Evolution of Management: Roles, Mission, Vision, Goals & Ethics

This essay explores the evolution of management theory, highlighting the increasing complexity of managerial roles due to industrial growth and the need to adapt to changing organizational environments. It discusses the importance of coordinating various subsystems within an organization for effective management and achieving organizational goals. The essay also includes a personal mission and vision statement for a human resource manager, emphasizing the importance of employee retention, acquisition, and motivation. It outlines the use of SMART goals for achieving both short-term and long-term objectives, focusing on skill development, balancing career and workforce needs, ethical responsibilities, and technical aspects of the organization. The paper concludes by emphasizing the significance of personal values and ethics in decision-making and maintaining academic integrity, respecting environmental standards, and understanding the impact of values on the social environment.

EVOLUTION OF MANAGEMENT 1
EVOLUTION OF MANAGEMENT
Name
Professor
Course
Institution
Date

EVOLUTION OF MANAGEMENT 2
Part 1
Management theory is a simple model of how the supervision of a specific organization
interacts with its personnel through planning, organization, issue of commands, coordination,
and control for purposes of enabling control of the organization's activities for better production.
Due to the industrial revolution in the latter part of the nineteenth century all through the
twentieth century, the field of management evolved. There was a greater need for better
management concepts to provide better control to the then growth in the field of industrial
manufacturing. There was also an entire need to develop ideas and theories to help in response to
the then dangerous effects of disasters.
The evolution of the management theory complicated the role of the managers. This is
because managers have to deal with uncertainties and ambiguities in their management roles
(Nassir & Fariha, 2015, p. 579). The managers are also entitled to work a lot to adapt the
organizations to the new and changing organizational roles. This is because management itself is
a process which works towards linking several sub-systems. During administration, managers
will face dynamic, inherent, uncertain, and frequently ambiguous situations. They are supposed
to make sure that the organizations they lead are flexible to these situations even though it is not
such easy. This requires strong managers.
An organization is composed of many parts which related and dependent on each other
(Maduenyi, et al., 2015, p. 354). The units rely on each other in several ways though each has its
function. With the evolution of the management theory, there must be a mutual understanding
between the organization's sub-systems for purposes of defeating organizational barriers.
Therefore, there must be good cooperation of all the subsystems.

EVOLUTION OF MANAGEMENT 3
Part 2
Mission statement
My mission as the human resource manager is to advance the entire purpose of my
organization through retention, acquisition, and motivation of the best department and staff. The
organization will achieve its mission through recruitment, employment, retention, and motivation
of its staff by maximization of the best employee's relations and the best organizational
performance through consultations, problem-solving and effective, efficient and cost-effective
provision of customer needs for the next five years.
Vision statement
I will partner with my management at all subsystems to create micro-culture that values
all employees
Goals
I will make sure that my goals are achievable both the short-term and long-term goals. Through
the acronym, SMART will help in attaining the goals (Vermeeren, et al., 2014). I will make sure
I come up with a specific purpose of a target. The particular goal must be measurable that is
should be meaningful and motivating in the management. My set goals should be achievable. I
will set available ones and agreed too. For the goals to be achieved they should relevant in that
are reasonable, results-based and realistic to the management. The goals I will make sure they
are time-bound, i.e., time-sensitive to ensure progressiveness in the administration. Therefore,
the set short-term goals through obedient to SMART will secure the long-term goals achievable.

EVOLUTION OF MANAGEMENT 4
1. As the human resource professional, I work towards development and my skills in the
management of my resources. The knowledge and creative abilities will be a significant
push to my career in a period of the next five years.
2. My primary objective will be to balance the needs and goals of both my career and the
workforce. This will be realized through setting up of right strategies that will affect my
profitability positively such as maintaining a good relation in my organization
3. I shall execute my obligations with a great deal of moral, ethical and legal
responsibilities in the process of recruiting, training, terminating and working with
employees. I will comply with the laws and ethical decisions.
4. My primary focus will be on the technical and task aspects of my organization. This
will help me make sure that all my employees know what is expected of them and
provide them with the necessary tools to help them execute their job. This will help my
organization to be a giant in production with great ease.
Finally, the personal values and ethics help in decision making in the academic integrity. Ethics involve an
intricate process which allows for impact actions of individuals or in the management. The values should be
acceptable in the business and to the environmental standards. To be successful ethically, it is paramount to
respect and understand how the values impact the social environment.

EVOLUTION OF MANAGEMENT 5
References
Maduenyi, Sylvia; Oke, Adunola Oluremi; Fadeyi, Olatunji;, 2015. Impact of Organisational
Structure on Organisational Performance. International Conference on African Development
Issues (CU-ICADI)2015: Social and Economic Models for Development Track, pp. 354 - 358.
Nassir, Uddin; Fariha, Hussain;, 2015. Evolution of modern management through Taylorism: An
adjustment of Scientific Management comprising behavioral science. The 2015 International
Conference on Soft Computing and Software Engineering (SCSE 2015), 62(SCSE 2015), pp. 578
- 584.
Schroeder, H., 2012. The Importance of Human Resource Management in Strategic
Sustainability. Journal of Environmental Sustainability, 2(2), pp. 75 - 81.
Vermeeren, B. et al., 2014. HRM and its effect on employee, organizational and financial
outcomes in healthcare organizations. Human Resources for Health, 12(PMC4075604), pp. 12 -
35.