It would be important to consider the various factors that determine the levels of efficiency in the management of educational institutions with particular reference to the mentioned universities. The theoretical framework of this study will anchor on various theories of organizational management. The theories shall be considered in terms of how they affect matters of policy and practice of management in the identified institutions. Case reviews on matters of educational management have revealed changing trends in leadership and management across the globe (Bush, 2010, p. 45). There is evidence of a determined shift from the traditional systems of leadership and management, which were more rigid to the current ones that seem to be more flexible. The traditional systems mainly involved a vertical structure where the leadership was at the top and made important policy and administrative decisions that affected the operations at all levels of the universities administration (Bush, 2010). Educational institutions that adopted exclusivist policies of leadership favored this system. The current systems have evolved to embrace horizontal structures of leadership, in which policy matters and decision-making are handled at multiple points of the organization’s structure (McCaffery, 2010). Such developed kinds of leadership and management entail some aspect of devolution in which power is distributed evenly across various academic institutions. Both systems have important strengths and weaknesses. The increasing clamor for liberties and the advocacy for rights of the minorities have had significant impact on the levels and nature of leadership in American universities (Bush & Coleman, 2000). Gender and ethnicity are some of the factors that have been brought within the umbrella of the management and leadership structures of American universities (McCaffery, 2010). Such leadership styles have impacted positively on the nature of leadership by embracing certain qualities that are essentially aimed towards responding to the call for harmony in the processes of leadership. Proper management techniques require constant attention to the interests of stakeholders in ways that multiply the importance of normal discourse (McCaffery, 2010). One of the advantages of the top-down leadership structures and management style includes quick decision-making processes (Morrison, Briggs & Coleman, 2012). The leaders make decisions without much consultation, which saves time and affects positively on the speed and efficiency of processes. In some cases, such styles of management feature less bureaucratic challenges since fewer people and fewer processes are involved in the decision-making processes. On the other hand, the same systems are notable for lack of motivation in the lower cadres of management because other people in the organization are not involved in making important decisions within the organization (Walker & Dimmock, 2005). According to theorists of educational leadership and ma
ORGANIZATIONAL AND MANAGEMENT STYLES By Institution Date Table of Contents ORGANIZATIONAL AND MANAGEMENT STYLES 1 By Name 1 Course 1 1 Institution 1 Date 1 Table of Contents 1 Introduction 3 Historical Changes in Management Styles 5 Harvard University 7 Strengths 9 Weaknesses 10 Yale University 10 Strengths 10 Weaknesses 11 Stanford University 11 Strengths 13 Weaknesses 14 Perspectives on Factors and Effects of Management on Performance 15 Cost Effectiveness 20 Conclusion 21 References 23 Introduction This study compares the organizational and management styles of Harvard University, Stanford University, and Yale University…
Without which an organization may not proper in the entire globe in the future era. This is because, human resource is the prime strength of an organization but it need to be maintained and controlled properly so as to achieve the future goals. However, to do so, it is essential to recruit effective and experienced leaders as well as managers within the organization.
This essay explains the different management styles of harnessing the power that an organization department has over the labor or human resources in the pursuit of its departmental and over-all organizational goals.
There are many management styles (Newstrum, J & Davis, K.,1997) in an organization.
On the other hand organizational leadership is defined as the ability based on specific skill of an individual to lead his/her subordinates in a manner that pre-planned organizational goals could be achieved within the defined time-frame.
According to Burns (1978) and Bass (1985) transformational leadership has a set of category constructs such as values, morals, farsightedness, long term goals, principles, acute awareness about the dividing line between causes and symptoms, mission statements, strategic perspectives and human resources.
Thus it is a five-function based approach to managing the work environment in a business organization. Management consists of those functions that a manager has to perform in this environment including planning, organizing, staffing, leading/directing and controlling.
Individual organizations as a whole tend to support a single dominant leadership style. This inflexible policy limits the effectiveness of the managements plan for change in an organization. One dominant leadership style does not necessarily provide the best results when leading the company workforce and implementing the plan for change.
The study begins with the assumption that the management styles of the three universities impact differently on the processes, systems, and performance at the universities (Davies, B & West-Burnham 2003, p 33). It would be important to consider the various factors that
Multinationals operating in several countries are pressed to adopt international norms in management to ensure that the right of the workers is observed and that environmental laws are followed. Following certain standards by multinationals such as ISO 9000 has been core thing in the global management of businesses.
3 pages (750 words)Essay
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