Management and Organizations

Running head: MANAGEMENT AND ORGANIZATIONS
Management and Organizations
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MANAGEMENT AND ORGANIZATIONS
Executive Summary
In this report, in the first activity, it is mentioned that Taylor’s scientific management theory got
implemented inside the production method of Ford. But currently workers across Australia, Europe or
America would not be accepting Taylorism as there lies no wisdom in applying an established theory. In
call centres application of this concept can be thought about to some extent and there would definitely be
industries across the world that would be requiring the judicious application of the concepts. In the second
activity it is mentioned that organizational structure is always following its strategies, which is most often
the case. In the final one, holacracy and innovative structure is supported with reference to Zappos.
Week 1. Activity 1: Ford and Taylorism
In 1908, Henry Ford with the help of his visionary ideas while having a partnership with
Alexander Malcomson, formed an organization with the purpose of manufacturing cars under the name of
“Ford Motor Company”. The idea was manufacturing of cars cheaply and with simplicity, which was
only possible by altering the present method of car production. Taylor’s management theory was created
on the belief that productivity of the individual workers would get improved if they are assigned tasks that
is properly suited to their individual strengths and capabilities. It was only achievable by reducing
unnecessary physical movement of the workers (Waring 2016). Ford examined these statements by
Taylor and in 1908 Taylor’s scientific management theory got implemented inside the production method
of Ford. For reaching the milestone production level, Ford adopted the revolutionary idea and introduced
assembly line concept, which in turn reduced the time consumed for car production. The principle of
rewarding the employees was promoted, all the while making sure that employees are properly
recognized for their contribution (Aitken 2014).
The major idea of breaking the long procedures into pieces are the key to success for any
organization in information technology, with what I was associated previously. The procedure of working

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MANAGEMENT AND ORGANIZATIONS
that was adopted at that organization was restrictive, limited and had no scope of accountability
delegation, resulting in productivity loss and attrition of employees.
Currently workers across Australia, Europe or America would not be accepting Taylorism as
there lies no wisdom in applying an established theory. In call centres application of this concept can be
thought about to some extent as the operation there is basically divided into different divisions
specializing in niche. On the other hand, there would definitely be industries across the world that would
be requiring the judicious application of the concepts discussed above. Principles inside this theory would
be having a long lasting effect, especially helpful for startups. Proper application and utilization of these
principles in the present time would be guaranteeing success (Giordano 2016).
Week 4. Activity 1: Structure and strategy
In accordance with Morieux and Tollman (2014), organizational structure is involving the way
activities like coordinating, supervising, directing and allocating work gets performed for assisting the
organization for arriving at their objectives. Conversely, strategies are defined as the summation of the
plans the business is wishing to be undertaking for achieving their goals. Yves Morieux states that
organizational structure is always following its strategies, which is most often the case. Not just is
structure is referring to the discussed activities, but that is also including employees, work positions,
processes and culture of the organization.
Structure is the next step after strategy and majority of the organizations fail in having a concrete
plan for building the structure until they are transparent and clear regarding generic strategy that needs to
be followed. However, that is not always the scenario as majority of the organizations fail in having a
strategy in place prior to deciding the structure and therefore this kind of organizations have a clear idea
of how the power can be distributed and arranged at different levels. This would be leading to a very good
approach of placing structure in front of strategy, which at times backfires as the structure asks changing
after there is an alteration in the strategy. For the businesses to be achieving their set plans, which in this