INTERNAL MANAGEMENT PRINCIPLES.

Running Head: INTERNAL MANAGEMENT PRINCIPLES
Coventry University
Internal management principles
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Introduction
Coventry University is considered as most forward and modern university of United Kingdom.
This university is known for its high-quality education system. In addition, Coventry University
is also ranked in 13th position among top UK universities (Coventry University, 2019). This
University can also be considered as the best organization in which both employees, as well as
student, works together for research projects in various disciplines which includes health, art and
engineering services. In 2018, Duke and Duchess of Cambridge have provided support of
£59million in the form of new health and life science building (Coventry University, 2019). At
present this university is expanding its engineering section by spending around £29million. In
addition, this university is focusing on new streams such as 3D prints and other science-related
prototypes.
New team development at Coventry University
Coventry University is related to education system and therefore human behaviour is considered
an important part of this organization. In addition, human behaviour is considered as the essential
platform for work together along with interacting with one another. Human behaviour offers the
benefit of cooperative culture which helps the leader to establish a team which can provide
higher performance in terms of effectiveness and efficiency (Zak, 2018). In order to develop a
new team management will make use of team development model which includes stages like
forming, storming, norming, performing and ending. In forming, human resource department
plays a significant role in recruiting those individuals which can contribute better for the progress
of Coventry University. In storming, HR department will maintain the positive human behaviour
in Coventry University so that role and responsibility of each individual will be clearly defined.
In norming, human behaviour helps Coventry University management to structure its
organizational hierarchy which helps in proper power distribution. Hierarchies are considered as
the essential part of every organization right from school, colleges, and NGOs. In performing,
hierarchy helps the individuals associated with the University to pursue their organization
objectives by supporting each other as effective team members (Delmas and Pekovic, 2018). In
any organization, leaders are always in great need of proper guidance in order to carry out their
daily routine. In ending, human behaviour set up a higher position in the hierarchy for those
individuals in the team who are strong and possess all the qualities which are essential for

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driving this organization towards higher standards in education. These people are well
experienced and are well aware about their respected role.
One of the examples of new team development was Thai cave rescue case in which people from
different back ground, nation and specialty joined together for common objective which was
rescuing children trapped in the cave. They displayed all the steps of team development and
delivered their effective perform in the end. Individuals were well aware of the nature of each
other and have arranged their communication style as per the situation (Logg, Minson and
Moore, 2019). This helped in building a trust relationship among the entire individual who plays
a very significant role in this situation in which it was essential to change the behaviour in order
to minimize the chances of life risk.. In previous time, people used to call other individuals with
some nicknames especially women but at present, this behaviour is not considered right and
necessary action can be taken if any person will be found guilty(Brueller, Carmeli and Markman,
2018).
Manager improve performance
For Coventry University having a healthy relationship between manager and employees is
directly linked with the success of this organization. In this situation, management has various
ways to influence the behaviour of their employees as per the need of the situation. Most
important are behaviour modeling, performance reviews, and constructive feedback. In this
situation, it is very essential for the employees to understand the motivation factors related to the
employees.
Behaviour modeling
Mangers are considered as the role model for influencing employee in the workplace. In most of
the cases, it has been seen that organizations change when things are not going as per the plan.
Behaviour modeling helps in generating behaviour of teamwork, inclusion and believes between
management and employees through the stage of mediation state (Elaiw, Al-Turki, and
Alghamdi, 2019). After values are being formed, employees of this organization will sense
empowered to take necessary in order to improve their current performance. In this way,

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manager will be able to create a work environment which is full of trust and loyalty which will
help in eliminating the chances of ego issue within the employees and will perform better. One
of the example is teen are being taught to understand the surround environment and then act
accordingly in order to difference between right and wrong.
Constructive Feedback
Every individual is different and therefore their rate of improvement is also different. In this
situation, one of the best options for manager is to provide constructive feedback so that the
performance of the employee can be improved. This approach helps in exploring the gap
between expectation and real performance of the employee (Fong et al., 2018). In this way,
manager can take necessary action in order to fill this gap of business performance. But at the
same time manager must take care that when they are working on negative areas, they have to
provide recommendation in a positive manner in order to make employee feel comfortable to
change their behaviour. Example- this kind of strategy is often seen in cricket player in which
coach of the team provides feedback at the end of the game in order to improve the performance
of the team players.
Employee recognition
Recognition is always considered as the most important equity an employee get in an
organization. Effective leaders of Coventry University are well aware of this particular feeling
and create a platform to appreciate their employee in the form of individual recognition without
criticism (Gilbert and Kelloway, 2018). It is a general fact that employees who are being
appreciated and respected are often considered to deliver high performance because all the
possible issues are being resolved as per the need of the present situation. But, at the same time,
these policies are not able to deliver fair pay system for generating positive environment.
Informal meetings

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In this approach, manager can make use of regular feedback from employees to understand the
gap between the expectation and reality. In this situation, manager can meet their employee on
regular base in order to understand the issues facing by them on daily base. This helps manager
to bring necessary change in the employee behaviour to improve their current working situation
by offering them a more positive work environment (Meijer and van der Krabben, 2018). This
will directly improve their performance because they will feel that management of Coventry
University cares for their employees. This will help in building a more relaxed work
environment in the organization. Even employee will support management during a difficult
situation without any personal gain. Example- this kind of model is often seen in target based
marketing company where manager call its subordinates for informal meeting to decide their day
plan.
Performance review
Manager of Coventry University can arrange a yearly or half-yearly base performance review in
order to measure the performance of the employee so that necessary change can be introduced to
improve their behaviour. This performance review offers a platform which helps the employee to
understand expectation of management from them (McClements and Jafari, 2018). In this
approach, manage has to balance the positive and negative performance of the employee in order
to maintain the respect of the employee in the organization. This informs employee the areas
where they are lacking behind in the performance
Contingency management concept in Coventry University
Contingency concept mainly grows on key background of the present system Coventry
University which is focused on integration concepts within the operational framework. It simply
indicates those managers are completely bound towards management activities which are
essential for the progress of an organization. It is the environment of the organization which
decides the business framework of the organization (Becker et al., 2019). One of the best
examples is event management organization. In their contingency plan they include organization
structure, purpose setting as well as policy formation in order to improve their previous
situations. This concept simply indicates that managers of Coventry University must have

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situational analysis skills in order to take an effective decision. In order to bring necessary
change in organizational to comprehend pattern, it is important for manager to adopt contingency
base skills in order to increase impact. It is a contingency concept which offers a platform to
integrate all essential elements which are linked with the situation of Coventry University.
Organizational situations are always linked with some variables which are in need of different
management technique as per the present situation and therefore manager must able to imagine
the situation as early as possible (Bals, Laine and Mugurusi, 2018). Hence every situation must
be handled differently by manger and must not use same management technique in all business
operations in order to ensure continuous success. It also focuses on the behaviour pattern of the
organization in order to pragmatic the present situation of Coventry University. An organization
is a collection of relations chain in the form of informal, vertical, formal and horizontal to draw
various activities which are connected with the behaviour and environment consistency of work
framework. In this situation, if manager needs to introduce any change in the behaviour pattern
of the organization it must also consider other situations which are directly or indirectly linked
with the organization atmosphere (Wilson et al., 2018). In simple words, manager is indirectly
influenced by connected situation to take any action essentially in case of behaviour. It has been
found that behaviour of one sub-set of Coventry University is going to impact the environment
and links associated with other components which are regulated by external factors of
organization system. In this situation, manager tries to match the system approach of the
organization with subsystem which is being recognized by the management with the help of
behavioural study in order to integrate contingency approach with the present situation of
Coventry University in order to solve general problems present in the organization.
Organizational concept
Coventry University is one of the best universities in UK and therefore people from many
different countries are attracted towards this university to become part of this organization. In
this situation, it becomes very important for management to maintain workplace diversity in this
organization. This University consists of employees from various backgrounds, race, religion and
ages groups and therefore it becomes one of the important challenges for the management of this
organization to provide a positive work environment in order to deliver effective performance
(Van Heck, 2018). This diversity concept put manager usually in confusion state because on one

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side they have to handle every individual differently and in other situation, they have to treat
every individual same in order to attain organizational growth. In addition, it has been seen that
often University often face difficulties related to unethical practices and therefore it is very
important for management to develop strong policies which ensure the ethical behaviour in the
organization. Manager often faces challenge related to promoting ethical behaviour in the
organization in which employee will put organizational and public interest first as compared to
their personal interest (Hupp, 2018). In this situation, motivational factor plays a very significant
role in the development of this ethical behaviour.
All the management approach rotate around same concept that management role is to organize,
gather necessary information and then they have to execute this gathered information in the form
of role and responsibilities. In addition, it is the most important role of the manager to encourage
their subordinates working in Coventry University to improve their current performance with the
help of operational process. In many cases, motivation is considered more influence than
monetary benefits because it directly impacts the self-respect of employee and triggers their
inner ore. In some cases, constructive feedback plays a very significant role in improving the
current performance of the employee because it informs employee about their weak area and
gives them ample opportunity to work on their weak areas. These management concepts offer
best change for the management of Coventry University to organize their structure in such a way
that it supports continuous improvement to support organizational key objective.
Conclusion
In this world of dynamic business environment, it is very essential for every organization to
structure their organization in such a way that organization will be able to offer a positive work
environment to the employees. This will help in increasing the overall performance of the
employees at Coventry University. One of the best options for this university is to implement
contingency theory in the organization in order to refine the structure. This structure will also
encourage employees to share their ideas with the management which will help in building trust
and strong relationship between employees and management of this organization. In order to
improve the current performance of the employee, management must address the current
behaviour of the employee in order to take proper action to fill up the gap between expectation
and reality of employee performance.

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References
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