Report: Management and Organisations in a Global Environment

This report delves into the principles of management and organizations within a global environment, exploring key concepts such as Taylorism and its impact on labor productivity, as well as the significance of decision-making processes. The report examines the influence of Solomon Asch's research on group conformity, highlighting how individual behaviors are shaped within organizational structures. It also analyzes the importance of effective leadership in fostering creative and innovative management practices. The report further provides insights into how organizations adapt to the challenges of managing in a globalized world, emphasizing the need for strategic decision-making and understanding of diverse market conditions. Overall, this report provides a comprehensive overview of how management theories and practices are applied in a global environment.

Management and Organisations in a
Global Environment

TABLE OF CONTENTS
INTRODUCTION...........................................................................................................................1
Ford and Taylorism................................................................................................................1
Solomon Asch and group conformity.....................................................................................2
CONCLUSION................................................................................................................................3
REFERENCES................................................................................................................................4

INTRODUCTION
Management can be defined as those operation which help in selling strategy of an
enterprise and also support its efforts of all workers who achieving its desired goals and
objectives. This is necessary for firm is to manage whole functions and activities of business in
international environment in proper manner (Butchart and et. al., 2010). It is necessary for
management to expand their business in all over the world for analysing different situations of
global environment in proper manner.
Ford and Taylorism
Taylorism is that theory of management which helps in improving economic efficiency
such as labour productivity. This means production efficiency will break each action, task or job
into small and simple segments that can be easily analysed and learnt. In this theory, minimum
skills required for doing any work. This theory will help in usage of minimum skill required at
the time of effective work. So that American, European and Australian people accept this theory
for doing best work and achieved desired goals and objectives for the organisation. It is assumed
as American people can use self-skills for accomplishing each target and goals in proper manner.
This is important for an individual is to use their skills and abilities for performing better work
and also learn different theories for achieving maximise job fragmentation. Most of the people
accept Taylorism because this will reduce the use of skills and power while performing specific
work or task. It will introduce thumb rule of productivity which estimated measurement of work
in an effective manner. Workers of Australia and Europe adopt this theory to minimiser the
usage of required skills and abilities (Fabricius and et. al., 2013). On the other hand, American
people can use their self-skills for better knowing all functions and operations of business
properly.
But I don't think that all the workers of America, Europe and Australia will accept
Taylorism in today’s world (Tarique and Schuler, 2010). According to the scientific
management, it can be defined as if employee has no skills and efficiency then they are treated as
stupid at the workplace. The method of Taylorism is insulting other employees which are based
on low level of knowledge of the workers in large corporation.
In various call centres, scripts are used in present which includes numerous planned
results to conversation with the customers. Yes, Taylorism is involved in providing various
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activities for call centre employees which match with the response of scripts. It can
recommended that employees are able to determining effective response to the different queries
of the customers and try to solve it in any manner (Jones and Jones, 2010). There are certain part
of the ideas and thoughts which are used in various organisation in the current community that
includes Ford, Audi and Mercedes are applied the concepts of aligning lines with usage of
scientific management of the workers by reducing the size of an individual work or tasks.
Solomon Asch and group conformity
Decision making process is always reflects on qualities and functions of leader for
making creative and innovative management activities and functions. This is important for an
individual is to make effective decision which does not reflect on objectives procedures. So that
personal skills and ability are required for developing proper decision which are best suitable for
the firm growth and success. This is very necessary for a person is to analyse whole market
situations or conditions and the implement that decision in proper manner. Decision making and
problem solving is the common process which evaluating different situations or issues, choices
and also necessary actions and tasks (Meyer and Rowan, 2012). The procedures of decision is
totally dependent upon right data or information which are being available for right person at
right place on right time. This is important for person is to make those decisions which are
suitable for the firm structure, environment and process, system etc. that are used for managing
and maintaining whole organisation.
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Illustration 1: Decision making process, 2017
(Source: Decision making process, 2017)
This is important for an individual is to adjust their role in the group at the specific time.
Employees are determine behaviours which are expected by them such as gaining suggestions
from seniors, analyse job descriptions, observing the colleagues. In every organisation, they has
their own unique and different norms, rules and regulations which have common norms such as
performance and efforts, dress code, on the other hand, confronting is that where one person
adjust entire behaviour of group norms they mainly desired to accepts by teams or groups which
must be belong to the firm and help in making susceptible conformity pressure (Schuler,
Jackson and Tarique, 2011). The essential factor for understanding human behaviour, position,
rank and prestige within the groups.
This is important for company is to maintain difference between individual realise
position and what is the actual understanding which help in motivating with knowing the
behaviour of various results or outcomes. Team or group members have not any problem if
people placed on the basis of their categories status, age, gender, standard of level etc. It is
required for an individual is to believe in their balancing between given ranking of a person and
also analyse the status symbols in an organisation position system. This will always prevent from
disruptions to the general context in proper manner (Scullion and Collings, 2011). The grouping
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of human have always positioning the status in hierarchical structure which should be followed
by all employees as well as managers in appropriate manner. It is necessary for the firm is to
adopt effective strategies which assist in smooth running of organisation operations and its
functions (Managing in global environment. 2017). This can be evaluating different models and
theories which help in gaining maximum profit for the company.
CONCLUSION
From the above report, it can be concluded that Taylorism is that theory of management
which helps in improving economic efficiency such as labour productivity. In this report, theory
will help in usage of minimum skills required at the time of effective work. Decision making
process is always reflects on qualities and functions of leader for making creative and innovative
management activities and functions.
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REFERENCES
Books and Journals
Butchart and et.al., 2010. Global biodiversity: indicators of recent declines. Science. 328(5982).
pp.1164-1168.
Fabricius, C. and et.al., 2013. Rights resources and rural development: Community-based
natural resource management in Southern Africa. Routledge.
Jones, G. R. and Jones, G. R., 2010. Organizational theory, design, and change.
Meyer, H. D. and Rowan, H. D. M. B., 2012. New Institutionalism in Education, The. SUNY
Press.
Schuler, R. S., Jackson, S. E. and Tarique, I., 2011. Global talent management and global talent
challenges: Strategic opportunities for IHRM. Journal of World Business. 46(4). pp.506-
516.
Scullion, H. and Collings, D., 2011. Global talent management. Routledge.
Tarique, I. and Schuler, R. S., 2010. Global talent management: Literature review, integrative
framework, and suggestions for further research. Journal of world business. 45(2).
pp.122-133.
Online
Managing in global environment. 2017. [Online]. Available through:
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