Analysis of Theories and Concepts in Management

The given assignment is a comprehensive analysis of different management theories and concepts. It includes references from academic articles and books, providing insights into the importance of performativity in organizational theory, human resource management, and employee well-being. The assignment also discusses the role of family-supportive supervisor training, public management theory, and high-performance work systems in maintaining job performance and attitudes among employees.

Management Principles
Essay

Table of Contents
Essay ...............................................................................................................................................3
Introduction......................................................................................................................................3
Conclusions......................................................................................................................................8
References........................................................................................................................................9

Essay
Introduction“Job opportunities is a matter of minute but it's benefits never stops.” from this
sentence the arguments coveys that job design is beneficial for workers as well as employers for
improving their job performances. It however, enhances the job flexibility and improves their
learning skills by optimizing the best technologies that are prevailing under business
environment. Effective job design encourages workers to perform their job effectively at any
time or place by using laptops, mobile phones, video or audio conferencing etc. further, job
design is a crucial factor that has to be determined by every business organisations because it has
direct influence over performance of employers as well as employees under workplaces.
Effectively designing of job improvises satisfaction and motivation whereas it helps in
eradicating turnover and absenteeism of workers. The argument is being practiced on the
statement that-' job design only benefits employers in increasing their performances and has no
benefits over employees' (Radnor, 2016). However, this is a false statement because continuous
improvement under employees working under business organisation is probably undertaken due
to effective designing of job. It has been considered that employee's wellbeing and abilities are
enhanced by providing them several training sessions, seminars, conferences etc. which is
possibly organized due to designing of job. Moreover, job design is basically implemented for
worker to enhance their productivity, skills, confidence, knowledge, working quality as well as
their overall growth. Thus, this argument will be further elaborated to showcase that the above
statement is not true.
There are several management theories that has direct impact over its undertakings.
Firstly, contingency theory of management is being formulated in order to convey the
fact that every decision taken by managers are for the well-being of its workers. Moreover,
decisions are formulated as per the accordance of employees byconcerning about their well-
being and welfare (Gond, J. P. and et.al., 2016).
Secondly, chaos theory of management has been taken into consideration which
ascertains that changes are constant under workplaces which are merely uncontrollable. For
instance, changes and fluctuations generally occur at every level of firms which has to be
effectively managed by the managers. Frequent changes are beneficial for every employee
because it creates flexibility of rules and policies which develops better working conditions for
their workforces. On the other hand, system theory of management is the most crucial theory

designed to recognize every hurdle that may affect workers in achieving their targets or goals.
Moreover, this theory helps managers in implementing their overall missions and goals in
collective manner which reduces every risks and hurdles. Managers under business organisation
concentrates over attitude of workers towards their assigned tasks which is been identified by
theory X and theory Y of management (Marti and Scherer, 2016). This theory aids in enhancing
overall productivity of employees working under business organisation. Further, it states that
management theories are basically formulated for analysing the well-being of every worker and
to generate growth and abilities among them.
All management theories are formulated for designing the job criteria of every employers as well
as workers in order to develop effective business plan. The above theories clearly indicate that
jobs are designed for the welfare and wellbeing of employees. Further, the argument that job
design is undertaken for employer benefits is completely opposed because management theories
are applied for increasing service quality and productivity of workers to increase their loyalty
and trust among its workplaces (Menges, Tussing, Wihler and Grant, 2017).
There are several key stakeholders at every business firm that may be either external clients or
suppliers, employees, management, creditors, trade unions, customers, local community and
future generations which may have an adverse effect if there will be any changes under the
project undertakings. However, such stakeholders just focus on effective changes that need to be
applied under business undertakings. Such changes basically focus over team building aspects,
this is beneficial for every worker because it encourages friendly relations among every
employee and decreases conflicts among them. Reduction of conflicts encourages human
resources in performing their jobs efficiently which in turn enhances their productivity and
growth. This further encourages participations of employees in generating ideas, taking
decisions, giving suggestions etc. which creates a sense of recognition and respect among them
(Shin and Konrad, 2017). Similarly, employee participations is very important because it
improvises their skills and knowledge towards work. However, stakeholders of business
organisation comprise several roles and responsibilities which are directly related to the job
design criteria which is beneficial for every worker such as – right to vote or nominate board
members, adoption of training and development programs, introduction of seminars,
conferences, right to raise their opinions etc. Such rights are provided to every worker which is
favourable for them in every aspect.

For gathering together every, tasks, duties, responsibilities of each and every individual under
business organisation in effective manner designing of job is crucial to be adopted. However, this
is merely designed for employee welfare that is why I will not support the argument that job
design is implemented for improvement of employer performance and doesn't benefit employees
(Rodell and et.al., 2016). Not only this, human resource department has been structured under
every organisation which focus only on the employee needs and wants. For enhancing their
knowledge and skills human resource manager has adopted several programs to enhance overall
productivity and growth.
Every business organisation faces with several problems while performing different tasks. In
designing job criteria in a company, management faces many issues. However, effective plans
are formulated by managers and employers in order to overcome those hindrances. Similarly,
such problems are resolved by understanding the business environment and by implementing
several guidelines in order to generate high productivity and growth of thefirm. Further,
managers are liable to understand the factors from which these are occurring, later on, they
should identify the potential causes that can be generated due to these issues (Odle-Dusseau and
et.al., 2016). By analysing these issues, they should further undergo towards several approaches
for recognizing alternatives in order to overcome those false undertakings. Similarly, effective
plans are being prepared by the managers to avoid all risks that are prevailing under business
firms. After plan is been prepared it should be monitored for verifying whether risks have been
resolved on not. Large number of issues are faced by the employees in their workplaces, and
likewise faces several challenges-and pressure while performing the job. For resolving all such
risks and pressure managers have prepared analytical approach for them which helps in
overcoming every hurdle with effective skills and abilities which are developed by using this
approach. However, analytical tools enhance individual thinking and perspective towards their
decision making and judgements towards their assigned tasks. It further encourages their
capacities rigorously which increases their workable solutions against identified problems. Apart
from this those employees which possesses analytical thinking skills can consider various ways
in resolving issues, easily evaluate situation as well as information, break components in order to
take decisions in most appropriate manner (Guest, 2017). Such skills are developed under
employees by undergoing several training sessions which are provided by managers is the most
important aspect which can depicts the statement that ' job design benefits employees or workers

in enhancing their job performances'. Analytical thinking resolves every problem that are
emerged under working environment by using scientific approach.
Jobs are designed with several strategies of motivation in order to improve working of an
individual. These are further categorized under- job enrichment, job enlargement, job rotation
and alternative work scheduled options. For enhancing employees’ overall skills and abilities
they are shifted from one department to another department in order to enhance their knowledge
in each and every aspect. This further reduces the boredom of work as well as promotes
flexibility among every task performed by them. Similarly, rotation among job encourages multi
skills within its workforces. On the other hand, job enlargement relates to the enhancement of
flexibility and efficiency among workers by providing them number of tasks with different
aspects. Moreover, coordinating, scheduling, planning of work in responsible way is made
possible due to adoption of job enrichment process (Bozionelos and et.al., 2016). Job design has
benefited employees by properly designing the work schedule which will reduce their risks and
hurdles while performing the tasks. It also helps them in performing their work through
computer's which are linked within its workplace.
Effective job design benefits employees in reducing their stress and negativity towards
job. This even enhances morale of employees towards their workplace and generates knowledge
quality as well as social identity. Not only this business organisations have further developed job
characteristic model for employees in order to design their job with enormous number of
motivational properties. Such job dimensions are categorized under- task significance,
autonomy, skill variety, task identity and feedback. Therefore, generation of feedback is the
crucial factor from which managers can ask their employees to give their suggestions regarding
working environment and can even promote their personal views related to certain business
undertakings that need to be evaluated or improved.
Achievement of well being and well fare of employees at their workplaces encourages
their satisfaction of job and likewise develops opportunities for them in improving their skills
and abilities. Managers design jobs in such a way that it provides several facilities to their
workers including- safety and health measures, medical allowances, effective induction,
disciplinary and grievances procedures, flexible working environment and many more. Mainly,
health and safety factor is the most necessary method which creates sense of security among
work forces towards their work life (Ellenkamp and et.al., 2016). While, working under

industrial area there are many operational undertakings which may result in occurrence of some
serious injuries. Therefore, by adopting such physical securities employees are medically
relieved and thus performs their tasks efficiently in order to achieve growth of himself as well as
of its organisation.
I disagree with the argument that “Job design only benefits employers through increased job
performance; it has no benefits for workers”. This is because from the above study it is clearly
displaying that managers under every business firms are highly concerned towards the well-
being and welfare of its employees. They have adopted several motivational techniques in
developing their skills and competencies among other workers at their workplace. Not only this,
they have designed jobs for their workforces in such a way that it reduces their absenteeism,
boredom and likewise encourages friendly environment among their colleagues. This further
results in discouraging conflicts and provides them opportunities to give their views and ideas
towards every false undertaking which encourages its sense of trust and recognition at their
workplace.
Illustration 1: Theories of management
(Source: Theories of management 2017).

Conclusion
It has been clearly concluded effective designing of job provides motivation to employees and
anticipate them in performing better. Most of the employees’ desires to enhance their knowledge
and skills by performing different types of work within their workplaces. However, such desires
are fulfilled by their employers or managers by promoting job rotation method under workplaces.
On the other hand, it has been recommended that every employers or managers should guide
their subordinates at every level which will enhance their abilities in accomplishing their tasks.
Further, they provide several monetary benefits such as- bonuses, remuneration, incentives etc.
which enhances their morale and loyalty towards its organisation. Apart from this it has been
analyzed that each and every worker should be given a chance to convey their feelings and ideas
related to job or working environment which encourages their participation within work life and
creates a sense of recognition among other employees. Such recognition enhances their
similarities among their colleagues which develops equality within business firm.

References
Bozionelos, N. and et.al., 2016. Employability and job performance as links in the relationship
between mentoring receipt and career success: A study in SMEs. Group & organisation
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Ellenkamp, J. J. and et.al., 2016. Work environment-related factors in obtaining and maintaining
work in a competitive employment setting for employees with intellectual disabilities: A
systematic review. Journal of occupational rehabilitation.26(1). pp.56-69.
Gond, J. P. and et.al., 2016. What do we mean by performativity in organisational and
management theory? The uses and abuses of performativity. International Journal of
Management Reviews.18(4). pp.440-463.
Guest, D. E., 2017. Human resource management and employee well‐being: towards a new
analytic framework. Human Resource Management Journal.27(1). pp.22-38.
Marti, E. and Scherer, A. G., 2016. Financial regulation and social welfare: The critical
contribution of management theory. Academy of Management Review.41(2). pp.298-323.
Menges, J. I., Tussing, D. V., Wihler, A. and Grant, A. M., 2017. When job performance is all
relative: how family motivation energizes effort and compensates for intrinsic motivation.
Academy of Management Journal.60(2). pp.695-719.
Odle-Dusseau, H. N. and et.al., 2016. The influence of family-supportive supervisor training on
employee job performance and attitudes: An organisational work–family intervention.
Journal of occupational health psychology.21(3). pp.296.
Radnor, z. et.al., 2016. 3. Public management theory. Handbook on Theories of Governance.
p.46.
Rodell, J. B. and et.al., 2016. Employee volunteering: A review and framework for future
research. Journal of management.42(1). pp.55-84.
Shin, D. and Konrad, A. M., 2017. Causality between high-performance work systems and
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Online
Theories of management. 2017. [Online]. Available through:
<https://www.slideshare.net/SumiranSinha/evolution-of-management-thought-in-detail>.
[Accessed on 22nd August 2017].