Systemic Overview OF Paradigm Management -Myassignmenthelp.Com

Question: Discuss About The Systemic Overview OF Paradigm Management? Answer: Introduction: The study of evolution of management thinking describes different historical approaches of management. Those accounting help managers to adopt various managerial concepts and implement them under different circumstances (Khorasani and Almasifard 2017). In this report, two concepts are chosen to analyse this concept of management evaluation based on the Vodafone Company. Scientific Management: Fredrick Taylor gave the concept of scientific management theory from a classical point of view. According to him, scientific changes can improve labour productivity. According to this theory, employers will hire skilled workers with high wage rate (Shafritz, Ott and Jang 2015). Moreover, high wage incentives attract workers to work more and to create more output. This scientific management concept has developed the concept of modern management. However, this concept did not think about labour welfare. Hence, clashes occur between employers and employees. Employers do not consider any ideas of workers. Moreover, workers remain uninformed regarding any company decision. Theory X and Theory Y: Douglas McGregr developed the motivational theory X and Y. These two theories are different by their nature. Managers use those theories to motivate their workers. Theory X states the concept of supervision and theory Y gives importance on rewards and recognition. Both theories follow different methodology to keep employees motivated (Sorensen and Yaeger 2017). Theory X chiefly follows an approach of authoritarian to motivate their workers. This theory follows some fundamental assumptions. This first assumption is that maximum people do not want to work and try to avoid this. Secondly, employees need management direction, control or threatened to work for completing a companys target. As those workers always try to avoid responsibly, managers will monitor them. There are some other companies, who follow Y theory. This concept is more decentralised by nature. Employees enjoy authorisation power and that help to remain motivated. Theory Y also follows some assumptions. The chief assumption is that workers take responsibility of their own actions. They try to work hard to achieve the goal of their company. They try to perform their work efficiently, without any supervision of their higher authority. However, theory x and theory Y has some limitations. In theory X, workers are threatened to work (Lawter, Kopelman and Prottas 2015). However, this will create a negative impact. Hence, workers cannot fulfil companys goal. On the other hand, application of theory Y in a company is very rare. In a practical environment, a company never can distribute their authority power to its all workers. Workers can misuse that power. Company Selection: In modern business environment, these theories can describe any companys management strategy. Here, Vodafone is chosen to analyse those management thinking. It is a U.K based multinational telecommunication company (Vodafone.com 2018). The company has captures its market in maximum region of the world. There are other famous international and domestic telecommunication companies, across the world. Hence, to compete with those companies, Vodafone needs to follow different management thinking. Scientific management analysis: Vodafone follows the scientific approach of Taylor. This management states a close work relation between managers with their workers to develop and encourage them. Call centre managers of Vodafone also follows this method by maintain a regular report. Managers maintain a key performance indicator (KPI) report of their employees on a daily dashboard. This report helps managers to analyse performance of their workers. This report also includes business of leaves, turnover and quality result of every employees. Manger follows Taylors theory for those workers who cannot maintain minimum score of 3 points of their KPI report (Kerl 2018). They try to indentify workers problem by performance management. Here, managers and workers play distinct performance. Managers take various decisions related to business and customer satisfaction. On the other side, call centre employees only operate customers through phone calls. Moreover, Taylor stated about the wage incentives to motivate employees to work more efficiently. In this company, there are many workers, who perform on a pay-by performance scheme (Frynas and Mellahi 2015). Their salaries are fluctuated according to their performance. The company also provide various awards to encourage their performance. These are scholarships and overseas placements. Hence, the above discussion proves that Vodafone follows Taylors approach. There are various evident, like performance rate and incentive schemes, to support this concept. However, there are some other concepts of this company that do not follow this concept. The company tries to maintain job satisfaction among their workers. Theory X and Y analysis: The Vodafone Company does not follow theory X or theory Y to operate their business. If they apply theory X then they need to threat those workers, who do not want to work. However, this effect will adversely affect the company. In future, the company can lose its potential workers. Moreover, a bad reputation will negatively affect the company. Hence, they will not apply theory X at any moment. The Vodafone Company always tries to motivate their employees by giving incentives and other rewards. The company also thinks about the wellbeing of their worker (Achieng 2014). Moreover, they try to analyse problems of those workers, who do not want to work further. Managers always try to solve those problems. Hence, well understanding helps this company to make a healthy and good relationship with their workers. On the other hand, the company will never follow theory Y. The Vodafone Company hires skilled managers to manage different sections of their work. In a call centre, the company also provides a manager to supervise employees (Francis and Santhosh 2016). This helps the company to manage their controlling power. If the company will follow theory Y, then it may lose all its controlling power. Moreover, the higher authority cannot control any activity of their workers. As a result, the company will lose its profit. Hence, any profit making competing firm like Vodafone will never follow any of those theories. Evaluation: The Vodafone Company only follows scientific management approach to develop their business. This approach helps this company to expand further with good employees. Hence, this approach is applicable for any organisations. However, theory X and Y are not applicable. They do not provide any good impact on a companys management capacity. Reference: Achieng, O., 2014.Organizational Silence Affecting the Effectiveness of Organizations in Kenya: A Case Study of Safaricom Call Center(Doctoral dissertation, United States International University-Africa). Francis, D. and Santhosh, V.A., 2016. A Study on the Motivational Level of Employees Working in the Telecommunication Industry: A Comparative Study with Specific Reference to Public and Private Sector Organizations.SAMVAD,11, pp.17-25. Frynas, J.G. and Mellahi, K., 2015.Global strategic management. Oxford University Press, USA. Ishak, S., 2015. The Impact of Thinking Maps on Enthusiasm, Attitude and Learning Style: An Action Research Study of Students in Management Course.Science,3(5), pp.107-113. Kerl, A., 2018. Development of an Innovation Ecosystem in a Fast-Paced Economic Environment: The Case of the Vodafone Open Innovation Program. InEntrepreneurial, Innovative and Sustainable Ecosystems(pp. 305-321). Springer, Cham. Khorasani, S.T. and Almasifard, M., 2017. Evolution of Management Theory within 20 Century: A Systemic Overview of Paradigm Shifts in Management.International Review of Management and Marketing,7(3), pp.134-137. Lawter, L., Kopelman, R.E. and Prottas, D.J., 2015. McGregor's theory X/Y and job performance: A multilevel, multi-source analysis.Journal of Managerial Issues,27(1-4), p.84. Shafritz, J.M., Ott, J.S. and Jang, Y.S., 2015.Classics of operations theory. Cengage Learning. Sorensen, P.F. and Yaeger, T.F., 2017. The Human Side of Douglas McGregor. InThe Palgrave Handbook of Organizational Change Thinkers(pp. 1-15). Springer International Publishing. Vodafone.com., 2018.Visit the Vodafone corporate website. [online] Available at: https://www.vodafone.com