Report on Management Functions, Culture, and Communication Strategies

This report provides a comprehensive overview of management functions, organizational culture, and communication strategies. It begins by defining management and its core functions: planning, organizing, leading, and controlling. It then delves into organizational culture, exploring different models such as power culture, role culture, task culture, and person culture, and the elements of a cultural web. The report also examines communication mistakes made by managers at different levels, including senior, middle, and subordinate levels, offering insights into how to improve communication within an organization. The report discusses special events and their content. Overall, the report aims to provide a holistic understanding of management principles and their practical applications in a business setting. This report is contributed by a student to be published on the website Desklib, which provides all the necessary AI based study tools for students.

Understanding
Management

Table of Contents
INTRODUCTION...........................................................................................................................1
TASK 1............................................................................................................................................1
TASK 2............................................................................................................................................3
TASK 3............................................................................................................................................4
CONCLUSION................................................................................................................................6
REFERENCES................................................................................................................................7

INTRODUCTION
Management refers to an individual or a group of individuals that takes responsibility for
running the business activities. The management has five functions such as planning, organising,
directing, controlling and staffing. The organisation management do not work in that company
in which there are provide five function . They should motivate their employees to do their work
and coordinate with other co-workers or manage all the work for achieve the target goals or
objectives of the organisation. Management provides all six Ms such as Money, men, machine,
methods, material and markets. The company's managers use these are resources to achieve
target goals to the organisation such as maximise gain, high sales and expand business (Gretsch
and Davis, 2014). The purpose of this report is to explain functions of managements and nature
of management culture.
TASK 1
Management functions
There are five functions of management in the organisation such as:
 Planning- It is first function of management. Planning means plan in advance for the
particular activity or task which helps in achieving predetermine task or goals. Planning
helps to solve future related problems and analyse the issue and work on the solutions.
Planning also provides fast decision-making process. Planning is essential for the
employees work and also for the organisational growth (Rushton, Croucher and Baker,
2014). It provides correct direction or path to their work-related problem in advance and
solve in efficient manner.
I would plan issues like budgeting, staffing, production costs and stock that would need
to be later controlled.
 Organising- It is the second function which helps to develop relationship between
manager and employees. It helps in organising the business functions and achieving
target goals. It can easily identify work related functions and gives duties to their
relevant position. Organising provides relationship among senior and their subordinates.
The company should organise their employees and staffs which provides high growth.
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As a manager I would organize daily and weekly plans for my employees. The tasks will
be distributed regarding to their skills and capabilities, for example the best sales person
will be delegated to make presentation for the current and new customers.
 Leading- It is the fourth function of management in the organisation. Leading gives
right direction to their employees which helps to achieve organisation desired target
goals. This is the process which deals in persuading, guiding, supervising, motivating
and encouraging the employees for the desired objectives. It helps to provides leading
which helps in directing the workers performance and motivation helps in
encouragement and spread awareness between the employees and employers. (Holt and
Zundel, 2014). The organisation leads by their managers which guides and influence the
task of lower workers in achieving their targets. The manager should lead each and every
task of the workers and the employees should participated in each function in active
manner
As a manager I plan to manage with democratic leadership style. It will allow better flow
of communication and increase the general staff engagement.
My motivators will be both financial and non-financial and vary according to the efforts
of my employees.
 Controlling- It is the fifth function of management. Controlling is the process in which
managers are control and manage the employees’ activities. It also ensures that each and
every employee should be participated in the organisational functions. It also measures
and calculate all performance activities of the employees and plan to achieve desired
objectives or goals. The managers should coordinate their work with the employees or
subordinates which helps to evaluate performance of the workers.
The company used controlling function of management because it provides departmental
control in each level of organisation. As a manager I need to change the management process of
the company which helps employees in performing their best task. The management functions
are related to the planning which helps in managing employees work and control organisational
activities in advance and also identify problems and threats of the competitors (Desai, 2010).
The enterprise need to measure and manage performance of the employees. The company adopts
new techniques which provides high growth rate in the performance of the workers and seniors.
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Controlling function provides accurate balance sheet, budgets, audits, income statement and
financial statement to the organisation.
TASK 2
An organisational culture is the process of collecting traditions, prefer customers attitudes
and behaviours that provides power to persuading in an organisation. The culture of organisation
can be accepted or rejected by the employees and the attitude or actions should be encouraged or
discouraged. There are four models of organisational culture are as followed:
 Power culture- The power culture is generally established in the small business
enterprise. The organisation provides trust or faith, and personal communication for
effectiveness and efficient manner (Anderson, al. et. 2012). It is an organisation which
make profit in large number of organisation.
 Role culture- The role culture has provides strong organisational pillar which helps
enhance the performance of the employees. The specialist of the Tom ford company is
finance, productions, marketing, and purchasing etc. The role or duty of these specialist
are more necessary than the other individuals in the organisation and confirm their
positions.
 Task culture- Tom ford can describe the model of organisational culture for bringing
correct resources and individual into the business.
 Person culture- The person culture means making culture stable when workers are
thinks that they are superior and very necessary person in the organisation.
The company cultures are like another countries culture. The business changes their
corporate culture which needs leadership (Cervone, 2011). It is very important for the leaders to
make a new image of the required change using the organisational models. The organisation
makes a good deal with the marketing and selling the tools. There are three elements of culture in
the Cultural web are as under:
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 Power structures- The first element of culture web states that the powerful team of an
individual within the organisation which helps to manage the values or beliefs of the
company. There are many power sources that are not stated in the organisational
structure. The managers are distributed the powers in effective way in the firm.
 Control systems- It is the second element of culture web. There are some things that are
monitor or measures in an organisation with effective manner. It includes direction of
performance which is important for every employees to achieve the target. Reward is also
essential for control system that offers extra salary,bonus and incentives etc.
 Stories- This is the third element of culture web. The member of an organisation told
stories to their new employees, or outside persons and make fixed image on their mind of
the company. This type of persons are important for telling the organisation features.
Organisation face some problem of the employees to work and keep run the operations
without any delay. The enterprise culture is important to regulate rules and regulations which
helps for getting more results. And the organisation culture helps to introduced new product in a
different way and market culture provides fast work task which helps to complete the task and
goals.
As a manager my company culture is very important for contributing its success because
it provides great efficiency and gives healthy work environment to the employees. It helps in
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Source 1: Cultural web, The paradigm

retaining more customers, dealers and workers An organisation needs high talent and they attract
large number of labours and satisfy their needs and wants. The company finds new candidate,
train them and integrate them in the business (Mercer, Keith and Sharp, 2011). The organisation
also encourages passionate employees who deliver their services which enhance the growth. The
culture of the organisation can develop different products or items for fully evaluate the
marketing conditions. It helps customers to identify their desired products easily in a fixed time
period.
Special events- A special event is the program in which large number of people are join
some event together and participate in it. The people celebrate the festival in one place and enjoy
the function. There are some special events for example birthday party, festival, marriage etc.
The size of the special events are different such as:
 Mega event-The mega event describes that event in which large number of people are
come together and one country host and other countries are participated in this event. For
example FIFA World Cup and The Olympic Tournament.
 Major event- The major events is that in which long term economy are generated and
cultural and social events can provides immediate benefits to the country. For example
Volvo Ocean Race Stopover event.
 Hallmark event- It is the event which are held on a regular or alternative basis that
provides an opportunity to save their tourism sector. For example fairs, demonstration
event, sports events etc.
 Local event- The event which are held in the local city are known as local events. For
example festival, cultural events, singing event etc.
Content of special event
 Cultural event- It is the event in which all the cultural people are celebrate some
function with together at one place. For example Easter event, Christmas celebration, and
New year eve.
 Sports event- The sports events in which many teams are play different sports at one
place. For example Olympic games, World cup soccer, The National Basketball event
etc.
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 Business event- It is the events which is held in office hours and it is more special event
of the business. For example Seminars and conferences, Team building events, Trade
shows etc.
TASK 3
Communication mistakes made by managers at different level
 Seniors Managers- The company's manager make mistake in their
communication at the higher level. The manager cannot identify employees’
needs and wants which is very important to know by the company. They cannot
understand their problem which is related to the promotion and achievements in
the company (Wittstruck and Teuteberg, 2012). The high-level manager cannot
meet with their employees on regular basis. They cannot encourage their
employees with the lack of communication and other mistakes. The company's
manager cannot identify a culture of the organisation and then they do not provide
information related to the cultural difference.
 Middle level managers- The middle level manager cannot gives clear and
provides vision-able image of direction to their employees. In this level, manager
cannot talk about organisational values, short term goals and long-term goals in a
clear manner. It builds wall between the organisation and their employees which
reduce the coordination and make mistakes which are related to the employee
promotions. The manager forgets to check their work detail to communicate with
their employees and other subordinates and also, they cannot provide orientation
programmes which helps in sharing the organisational values or cultures. He
cannot discuss or communicate future plan with their employees which helps in
understanding the business growth (Knox, Kay and Weatherhead, 2012). The
middle level manager take permission to their seniors in every decision-making
process.
 Subordinates- The lower level manager makes mistakes in the organisation.
Tom ford company make communication strategy in which manager cannot
satisfy their employee needs. The leader cannot support their employees in proper
manner which increases lack of communication. He is not understanding and
evaluating the basic problems of workers such as timing, workloads, leaves and
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promotions etc. The manager does not coordinate the work of the employee with
another employee.
For example, Marks and spencer company in which three level managers are cannot
communicate with their employees and subordinates in a particular time. The higher-level
manager's decision directly impacts the middle level mangers’ team members and lower level
managers cannot communicate with their employees in proper manner. If a lower level employee
wants leave then he will ask only to their department manager and his leader ask to the middle
level department, if they gives permission for leave then they will ask to their high level
manager and if they will approved the leave.
- Information overload – too much information can create a communicational chaos.
- Not enough communication – can create a situation when the employee is left without
any required directions and there for his work is becoming less efficient
- Filtering information
- Cultural differences
Communication means to give information by communicating in verbal or non verbal
form to an individual, which helps in exchange one persons ideas or thoughts to the another
persons. It helps to connects with many peoples and share different feeling, thoughts, ideas and
information with any one. It also helps in convincing the person to a particular task.
CONCLUSION
As per report it can be concluded that the management functions of organisation and
evaluate one function of the enterprise. It evaluates nature of management culture and
understand the cultural relationship in the organisation. The company can evaluate culture which
contribute its success. Also, enterprise examines communication mistakes at different level of
organisation.
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REFERENCES
Books and Journal
Goetsch, D.L. and Davis, S.B., 2014. Quality management for organizational excellence. Upper
Saddle River, NJ: Pearson.
Rushton, A., Croucher, P. and Baker, P., 2014. The handbook of logistics and distribution
management: Understanding the supply chain. Kogan Page Publishers.
Holt, R. and Zundel, M., 2014. Understanding management, trade, and society through fiction:
lessons from The Wire. Academy of Management Review. 39(4). pp.576-585.
Desai, R., 2010. Understanding management control systems in call centres. International
Journal of Productivity and Performance Management. 59(8). pp.792-810.
Anderson, al. et. 2012. Progress in understanding harmful algal blooms: paradigm shifts and new
technologies for research, monitoring, and management. Annual review of marine science.
4. pp.143-176.
Guest, D.E., 2011. Human resource management and performance: still searching for some
answers. Human resource management journal. 21(1). pp.3-13.
Cervone, H.F., 2011. Understanding agile project management methods using Scrum. OCLC
Systems & Services: International digital library perspectives. 27(1). pp.18-22.
Mercer, A.M., Keith, D.W. and Sharp, J.D., 2011. Public understanding of solar radiation
management. Environmental Research Letters. 6(4). p.044006.
Wittstruck, D. and Teuteberg, F., 2012. Understanding the success factors of sustainable supply
chain management: empirical evidence from the electrics and electronics industry.
Corporate Social Responsibility and Environmental Management. 19(3). pp.141-158.
Knox, J.W., Kay, M.G. and Weatherhead, E.K., 2012. Water regulation, crop production, and
agricultural water management—understanding farmer perspectives on irrigation
efficiency. Agricultural water management. 108. pp.3-8.
Online
Management functions. 2017. [Online]. Available Through:
<http://www.managementstudyguide.com/management_functions.htm>. [Accesses On
9th August 2017].
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