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The learning institution that will be considered is Graffins College, a college that mainly deals with business courses. The college has succeeded in it dissemination of its services due to the environment that has been created by the management. Its success can also be attributed to the culture that has been formed by the college over a long period of time. These coupled with hard work manifested by the tutors at the college make the college distinct and stand out from the rest due its performance.
A sense of responsibility among the students, tutors and the administrative staff enables the college to synchronize its operation.
With a motivate work force the college endeavors to reach the zenith of its performance. Management Style The college management uses a bureaucratic management style where by the authority is distributed in all the departments. This enables the college to sustain and reinforce discipline among its students since every one in the chain of management has been bestowed with a certain authority.
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This essentially helps a lot in creation of an amicable learning environment. In using the bureaucratic management style the responsibilities to every individual at management level are considered o be official duties and thus they are defined.
This also applies to the qualification of the particular individual that fills the vacancy of these duties (Wallace: 2002) In this case the stipulated duties are paramount to the running of the organization and this is the yard stake which is used to measure the success of an individual in this organization.
In a learning organization, this successfully enables the organization such that right form the principal to the tutors the duties are defined and they endeavor to get the right results and thus bringing result to the organization.
In essence this leads to a result oriented organization. When a learning organization is result oriented, it reflects to the students and thus it is beneficial to the learning organization. In addition, the bureaucratic leadership style enables the organization to be governed by a system of rules (Vecchio: 1988). These rules are aimed at covering speculated events also in a bureaucratic management style personality of an individual is detached from decision making thus decisions are made from the stipulated rules or regulations.
In this regards specific rules are set to dictate how to behave when dealing with a student or a colleague in the organization. Thus the behavior in the learning organization can be predicted and identified when things are going haywire. Also a bureaucratic management style gives the workers a sense of security in that all the workers do not only have stipulated responsibilities but have job descriptions which ensure that if they are not there or absent then there will be a vacuum that will need to be filled.
Thus this is a positive attribution to a learning organization. The effectiveness that is manifested in the bureaucratic management is that it gives the learning organization a set rule to work or operate on thus enabling it to elicit confidence from all the stakeholders (Tharenou: 1993). Thus even when the individuals change the positions in the running of the organization, there is not apparent change of the running of the organization due to the streamlined operations of the organization.
Another factor that bring efficacy in the running a learning organization using this structure is the fact that the objectives of the organization are bound to be reached not only in a fast way but also in a more efficient one since each position in the organization has defined responsibilities and duties which define or reflect the general goal of the whole organization. The facts that all the appointments are based on the job description, the workers are required to be qualified to meet the requirements described in their position.
Therefore in this kind of management only skilled work force is hired. This successfully applies to a learning organization since it is ridiculous to use unqualified manpower to impart skills in the organization. The successful management style varies with the kind of leadership that has been put in place in the organization. A participative management style coupled with a bureaucratic approach is essential in managing a learning organization since all stake holders have to be involve in decision making.
For instance at Graffins College, the Students, tutors and sponsors have to taken into consideration before a decision has to be made. In this regards their views have to be considered in depth. After they are considered they should be discussed and a conclusion to be reached later. The advantage of the participatory management is that is enables satisfaction to be achieved by every one in the organization. Organizational Culture The culture of an organization defines how management and the employees do things.
The set standards of performance or services are equally important because current managers work very hard to maintain the standards of the work of the founding managers (Vecchio: 1988). In a learning organization this is very crucial since it dictates what the people in the organization do and thus reflecting the overall characters that are expected to be brought out from learning events in the organization. Culture helps to explain why different groups of the people perceive things in their own way and perform things different from other peoples groups.
For instance if the culture of a learning organization dictates discipline then the people in this organization ensure that all individuals manifest traits of discipline and thus try to show the other learning organizations that it is indeed discipline that make them stand out from the rest. Having defined the individuals’ character traits, it is therefore important to note that culture defines the organizational behavior. An organization with a high performance culture is thus ready to work-even new recruits in the organization find a culture that challenges them to work extremely hard.
In fact, the culture of an organization makes the managers to make decisions based on the culture easily. Culture is manifested through a number of features and it is recognized that the culture is fundamental to the success or failure of organizations in meeting their goals. Organizational culture is rather an intangible mixture of rules, relationships, values, customs (Tharenou: 1993). This can be characterized in organization by a mission statement that highlights the values the organization upholds. Culture can also be denoted by the behavior patterns of individuals in the organization.
This in turn is reflected in how authority distributed in the organization thus shown in the framework of the structure of the organization. This essentially means that the organizational behaviors are infused in the culture of an organization In a learning organization the culture of the organization might be accommodative such that the rules and regulations that are found unsuitable are changed for the sake of the learning organization prosperity (Vecchio: 1988). In such kind of a scenario therefore there is not fear for losing an individual’s job and this leads to a management structure that leads to job satisfaction.
A learning organization in this regards needs a culture that is open and responsive such that individuals are given the opportunity to continuously learn new skills. This is for the advantage of both the organization and the individuals’ development. Development of People Every organization has goals which they ought to accomplish through individuals. It is this that makes organizations to develop individuals by training them so that they can acquire skills which will enable them to perform and thus eventually enable the organization acquire their goals.
People on the other hand have their goals to improve themselves and attaining the goals which they are employed for. When individuals in an organization have set the goals they want to achieve along side those of the organization, it leads to better performance because the employees are motivated by their goals. This equally creates a certain amount of competition between employees which also improves performance. Development of an individual is a vital culture that has to be continuously reinforced in an organization. The development of an individual is achieved through training.
This in essence enables an individual to be empowered and thus leading to job satisfaction. In training its employees an organization equips them with assertive skills and influencing skills in its managerial endeavor. It is through assertive training that individual’s attitudes of the employees are achieved. Empowerment of employees results in better decision making in a business. If the decisions are made at the correct level they will be informed decisions made through consensus rather than decisions made with limited information in a vacuum.
The decisions implementation will make the decision makers to be motivated after the realization that they have a say in the organization. This is quite applicable in a learning situation since relationships in this case are based purely on mutual agreements. Also development of individuals targets to speed the decision making process. When the right people are given the mandate to make decisions, they need not to go up to the heads to ask for solutions but they come up with decisions thus avoiding delays in the decision making process (Tharenou: 1993).
In addition when decisions are made at the appropriate levels or job positions it is advantageous for the organization since no one else can understand these issues or opportunities with greater clarity than the people at the appropriate level. Furthermore, employees do want to produce quality work and be proud of and satisfied with their work. Thus they want to have a positive feedback from management, the students and other colleagues. This ensures employees satisfaction. When their decisions yield they can be rewarded by a salary hike and gaining of shares to affirm a job well done.
Employees can be empowered by being provided by skills through training that will see them filling the gaps that are blank (Yousef: 2000). This helps the employees with solving their problems at work. It equally enables the workers to build self confidence. Furthermore, empowering employees with skills encourage employees to take pride of their work which consequently results into improved productivity. They use the skills they have learnt to disseminate their services and do the work in the most efficient way. This in the long run enables the organization to prosper in its endeavors.
Generally individual’s empowerment offers an approach to organizations that enables them to succeed and treats their staff and customers well. Empowerment gives employees a sense of responsibility as they decide on everyday basis the fitness of their work, rather than their manager. In this case the duty to do a good job is on the employee and they are less able to blame their manager for poor decision-making. They in essence are their own bosses and this gives them and opportunity to make satisfactory decisions and thus in the long-run job satisfaction.
Also empowerment offers a way of treating staff with respect and honesty, and offers a way of working for organizations that want to be successful in a climate change. This can be reflected in a learning organization since it always has a changing phenomenon. Empowerment works as a motivating factor to employees since it does come with individual’s personal development since for effective implementation of empowerment proper training and development ought to be done to ensure that individuals are equipped with abilities necessary to make decisions.
In essence empowerment increases efficiency in an organization. Training needs to be used with top management to help them work through and plan for changes required. Training also facilitates visioning to the employees. Assertive training in this case is encouraged since it is a way to reach and change attitudes, whilst influencing skills that will be useful so that the empowered staff can communicate with each other (Dreyfuss: 1967). The outcome of empowerment is that there will be many staff on the same level that will be required to interact with each other.
This will be beneficial to the organization since influencing and assertiveness skills can make these exchanges more successful. This is equally in the Equity Theory by J Stacy Adams which considers that people strive to achieve for balance. With people working at the plain level, empowered groups can work more effectively since everyone’s input is of significance in terms of decision making (Woods: 1982). List of References Dreyfuss, H (1967) Designing for People. Boston: Allworth Press Tharenou, P. (1993) A Test of Reciprocal of Absenteeism.
Journal of Organizational Behavior, 269-290 Vecchio, R (1988) Organizational Behavior. New York: Dryden Press. Wallace, G (2002) Empowerment as a Process. Achieve Peak Performance Journal Weiss, H (1979) Social Influence on Judgment about Tasks. Organizational Behavior and Human Performance, 126-140. Woods, A. (1982) Strategic Management. Boston: Allworth Press. Yousef, D. (2000) Organization Commitment: A mediator of the Relationship Behavior with Job Satisfaction and Performance in a non Western Country. Journal of Managerial Psychology 6-24
Critically Assess the Role of Management Styles. (2020, Jun 01). Retrieved from https://studymoose.com/critically-assess-the-role-of-management-styles-new-essay
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