Analysis of Management Functions for Organizational Change in Services

This essay examines the crucial role of management functions – planning, leading, organizing, and controlling – in driving organizational change and fostering innovation, particularly within the context of community services. The essay begins by defining each function, explaining its practical application, and exploring both its advantages and limitations. Planning is presented as a critical intellectual process, while leading emphasizes influencing and motivating employees towards common goals. Organizing is highlighted for its role in resource allocation and task delegation, and controlling is discussed for its importance in monitoring performance and ensuring adherence to standards. The essay incorporates real-world examples, such as Starbucks, to illustrate how these management functions are implemented in practice. Furthermore, the essay emphasizes the importance of change management models and the interconnectedness of these functions for successful organizational transformation, concluding that effective management is essential for driving change and achieving organizational objectives. The essay is written in APA format and includes at least five journal articles and a total of ten references.

Introduction to management 0
Introduction to management
Student’s Name
10/3/2019

Introduction to management 1
The globalisation and the increasing business complexities have developed the
emerging need to implement changes in organization and promote innovation. The changes in
the organization may be structural, technological or change in the behaviour and roles of
employees (Buchanan, 2015). For successful implementation of organization change it
becomes imperative for the companies to involve good management system. The
management functions helps in coordinating the efforts and controlling the activities for
implementing change in organization (Chang, 2016). Furthermore, this report mainly reflects
upon the importance and role of management functions for driving change in the
organization.
In order to drive successful organization change, the first and foremost function that
involves in the business includes planning. Planning is considered as an intellectual process
that specifies the organizational objectives and develops a course of action for achieving the
desired result. It aids the companies in examining the alternatives and choosing the best
decision that helps in the growth of the business. It allows the managers to devise new ideas
and better utilization of resources for achieving the desired results. Development of proper
plan helps in describing the roles and responsibilities of employees and establishing
coordination in organization (Clegg, Kornberger & Pitsis, 2015).
Apart from the positive aspects of this management functions, the scope of planning is
limited because it increases the cost of the company and is very time consuming. It does not
include the uncertainties in the external environment and thus becomes the limitation in the
planning process. For instance, Starbucks focuses on appropriate workforce development
planning and implements expansion plan for the growth of the business. It trains the
employees and develops products and services through appropriate planning for enhancing

Introduction to management 2
the customer services and increasing the profitability of business (Clegg, Kornberger &
Pitsis, 2015).
Another management function that is imperative for the organization success is
leading. Leading is considered as the basic management function that focuses on influencing
the people for a particular purpose. This function focuses on influencing and motivating the
employees to strive them towards the common goals. Effective leading helps in boosting the
morale of the employees and allows the organization to enhance its productivity. For driving
successful organization change, the manager focuses on managing its employees and
reducing their resistance in adoption of change. The manager guides the actions of employees
towards the achievement of the desired results (Sahebjamnia, Torabi, & Mansouri, 2015).
This management function also creates clashes in the personality because it mainly
generates high pressure in the mind of the leaders, such managing practices creates
disagreements among the leaders and the employees and in turn affects the productivity of the
organization. The clashes in the personality create negative organization environment and
increases the employee dissatisfaction. Over managing reduces the time for performing
activities because the managers get involved in training and communicating thereby reducing
the time for performing of activities. This function of management is successfully
implemented by Starbucks by adopting the transformational leadership style under which the
managers successfully leads the activities of the employees and creates positive organization
climate by empowering them in decision making and coordinating their actions towards the
successful implementation of change (Roness, 2017).
Considering the above management functions, Henri Fayol, 2016 has identified third
management function that includes organizing. As Organizing, function plays the central role
in performing the other management functions. It focuses on arranging the people and the

Introduction to management 3
resources for the accomplishment of the goals. It determines the tasks to be performed and
delegates the authority to the employees. This function develops the relation between
authority and responsibility and coordinates the efforts of all the employees (Roness, 2017).
Adoption of this management function helps in creating specialisation and increasing
the operational speed by proper delegation of the roles and responsibilities. The operational
clarity reduces the duplication of task and allows the employees to attain specialise in their
job roles. This management function also increases the risk of territorial disputes and the lack
of coordination among the department due to the disagreements among the workforce and
increase in the communicating issues. For instance, Starbucks allocates the resources and
delegates the responsibilities to its employees. The company has developed various
departments for performing the different job roles and increases the specialisation at the
workplace. It allows the company to incubate innovation and upgrade the services and the
products delivered by effectively organizing the business activities (O'brien, 2019).
The next management function to be discussed further is controlling. This function
focuses on measurement of accomplished goals against the set standards and makes the
deviations to assure the achievement of the planned goals. This function helps in involving
discipline at the organization by controlling the activities of the employees and also motivates
the employees by designing rewards and recognition for achievement of the set standards.
Controlling is done at each stage to minimise the wastage of resources and coordinating the
activities of employees towards the achievement of common goal (Isa, Kamaruzzaman,
Mohamed & Berawi, 2017).
The controlling activity involves expenditure of time and effort. It creates difficulty
and generating strictness for the organization to compare the actual performance without the
presence of quantitative standards. The employees resist towards the controlling because it

Introduction to management 4
reduces their freedom and forces the employees to act in accordance to set standards. The
controlling activity of organization also faces the challenge of lack of control on the external
factors. This in turn creates variations in the set standards and affects the performance of the
business. For instance the controlling function of Starbucks focuses on quality and risk
control. The company implements the tool for performance management of employees and
also focuses on asset management by analysing the actual performance in accordance to the
set standards (Isa, Kamaruzzaman, Mohamed & Berawi, 2017).
Considering the role of above management functions, the organizations strive to
implement change and also focus on effective management of change. The term change
management is a discipline that prepares, equips and supports the individual to drive change
in the organization. The organization applies the models of change management for
successful innovation in the organization. The planning function focuses on deriving the
plans for change. It designs the map that will allow implementing change by developing
creative ideas and activities for change (Head & Alford, 2015).
Furthermore, the leaders mainly implement leading function in order to support the
employees. In addition, to this, this also helps in reducing their resistance in adoption of
change. The implementation of change involves organizing of difference resource and
allocating of the new job roles for performing the tasks and lastly the controlling of the
actions is involved. Under this step the managers and leaders controls the activities of
employees by setting new standards and focuses on removing the issues in adoption of
change at organization (Hayes, 2018).
It is analysed that the good management system is the key for successful
implementation of change in the organization. Application of the above management

Introduction to management 5
functions involves controlling of the activities of the business and drives the efforts of all the
members toward successful implementation of change (Hornstein, 2015).
From the above discussion, it is concluded that implementation of the management
function allows the business to drive innovations and successfully manage the change in the
organization. It is reflected that the management functions described by Henry Fayol, 2016
controls the activities of business and set the standards for coordinating the activities of all
the members towards common goals. Hence, from the above essay we can reflect that
Starbucks focuses on implementing the management function for driving change and
delivering the innovative services to the community.

Introduction to management 6
References
Buchanan, R. (2015). Worlds in the making: design, management, and the reform of
organizational culture. She Ji: The Journal of Design, Economics, and
Innovation, 1(1), 5-21.
Chang, J. F. (2016). Business process management systems: strategy and implementation.
Auerbach Publications.
Clegg, S. R., Kornberger, M., & Pitsis, T. (2015). Managing and organizations: An
introduction to theory and practice. Sage.
Fayol, H. (2016). General and industrial management. United Kingdom: Ravenio Books.
Hayes, J. (2018). The theory and practice of change management. Palgrave.
Head, B. W., & Alford, J. (2015). Wicked problems: Implications for public policy and
management. Administration & society, 47(6), 711-739.
Hornstein, H. A. (2015). The integration of project management and organizational change
management is now a necessity. International Journal of Project Management, 33(2),
291-298.
Isa, N. M., Kamaruzzaman, S. N., Mohamed, O., & Berawi, M. A. (2017). Review of
Facilities Management Functions in Value Management Practices. International
Journal of Technology, 8(5), 830-840.
O'brien, J. (2019). Category management in purchasing: a strategic approach to maximize
business profitability. Kogan Page Publishers.

Introduction to management 7
Roness, P. G. (2017). Types of state organizations: Arguments, doctrines and changes beyond
new public management. In Transcending new public management (pp. 77-100).
Routledge.
Sahebjamnia, N., Torabi, S. A., & Mansouri, S. A. (2015). Integrated business continuity and
disaster recovery planning: Towards organizational resilience. European Journal of
Operational Research, 242(1), 261-273.