Comparison of the Key Management and Leadership Aspects - Essay Example

?Topic: Comparison of the key management and leadership aspects of organisations in the private sector, public sector and not for profit sector Introduction Behavioral approach focuses on individuals and group attitudes as well as forms of behavior and performance. This is because man remains to be a complex self-actualizing individual as compared to social being. Behavioral approach defines to managers clearly that individuals drive organisation’s productivity. Individuals who are skilled and committed applying appropriate work methods determine the success of an organization. The behavioural approach to management is preferred to other approaches to management because it takes into consideration the behaviour of employees. Behaviour is one of the key factors that significantly influence performances of employees in various organizations. Therefore, managers who wish to lead and motivate employees should fully understand how behaviours of individuals under them respond to different phenomenon in the organisation. This will enable them integrate and influence the environment under which the employees work, without hurting their feelings. According to Sloan (1964), number of factors including manager’s biasness, the type of organisation as well as growth and development stage of an organisation among other factors influence choice of management approach in any given organisation. The development of the behavioral approach to management in an organisation The behavioral approach was derived from human relations approach management. This is because its major focus is human dimension at work. According to this approach, productivity is improved through proper understanding of individual’s behavior at work. Human relation theorists defined the employees as individuals, resources, and assets. In the behavioral approach, direct relation exists between employee satisfaction and production. Most human experts believe that workers are more productive when they are satisfied. Therefore, managers who wish to increase and improve organisation’s performance should work hard to meet the needs of people who are working for them. In addition, the theorists believe that employees can be empowered through training, motivation and providing appropriate tools for work. According to Tripathi (2008), the behavioural approach to management gives employees more flexibility in terms of autonomy, independence and empowerment in the organisational structure (Barnard, 1962). The behavioral approach points out that human rationality has constraints when making the optimal decisions. These constraints are both practical and situational. Both employees and managers may make sub-optimal decisions due to influence by their behaviour. According to Vroom (1964), behaviorists insist that it is appropriate to humanize administration control process and encourage self-direction process rather imposing controls to restrict individuals. Managers should also consider various needs of individuals when influencing people because employees are different. In organizational conflict and change, behavioral approach remains to be practical. It addresses the inevitability of conflict and proposes that conflicting individuals should be understood. Furthermore, it acknowledges that individual often resist change on social aspects. Workers are often organised into teams in the behavioural approach. This is because managers in most organisations are biased to a flatter organisational structure. Application of behavioural approach to management began in 1930’s as a reflection of Hawthorne’s expression of human relation movement and organisational behaviour development. The field of organisational behavior was developed to fill the gap left by early human relation experts who concentrated on inter-personal relations and gave little attention to the patterns of group behavior. As compared to human relations approach management, behavioral approach concentrates it efforts in the study of human behavior. Douglas, McGregor, Chester Barnard, Rensis Likert, Chris Argyris, Fredrick Hersberg, Warren G.Bennis, Mary Parker Follet, Abraham Maslow, and Robert Tannenbaum are some of the most distinguished human behaviour experts (scientists) who have contributed immensely to development of behavioral approach to management (Drucker, 1947). Human behaviour experts focused mainly on leadership, communication, motivation, organisational change and organisational conflicts. The research findings obtained by the human behaviour gurus have boosted the understanding of the organizational behavior. Human behaviour experts do not subscribe to the classical organizational structures. This is because the classical organizational structure applies traditional concept considered inappropriate at this age. The traditional concepts include narrow hierarchical authority, unity of command, relationships between line and staff, and narrow span of control. This hampers effective management. The classical organizational structures give managers room to dominate the work place unnecessarily. Consequently, subordinates become inactive and dependant on the managers. Behaviorists suggested that organizations should have flexible structures and that employee’s aptitude and potentials should determine the jobs. Behavioral approach suggests that to measure and evaluate the performance standards of employees, relevant employees should be involved. After the appraisals, employee who fails to perform accordingly should be given appropriate immediate feedback. In addition, punitive measures should not be meted on those who perform below par, but managers should use positive and reformative measures to correct the situation (Havinal and Veerabhadrappa 2009). Behavioral scientists borrow heavily from the Need Hierarchy Principle developed by Abraham Maslow (Maslow 1954). According to Need Hierarchy Principle, human beings have varied needs ranked accordingly. Once the first need is satisfied, an individual begins focusing on the second need, and the chain becomes endless. It is clear that the individual’s motivation is their human needs. Frederick Herzberg added that apart from the motivators, workers enthusiasm is boosted by the various maintenance factors. Furthermore, behavioral scientists analyze and try to explain how people behave in groups by examining the size of the groups, its structure, and process. How the overall goal of three types of organisation help to define how they approach the management of their people. An organisation comprises of a number of people who focus on a similar goal. The goal that defines why an organization is in existence clearly differentiates organisations in various sectors. Behavioral approach to management is based on behavioural theory. Skinner developed behavior modification theory based on positive reinforcement concept. He argued that positive reinforcement provides strong stimuli to influence future behaviour. Learned and Sproa (1966) claimed that positive reinforcement include use of praise, commissions, time offs and salary increments among many others. Human resource experts have developed many management approaches as they attempt to understand and explain individual actions as people react to various situations. An individual person is complex and behavioral approach to management acknowledges that different people act differently under similar situations or conditions. This is because of the variations in attitudes, perception, goals, needs, and value systems (Rogers, 1942). Therefore, management should strive to bring unity between the human needs and organizational goals. There are three main types of organisations. These are the public organisations, the private organisations, and the charitable organisations. The private sector focus on maximizing the wealth of the shareholders while the major goal of public sector organisations is to utilize the existing resources to provide best service to all citizens. On the other hand charitable organisations focus on meeting the various needs of marginalized or suffering individuals. The public sector comprises of different organizations that belong to the government. The public sector therefore, is known to be a public body or authority. These include, police and prison services, health care and other government management which is local and central. The private organizations however, are not part of the government. They include all the small businesses, various corporations, profit and non-profit organizations and middle to large organizations. Private companies such as Goodrich, Frito-Lay and Michigan Bell applies positive reinforcement behaviour technique to influence employees to attain company objectives. Positive reinforcement is a strong impetus that motivates employees to do the right thing in an organization. Most of the companies have managed to increase performances and overall profitability. Companies may use boot camps to make new trainees to acquire knowledge in a short time. Griffin and Moorhead (2009), application of positive reinforcement involves linking desirable behavior to positive consequences and bad behaviour with negative consequences. Private companies may increase commission for sales, praise or increase employee benefits to those performing well. Rogers and Hertin, (1993) stated managers in public organisation punish their employees for being absent. According to the survey taken by Bureau of National affairs, sixty percent of the public organisations conducted revealed absenteeism is one of the serious problems they face. The United States of America’s Department of Health and Human Services conducted research that revealed that United States of America lose over $ 26.4 billion as a result of absenteeism. Most absenteeism cases are in terms of sick leaves. Therefore, most public organisations discourage use of sick leaves. Absenteeism in the work place is a big challenge for any manager, tough management measures need to be instituted to curb it including use of negative reinforcements. Military organization applies negative behaviour reinforcement strategy to compel military offices and other employees of the organisation to do specific actions. Military personnel are trained to be extraordinary people. According to Just Your information (2011), military personnel undergo rigorous training that is not easy or simple to bear as new cadets come face to face with a shouting drill sergeant. Tough training transforms ordinary men and women into extraordinary soldiers. This is done through simulated trial and error under the obstacle course. Military training camps utilizes breakdown and shock value techniques to mould cadets. This technique explains what happens if a person fails to follow laid down rules or procedures. Tough training prepares soldiers’ physical stamina and mental strength. The trainings are tough and master drillers are compelled to apply negative reinforcement behaviour modification technique to keep trainees and soldiers on course. In addition, those who fail to follow instructions are reprimanded or punished to eliminate or minimize the negative behaviour. Can military organization integrate behavioral approach to management? All leaders in the military are involved in different management tasks. These tasks are organizing, planning, supervising, leading, coordinating, controlling, training and improving. There are reasons that dispute use of behavioral approach to management in military organisations. This is because military organisations train military officers to obey and not question their leaders. In the military organisation, rules are constituted and implemented at all levels and all soldiers are trained to think and act alike. Most management gurus prefer application of scientific perspective to behavioral approach to management in military organisations. This is because military organisations are sensitive and leadership inadequacies may result to adverse consequences in a larger scale. Unlike other public organisations, private organisations and charitable organisations, military officers are always armed with arsenal of war and serious breaches in leadership or failed leadership within military organisation may lead to coup d’etat or heavy bloodshed, especially in less developed or civilized nations. To prevent chances of gross leadership breaches in military, scientific approach to management is more appropriate. According to Taylor, scientific approach to management utilizes facts and dictatorship is highly discouraged. This approach requires both the leaders and the subordinates in an organization to observe the existing rules and laws. The set standards in this approach are equal to all. The objectives of scientific management approach are to introduce science that concerns the work of every individual in replacement of the methods of the old rule-of-thumb and to conduct selection, training and development of workers in an organization scientifically. In addition, it attempts to develop scientific cooperation of workers in the organization. In this approach, low- ranking people do not have the opportunity to train themselves and they do not choose the tasks to perform. Use of systematic analysis is emphasized in scientific management. This mainly helps to improve the design, operation, efficiency of equipment, organization, and processes in the military. Scientific management has the following aspects, operation research, systems, and cost effectiveness analysis. The military requires its resources to be utilised in an effective and efficient manner. Hence, proper principles of management have to be put in place. In the military, scientific management is referred to as the utilization of individuals, money, materials, methods and machines. Through this, the military mission and objectives are attained. In addition, it helps the organization to realize the outlined major functions. These include, planning, execution, and review and analysis. The military commander perspective on management is resources being allocated and utilised in an appropriate manner in order to meet various contending requirements in both long term and short term. To sum it all, scientific leadership approach is more appropriate to military organisations than behavioral approach. Conclusion The behavioural approached resulted from human relations approach. It focuses on human dimension at work. This approach states that understanding of individual’s behaviour at work results in better productivity. Behavioral employees are empowered. Practical and situational constraints in human rationality that hinder optimal decisions are highlighted in the behavioural approach. Behavioral approach was developed approach states that employee satisfaction and production are directly related. Most scholars believe that training, motivation and provision of appropriate work tools are ways in which behavioural approach fill the existing gap left by human relation experts. Their focus was interpersonal relations. They ignored the patterns of group behaviour. Organizations in most cases comprises of individuals with similar goals. These goals define the existence of the organization in a clear manner and differentiate them in various sectors. Organizations in most cases are classified into three types. These include public organizations, private organizations and charitable organizations. In military organizations, scientific perspective is considered appropriate. According to Taylor, scientific management utilize facts discourages dictatorship. Scientific management is known to involve utilization of individuals, money, materials, methods, and machines of the military. This enables the military to attain their mission and objectives. 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Tripathi 2008, Principles of Management, 4th edn, Tata McGraw-Hill Education, New Delhi. Vroom,V 1964, Work and Motivation, John Wiley & Sons, New York. Read More