Organizational and Management Theories

judicatureal and counseling TheoriesIntroductionOrganizational behavior is the backb unrivalled of every business. It is used to learning ab start the internal character and the external character of the mass in the watertight. Organizational behaviour is the study of how idiosyncratics and gatherings perform to demoralizeher within an validation. It focuses powerfully on managing individuals, separates, organizations, and attend toes (Steven Stralser, 2004).Organizational behavior is convenient shorthand that refers to the numerous be marks on and patterns of behaviour of people within organizations. (Porter, Lawler and Hackman)The culture of the organization tail endnister be measured in the marges of the individuals, group as comfortably as from the totally organization. So for the purpose of analyzing the factors that go the organization we requisite to analyze the factors that will affect the character of the individual, group as intimately as the whole organization. The organization will run in contrary ways inside. well-nigh of the magazines this is formal and close totimes this is informal as nearly. Most of the bothers residing in the comp to each one be based on the social problems. To over come the problems within the employees the company has take awayd to come up with fewer ideas.Understanding Organizational BehaviorEvolution of counselling virtuous organization hypothesis evolved during the outgrowth half of this century. It represents the merger of scientific focusing, bureaucratic theory, and administrative theory. (David S. Walonick, Ph.D.)Scientific approach of attention (1) (2)The scientific management was formulated by Frederick Winslow Taylor (often called Taylorism) in the years of late nineteenth century in format to increase the crossingivity in the sloshed. His theory had four rudimentary principles 1) finger the one best way to perform for each one task, 2) c atomic number 18fully trai n each p occasion to each task, 3) closely supervise workers, and use revenge and punishment as motivators, and 4) the task of management is planning and control.Most of the principles atomic number 18 applicable to just about all the organizations and it was extensively reliable by the hards in that time. The chief(prenominal) objective that stands with this theorem is to gain economic growth by amend the labor productivity. All the things chartered to increase the productivity of the firm had been include in this theorem. Taylor noticed most of the problems with the workers in terms of the intelligence, creativity, talent, pauperization, skills and more(prenominal) than. These differences argon the main reason for the low productivity in the firm. Taylor was a lathe operator and foreman. The scientific approach positive by the Taylor is the prototypal to use the science to confer the value of the individual workers. He said that fetching the decisivenesss of the industry meet by the wish of the decision draw and quarterr and the thumb rule should be omitted and the importance should be given more to the cargonful study of the process of fetching the decision. More analysis has to be done before taking any kind of decision. It created raw era in the late 19th century and the early 20th century. Most of the firms in those days accepted the theorem as the new way to increase the productivity rather than taking the decisions by using the old imposed methods. The Taylors theorem was archetypical coined as the term shop management or process management. Later it was changed to the name scientific management. This method is implemented in most of the firms to reduce the wastage of the resources and increasing the productivity in the company. Most of the industries in those days were based on product phylogenesis. There were fewer firms based on the service oriented. So it was well applicable to those time period/ but later it was falling in the negative side, as it was crowing more importance to the part of meliorate the productivity that the human value.For example, during one of Taylors decl atomic number 18 implementations, a strike at the Watert aver Arsenal led to an investigation of Taylors methods by a U.S. House of Representatives committee, which describe in 1912. The conclusion was that scientific management did provide some profitable techniques and offered valuable organisational suggestions, but it gave production managers a dangerously exalted school level of uncontrolled power. After an attitude survey of the workers revealed a high level of resentment and hostility towards scientific management, the Senate banned Taylors methods at the arsenal. (3) sure as shooting Taylorisms negative effects on worker morale entirely added more fuel to the fire of existing labor-management conflict, which frequently raged out of control amidst the mid-19th and mid-20th centuries. Thus it inevitably contribut ed to the streng pasting of labor unions, which was the opposite of any of Taylors have got hopes for labor relations. That outcome neutralized most or all of the benefit of any productivity gains that Taylorism had achieved. Thus its net benefit to owners and management s legislate up cosmos small or negative. It would take new efforts, adoption some ideas from Taylorism but mixing them with others, to produce a winning formula.Classical theory of managementThe classical theory of management has done most of its work on the flow of the control and the decision making talent in an organization. It garbleds the organization into three levels based on the power they are having in changing the firm with their decisions. They are classified as top level management, nerve centre level management, and Low level management.The top level management comprises of the directors and other board members who put one across the authority to take the decisions of the firm by themselves. In tycoon include any acquisitions to be do, coal scuttle new departments, expanding in the international market places, applying conceptions to create a new product, culmination productivity of existing products etc. All the strategies that are going to affect the firm in a major(ip)(ip) aspect will hasten its birth from the table of the top level management.The centre level management is the supervisors who carry the decisions make by the top level to the bottom level. The middle level management is there to manage the decisions taken and to process those things to split the work among the different soulnel across the organization.The low level soulfulnesss are the real workers of the firm. They are the ones who execute the plans and the decisions of the top level management and the middle level management. These bottom cable system workers are the labors who were working for the hourly charter or sometimes as contractors. Most of the individuals in this level are low thinkers and open of doing things they got expertise in.Hawthorne studies (4)The Hawthorne effect an increase in worker productivity produced by the psychological stimulus of being singled out and made to bump important. Along with Frederick Taylors work, this study gave rise to the field known as Industrial Psychology as social group modulates and interpersonal factors essential withal be considered when performing efficiency research such as time and motion studies.The major finding of the study was that almost disregardless(prenominal) of the experimental manipulation employed, the production of the workers seemed to improve. One reasonable conclusion is that the workers were joyous to receive attention from the researchers who expressed an interest in them. The study was only holded to last one year, but be ground the researchers were set back each time they tried to relate the manipulated physical conditions to the workers efficiency, the project extended out to five years.Four general conclusions were drawn from the Hawthorne studiesThe aptitudes of individuals are im utter(a) predictors of line of descent performance. Although they give some indication of the physical and mental potential of the individual, the add to signher produced is robustly influenced by social factors.Informal organization affects productivity. The Hawthorne researchers discovered a group life among the workers. The studies excessively commemorateed that the relations that supervisors develop with workers tend to influence the manner in which the workers carry out directives.Work-group norms affect productivity. The Hawthorne researchers were not the first to recognize that work groups tend to arrive at norms of what is a pleasure ground days work however, they provided the best systematic description and interpretation of this phenomenon.The work power is a social system. The Hawthorne researchers came to view the work as a social system made up of interdepende nt separate.Maslows Hierarchy Of inevitablyAbraham Maslow developed a theory of personality that has influenced a number of different fields, including education. This wide influence is due in part to the high level of practicality of Maslows theory. This theory accurately describes many realities of personal experiences.Maslow has set up a hierarchy of five levels of basic of necessity. Beyond these necessarily, higher levels of ineluctably exist. These include take for infering, esthetic appreciation and purely spiritual pauperisation. In the levels of the five basic necessarily, the person does not feel the second bring until the demands of the first pay back been satisfied or the third until the second has been satisfied, and so on. Maslows basic unavoidably are as followsPhysiological NeedsThese are biological needs. They populate of needs for oxygen, food, water, and a relatively constant body temperature. They are the unbendableest needs because if a person were deprived of all needs, the physiological ones would come first in the persons search for satisfaction.Safety NeedsWhen all physiological needs are satisfied and are no longer controlling thoughts and behaviours, the needs for guarantor bottom of the inning become active. Adults film little awareness of their security needs except in times of emergency or periods of disorganization in the social expression (such as widespread rioting). Children often disclose the signs of insecurity and the need to be safe.Needs of Love, Affection and BelongingnessWhen the needs for gumshoe and for physiological well-being are satisfied, the next class of needs for love, warmheartedness and belongingness target emerge. Maslow states that people seek to overcome feelings of loneliness and alienation. This involves both giving and receiving love, affection and the sense of belonging.Needs for EsteemWhen the first three classes of needs are satisfied, the needs for esteem can become dominant. T hese involve needs for both self-esteem and for the esteem a person gets from others. human races charter a need for a stable, firmly based, high level of self- approve, and respect from others. When these needs are satisfied, the person feels self-confident and valuable as a person in the founding. When these needs are frustrated, the person feels inferior, weak, helpless and worthless.Needs for Self-ActualizationWhen all of the foregoing needs are satisfied, then and only then are the needs for self-actualization activated. Maslow describes self-actualization as a persons need to be and do that which the person was born to do. However, it is not always clear what a person wants when there is a need for self-actualization.(from Psychology The Search for Understandingby Janet A. Simons, Donald B. Irwin and Beverly A. DrinnienWest Publishing Company, New York, 1987)The hierarchic theory is often correspond as a pyramid, with the larger, lower levels representing the lower needs, and the upper point representing the need for self-actualization as belowThe above theories give rise to the necessity of homosexual relations and squad up dynamics which mutant a major role in the successful performance of a company.Human Relations (5)Human relations can be defined as the cordial atmosphere in an organization in which people practice the art of biography in such a way that they fall, act, interact and transact in a cordial manner recognizing each others needs, views, values and temperaments so that all(prenominal) interaction and transaction which takes place in an organization would have business attempt for each others interests and feelings deuce-aceing to better motivation and morale of people at all levels in the organization. The business organizations of today, and days to come, must employ and manage educated and enlightened human beings in their work force, in place of tralatitious, illiterate and less ambitious man power. aggroup dynamics (6) Team Dynamics are the unseen forces that operate in a team between different people or groups. Team Dynamics can strongly influence how a team reacts, behaves or performs, and the effects of team dynamics are often very complex.It is the responsibility of the manager to olfactory sensation into the group regarding the communication issues. The managers have to make sure that there are no personal disputes in the group and the communication mode is perfect in making the decisions within the group. And the authority given for a person is used in the right way and has never been misused. The responsibility to make sure that the ideas of any individuals are freely opening in the group resides with the manager. The group is made of individual characters. Hence the dispute between any twain of the characters will lead to the destruction of the whole team. The team is made up of different people, different gender, from different location so they have to develop the skills to learn from e ach other. They should find the opportunity in the elusive times. Thats the real way to learn the things. People from different location can learn each others way of living, way of habit, their cultures and more. Even there may be difference in the way of learning. So, all the things will be helpful in a team.The size of the team will also sometimes influence the way of attraction or the way that is make the dispute between people. If the size of the team is too small in a single digit, then managing that group is somewhat easier than the other.Some of the people in a group will actively participate in all the works of the group. scarcely others used to avoid such things. They drug abuse actively participate in the team events.Some of the positive aspects about(predicate) the team dynamics are as followsThis drags others in the team to get into the discussion, So that the team friendliness increases. Will increases the social feel to the group and the people start taking the t hings at ease. Remove their hesitation to play and having fun with other. And that kind of friendship asks them to be more informal and make their minds free of the puree. So the people will not have to expect the motivation and encouragement from any of the formal persons or through the benefactive role acts. Their team members are there to please them at the needed time.But it has some negative effects too. If deuce people were friends in a group, then the other people might find it difficult to get between them. So eventually there will be two sub groups. Most of the information passed through these groups is not passed to other group. kind culture within them gets spoiled and the people are not actively participating in each others activities. The decision making of the group is to be done without the intervention of one of the groups. The miscommunication within the team will lead to the poor performance from that team. At the time of problem the members of the group have to find the solutions as a team. This will reduce the processing time of the problems as well as bring out divide of substitute(a) solutions for a single problem. likewise the solution may be advance(a) and smart and sometime it will reduce the amount of resource we need to reduce. Thus it reduces the follow of implementing the solution.Let us consider an example to understand team dynamicsSuppose in a small team of six people working in one office there are two people who have a particularly strong friendship. This friendship is a natural force that may have an influence on the rest of the team, and can be manifest in variant ways, either positively or negatively.The positive effect of a strong friendship in a team might beThe friends communicate a lot togetherwhich naturally results in other members being drawn into the discussionwhich results in a good social feel to the groupwhich makes people enjoy being in the groupwhich improves motivation and commitmentThe negative effec t of a strong friendship might beTo cause the other four people to feel excludedwhich mover they are less likely to include the two friends in decision makingwhich means that there are likely to be two sub-groupswhich means that information may not flow across the whole group, but only within the subgroupswhich means that miscommunication may lead to misapprehension and poor collective performanceCase StudyTo discuss the organisational structure and its patterns lets look into the following case study on Wipro TechnologiesWipro Technologies is one of the largest IT operate firm in India that has been started in the year of 1985, by Azim Premji. The Wipro Technologies is the subordinate of Wipro limited started first as the company that produced the sunflower oil and 787 wash soap.The IT services of the Wipro are being providing its services to the companies in Europe, America, Japan and almost all the parts of the world. The company majorly operates in three segments such asGlo bal servicesIndia and Asia pacific servicesConsumer care and lightningThe company is having it services in almost all the parts of the business such as health care, insurance, banking, military, hospital, mobile, finance, media, business management and more. The services provided by the Wipro are as database management, customer relationship management, business consulting, business intelligence, network management, testing services, enterprise application ontogeny, security applications and more.Wipro is one of the IT firms that is giving importance to the innovations of the tag line Wipro Applying ThoughtWipro is having more than 40 centers of excellence that provide solutions to the number of industries across the nation. With its unmatched business solutions through the process excellence, service delivery innovations innovation, Wipro is the first company to receive the CMMI level 5 in the software product services company. And also to receive the IEEE software process award by a company that is outside of the United States.Wipro has strong faith in the innovation and according to them the innovation will act as a remarkable partner in developing the business and achieving high goals.The top management of the Wipro was keen in looking for the innovation within the organizations. The top management believes that to become top most in the IT servicing firms, it has to make lots of changes in the innovative way. Some of the innovations made within the company as per the recent trends are introduction of home networking, wireless communications and workplace collaboration. Wipro is the first company to make the multiprocessor systems in India and making mini ready reckoner along with the compiler that was written in India. In the later years the company made its step into the IT related services. By the years of nineties it became one of the notable firm in providing the IT related services.After the Infosys and the Tata consultancy services, Wipro is th e major software exporter of India. After globalization started making impact on the world market, the IT service providing in India got a boom. Wipro was one among them to take their ship in that wave and was successful eventually. However, just like any other organizations, Wipro has its own flaws and was not an exception, where the employees face the same challenges as any other IT firm would face.Below are some of the common problems faced by the individuals in a software firmBenchingWhenever the software industry is in need to get the status of the multi national company they will have to show some internal status to get that MNC grade. For that they have to implement their offices for development as well as marketing in other nations also. Likewise they have to show the certain number of employees working in their company. Accordingly, more than the required number of employees will be employed for the projects. As some of the employees would not be assigned to any of the pro jects, they will be swig and this process is called being on Bench. During the bad economic times and recess they will terminate the employment of those who are not assigned to any of the send out the persons who were not assigned with any of the projects. The job of a person in the MNCs is not safe. But that person is provided with the huge salary. practiced up gradationMost of the people in the software firm fail to update themselves with the software field needs updating frequently. Without the up gradation of knowledge no one can survive in the field. Since it is the emerging domain, employees have to keep themselves well prepared. The firms will keep on training the persons with new technology and keep on appraising on the basis of their knowledge. The persons showing poor result during the appraisals would be de-promoted or thrown out of the firm at any time. So, unless and until the employees keep themselves updated with the growing needs, their jobs are in danger.Inadequa te Time spanThe employees are acquire less time to finish their projects and the companies are looking for cutting the unwanted cost and to gain more. The employees are stressed more to accomplish the tasks. So the software engineers are expected to put more hours to work which not only affects the potential of the individuals but also the work-life balance of ones life.Lack of trainingMost of the people in the software firm are not getting enough training when they are placing them in new project with new technology. They are supposed to learn all those sort of new technologies by themselves. So their work will not have perfection.High stressIt is not the kind of job for the people who are not capable for solving their solving their stress. Because the software domain jobs are highly payable, it also produces more stress in you than other jobs. People work on their computers for longer periods of time without any movement around and cannot be tangle relieved from stress. Though t he entities are concentrating on the stress management programs, employees are not able to find value in them, as at the end of the day the project work is your first responsibility.Recommendations for effective counseling for the above discussed problems (6)Developing effective management skills to deal with specific challenges and problems of each organization is the urgent needs of many businesses and organizations in the global warring environment, rapid changing of technology and environment. The new tendency of training and development of successful organizations over the world today is developing effective skills in dealing with specific challenge of their own organization to reach their own mission and objectives in the new organization that characterized by networked, flat, flexible, diverse, global organization.An effective management should have the following skills.Creative Problem Solving SkillsThis includes identifying the cause of the problem, analyzing the problem and developing and implementing a creative and sensible approach for the problemCommunication SkillsThe effective communication should ideally include listening, presentation and motif writing skills where the employees should be provided adequate training and awareness on.Conflict perplexity SkillsManagement should capable of identifying any sources of conflict, understanding the style of conflict closedown and should be able to choose the best strategy for dealing the conflictSelf-Awareness and ImprovementThe management should emphasize on the concept of self-management and the effectiveness of self-management. This can be done by developing a holistic thought and understanding the emotions in the work place of the employeesTraditional versus Contemporary Organizational structure and Culture (7)Traditional organizations emphasize a strict sectionalisation of labor, top-down decision-making, and extensive rules and procedures where as on the other hand the contemporary design f lattens the traditional pyramid structure, facilitates the flow of information to all parts of the organization and reduces response time to external and internal demands. It is to be storied that the traditional organization is a pyramid with a president at the top, a few vice presidents, and layers of management and the majority of employees at the bottom. Jobs are specialized, and information and authority flow from higher to lower levels.Wipro Technologies has been following the traditional organizational structure when it has first started with the production of sunflower oil and airstream soaps, until it entered the IT market. However, as the times passed by, due to the expansion of the firm in to global market with a variety of services, it chose to follow the modern organizational structure to grow as per the industry standards.In the modern times, especially for an organization like Wipro where it has emerged in to the global markets, the contemporary or the modern organi zational structure suits the best as it is in par with the changing times. conclusionThus, it is very evident that all the organizational and management theories put former are to help the organizations to be successful in terms of their individual employees, groups, management and environmental changes. The organizations choose the type of organizational structure to be followed, either modern or traditional depending on the vision, industry and the market approach of the firm. It is no be noted that the individual employees contribute to the major part of the firms success and therefore the management should always bear in mind the human relations and team dynamics with in the organization while effectively managing the groups.