The Marxists perspective of industrial relations is one based on conflict. Industrial and employee relations can only be understood as part of a broader analysis of (capitalist) society. In contrast to any implicit or explicit assumptions about a balance of power in the industry, Marxists emphasize the asymmetry of power between the employer and employee. Marxists see the role of employees as sellers of their labor and employers as exploiters of that labor. The whole Marxist perspective of industrial relations is based on the proletariat and the bourgeoisie and how the bourgeoisie have with the help of capitalism kept the proletariat down. The different firms in an organisation are a reflection of society and the class divide. Marxist believe there are structured inequalities within organisations that are there to maintain the status quo and that any worker resistance is systematically suppressed by the powers of the state. The Marxist perspective Continue reading
Management Concepts
The Role and Responsibilities of a Line Manager
Business management and entrepreneurship are improving rapidly nowadays and one of the main roles is improving with it also, which is the line manager. The role of line manager became very important in the structure of the business entity, because it is the shortest way for executive or non-executive directors to communicate with their employees and line manager helps in this situation a lot. Line manager appeared from the business term “Line Management” and its aim was to administrate all activities which are hold in the company and try to maximize level of service providing and output of products. In the real life line manager normally in charge of activities and labor’s output or it is responsible for a specific product line, for example, tea production and he cannot make any alterations in production of coffee, because normally it will have its own line manager who is responsible for this Continue reading
Steps in Management by Objectives (MBO) Process
Management by objectives (MBO) is a systematic and organized approach that allows management to focus on achievable goals and to attain the best possible results from available resources. It aims to increase organizational performance by aligning goals and subordinate objectives throughout the organization. Ideally, employees get strong input to identify their objectives, time lines for completion, etc. MBO includes ongoing tracking and feedback in the process to reach objectives. Management by Objectives (MBO) was first outlined by Peter Drucker in 1954 in his book ‘The Practice of Management’. In the 90s, Peter Drucker himself decreased the significance of this organization management method, when he said: “It’s just another tool. It is not the great cure for management inefficiency.” The main features of MBO are: Management by Objectives is a philosophy or a system, and not merely technique. It emphasizes participative goal setting. It clearly defines each individual responsibility in terms Continue reading
The Relationship Between Creativity and Innovation
Creativity and Innovation are two different terms and they technically have different meanings. Creativity means originality, imagination and inventiveness that are brought out through resourcefulness. Innovation, on the other hand refers to modernization and improvement over an existing idea. In this way, it is true that creativity and innovation are two different terms and cannot be used interchangeably. Yet, they have been used interchangeably in several areas or walks of life, including business and management as well as technology. In this way the main distinction between creativity and innovation, being the originality has been ignored and as the line between creativity and innovation is thin, it becomes even more difficult to distinguish between these terminologies. Innovation is an important aspect of growth and development of individuals, organizations, cultures and societies. Innovation and creativity refer to bringing in new ideas to life. Innovation can be achieved strategically through a process of Continue reading
Delegation – The future of People Management
Many managers or team leaders feel quite threatened by the whole concept of delegation — after all they may have taken some time to reach their current position, so why should they start to give their much coveted job away? Benefits of effective Delegation Benefits to the organization: Optimum use of staff resources Tasks performed at the cheapest rate consistent with quality Wider ownership of company mission and objectives Reduce vulnerability to unexpected absences Benefits to the manager: Free time for more vital tasks Develops staff for wider role Increased staff motivation Spreads the ownership of achieving departmental objectives Benefits to the individual: Develops increased skills or knowledge Motivation Shows wider view of the company Builds trust and confidence Trying to decide what to delegate is made easier if we first of all decide which tasks should not be delegated. Things to consider when deciding what to delegate: Ruthlessly analyse Continue reading
Ways to Overcome Resistance to Organizational Change
Change triggers emotional reaction because of the uncertainty involved, and most Organisational change efforts run into some form of employee resistance. Resistance to change can be overcome by education and communication, participation and involvement, facilitation and support, negotiation and rewards, and coercion and manipulation. Kotter and Schlesinger set out the following six change approaches to deal with this resistance to change: Education and Communication — Where there is a lack of information or inaccurate information and analysis. One of the best ways to overcome resistance to change is to educate people about the change effort beforehand. Up-front communication and education helps employees see the logic in the change effort. this reduces unfounded and incorrect rumors concerning the effects of change in the organization. Participation and Involvement — Where the initiators do not have all the information they need to design the change and where others have considerable power to resist. Continue reading