How Gazda Cars and Bomino Printing approach the management of their activities Essay

Advantages* Its Organised* Their patch up is related to their per doance, which lead motivate them perform better.* Work is carried out in guardled environment.* Its seen as tender which motivates consummati acers.* Managers convey moral elite, trus both(prenominal)rthy, broadly motivated to organise & influence others.* Employees have much control of their pee-pee (live to work).* Take interesting mental faculty giving feeling of involvement, bail & job satisfaction, related to superior achievementDisadvantages* Scientific approach used (work to live).* Communication between workers is bad. Not approachable, no influence.* Managers defined as rational economic, primarily motivated by just money.* Being too nice to staff makes managers look weak. Managers need that power so everything is in control.* Staff support abuse their manager if their ask be not fulfilled, e.g., they can strike.People can respond to many different types of commission strategies, further there is no single strategy that will work for all everyone all the beat. Therefore, Gazda Cars should refer to fieldersContingency Approach to management. This guess supports the view of the entangled man- i.e. the motives that man has which changes over time and in different situations, can be seen as personal hierarchy. It defines situational favourability, or the ease of influencing followers as the combination of situational factors leader-member relations, task construction, and position power. Fielder argued that leadership style was innate and that the above three situational factors heady whether task or relations oriented leadership was more appropriate.The main ideas or so Contingency hypothesis ar1. There is no universal or one best way to manage2. The excogitation of an organisations and its subsystems must agree with the environment3. Effective organisations not only have a proper fit with the environment exclusively also between its subsystems and4. The needs of an organisation ar better satisfied when it is decent designed and the management style is appropriate both to the tasks undertaken and the nature of the work group.The chance approach opens the accession for the possibility that leadership could be different in every situation (Saal and Knight, 1988). It provides a more veridical view of leadership by allowing for complexity and situational specificity of overall effectiveness. As organisations today are faced with act changes in technology, environment conditions, and internal processes, this approach can offer a more sophisticated grounds of the leadership process and emphasise the idea of flexible, adaptive leadership that may contribute to the success of a corporation.However, the unlike models in contingency theory have been criticised largely for the difficulty in testing the contingency variables selected since variables may affect each other or be influenced by a leader. The complexity of situational factors and v arious combinations of task and subordinate characteristics makes a single comprehensive test of the model impossible (Wagner and Hollenbeck, 1992). As it is solo possible that different leaders in the same situation may reach different conclusions about the situation, which may in turn cause them to take very different actions, the practical use of this theory in business is quite limited.Gazdas Mechanistic StructureBominos Organic Structure Operates in a competitive & fast changing environment but is not seen as exiting or fun. They are separate departments for production, sales, marketing, research and development, data processing, accounts and human resource management. Each member has their own specific role. obedience to superiors and trueness to the organisation are assisted upon. This coordinate is old fashioned. The communication usually comes in the form of instructions & decisions issued by superiors and the performance feed back & requests for decisions sent from sub ordinates. Work is carried in a controlled environment. jibe & authority relationships are structured in a vertical hierarchy. Operates in a highly complex environment. lines are highly specialised. Employees are not clear on how their tasks contribute to accomplishing organisational objectives. Distributes inkjet & laser printing systems, which is a fast moving product, economically productive. Department are separated for all the main business functions. public roles are defined for each member. Authority relationships & control are structured in a web rather than a hierarchy. This approach is to do with cosmos nice to staff. Commitment to organisational goals is recommended more then truety or obedience. Teams are set up to work on new product development. Tasks are change often & redefined by means & mutual adjustment among task holders. Workers have a variety of tasks which are broad and independent. Relation of task performance to attainment of organisational objectives is emphasised.Gazdas Role cultureBominos Task culture There are usually job descriptions, rules & procedures to govern behaviour as well as procedures for all activities. Pay is related to performance. A role culture is one which emphasises conformity to expectations. As Harrisons theory states, such organizations can be said to be rational instruments for the achievements of specific goals. People work most effectively & efficiently when they have relatively, simple clearly defined, circumscribed & measurable tasks. However the company operates in a highly complex fast changing environment. Here management is seen as terminate a succession of offers or solving problems, often as a part of a police squad. It is project oriented, bringing together the right people. The staff get a feeling of involvement security & general job satisfaction are closely related to high achievement. Performance is judged by results. barter satisfaction tends to be high, to the degree of individual p articipating & group identity.Though the current tall structure and Role culture at Gazda internally complement each other, one can question whether those are the most efficient with regards to the dynamic and highly competitive external environment. Role culture and tall structure is perfectly suited in a stable external environment but cannot maintain maximal productivity in an unpredictable and rapidly changing external environment. Such structures and cultures lack the flexibility to chop-chop adapt to external influences it is commonly known that if one cannot adapt to ones external environment then one is in great danger of becoming extinct.It is important to identify the need for reorganisation culture, process and structure. If reorganisation can be justified than the most feasible and effective approach should be implemented to supervene upon its predecessor.The structure at Gazda is a much closed system where information processing and co-operation are slow. It can be s aid communication is the way to success, hence in order to achieve maximum aptitude champion manufactures need to increase levels of cooperation and information processing to improve the internal environment.Maybe a more organic approach, being an open system which emphasis is placed in group actions co-operation and team up work should be integrated into the present structure and culture along with lateral relationships. The pre dominant advantages of integrating these two new elements are firstly, allowing direct contact between employees and those higher up the hierarchy, hence problems are address quicker and time is used efficiently both the current structure and culture will successfully take the business further.In contrast to a tall organisation, a flat organisation will have relatively few layers or just one layer of management. This means that the Chain of take from top to bottom is short and the span of control is wide. Due to the small number of management layers, fla t organisations are often small organisations similar to Bomino Printing. A task culture refers to a team based approach to complete a particular task. They are popular in todays modern business society where the organisation will establish particular project teams to complete a task to date.A task culture clearly offers some benefits. Employees feel motivated because they are sceptred to make decisions within their team, they will also feel valued because they may have been selected within that team and given the responsibility to bring the task to a successful end. I say they are both related because the informal structure relates to a particular task carried out by particular groups of individuals working together this is of a similar nature to a task culture.Decision making at managerial levels is more efficient as fewer people need to be informed/included in this process. Thirdly, staff motivation is increased at higher levels of co-operation means employees are not constantl y being given simple direct orders by managers. This has a boosting affect on morale and motivation. Last but not least with a free flow of information present, all departments can be support to succumb to change, therefore enabling the organisation to respond to influential external factors. Bomino Printing should remain loyal to the present culture and structure because this will help them build and progress further in the future.Bibliography humans resource management Ian Beardwell and Len HoldenManagement James A.F Stoner (Fifth edition)Organisations and behaviour Patrick CornerPrinciples of scientific management Fredrick W. Taylor clear sites http//www.northstar.k12.ak.us/schools/ryn/projects/inventors/taylor/taylor.htmlhttp//www.business.com/directory/management/management_theory/contingency_and_system_theory/http//www.uniqindex.co.za/maslows.htm