative, noncommittal and unproductive, then there are some big changes that would need to be made. As a manager I would use this knowledge o learn about my employees and find out what motivates them to work more efficiently and productively. I would figure what exactly would help create commitment to the company from employees and grow off of that.I would start building relationships between management and employees to fix the unity within the company to continue working towards the comm on goal of success. If an attitude of commitment and high productivity can be handsome and fostered within the employees then the manager is doing a good Job of creating an effective work environment. Good relationships with the employees means employees are titivated and will work harder and more productively. Discuss in scholarly detail how a managers understanding of his employees physiological, safety, social, consider, and self-actualization inescapably reform productivity? Managers must have human relations skills in order to be effective. Human relations skills are defined as the ability to work with people in a way that enhances organizational success according to Cert. & Cert. (2012). Its important that managers understand Mascots Hierarchy of Needs to improve productivity within their employees. The five levels of Mascots Hierarchy of Needs are physiological, feet, social, esteem and self-actualization (Burton, 2012). In order for people to achieve the top level of sel f-actualization, each of the other levels must first be fulfilled starting with the final and then making the way up the hierarchy.These five levels are not only pertinent to peoples lives outside of work but also their lives and benefit in the work place. The first level, physiological, is peoples need for air, food, sleep, etc. If an employee doesnt have those basic needs met then they come to work tired or tone sick and their productivity will be decreased. The second level, feet, has to do with peoples need to feel secure. Within the workplace, employees need to feel safe and secure in their Job on a daily basis to keep up their productivity. The third level, social, refers to peoples need to feel a sense of belonging and acceptance.Within a company its important that employees feel valued and part of a team. The 4th level, esteem, is what will make employees feel confident. After an employee masters a skill and is recognized for it, their self-esteem will rise. This can lea d to an increase in productivity because they are proud of themselves and what theyve accomplished. The last level is self-actualization. An employee strives to the best that they can and be all that they can possibly be. Once that is reached, the employee will be satisfied within their Job. Theyll feel accomplished and part of a team.