The Progress of Management

             Henri Fayol’s ideas of management were well thought out but for some reason largely

ignored.  It seems ironic that they were largely dismissed but would later be a foundation for modern

management theories.  Fayol’s ideas of management may not have been popular because it was not

taught in schools. His ideas were more humanistic and at the time as defining roles in business was not

a popular idea. Many of Fayol’s ideas have been adapted by modern business theorists and are in use

today, not just for private sector employment but as well in government and military. 

             Humanistic management theories have taken hold because of what I consider the progression

of human thought and behavior.  We of course have more privileges because of technology but most

countries in Western societies are advanced as everyone rich or poor has the chance to receive an

education.  We are more aware of the human condition and take into account the thoughts and feelings

of others.  Today’s employees would like to be supervisors to be more personable and be able for them

to understand personal problems that go on in their lives.  The working population brings more of their

personal lives into work than then during Fayol’s time.  Though the old way of the boss being a stern

unapproachable figure still take place but as younger generations move up into management positions,

the more interpersonal they’ll look to be.

             Yelling at people and being intimidating still take place but is not looked at as a way to get the

most out of your employees now.  Even though someone who is in a supervisory position can use

these methods it will be someone who’s more approachable and able to coach or be “personable” that

will get the most out of their employees.  The work place is a more diverse area as now more females

as well as many different ethnicities are in corporate management.  Having an understanding of

everyone is important, even formal or informal discussions about differences are important as it can

bring more tolerance and understanding.  It can bring an esprit de corps to the workplace but a strong

company mission statement unifies everyone towards a common goal. 

              I would say that Henry Mintzburg and Rosemary Stewart’s ideas cover what is needed in

today’s workplace. Mintzburg’s interpersonal, informational and decisional ideas as well as Stewart’s

demands, constraints and choices are important for current managers to use in the workplace. I believe

to keep subordinates informed is very important, they are likely to engage and take their work

seriously as they feel they are part of something.  Taking input from subordinates also makes them

feel like they are important. A manager should allow their personnel to work free but understand that

there is a boss involved and accountability will always be in place. 

            The process of implementing new management ideas is nothing new to the business community. After all, there seems to be many new and different ideas that appear all the time. Many of these themes are published in books as many fill the best seller lists. Currently, many business ideas that are becoming popular are taking place because of electronic social mediums. Companies now look to sites such as: “Facebook” or “Twitter” to find new employees. Finding new talent through these mediums could be looked upon as un-orthodox or controversial. Though there are specific reasons human relations and executives use it as a recruiting tool.

             Many new start-up businesses are technology based, so the business is looking at how savvy and comfortable individuals may be with social media. Employers may first want to know how well a “web-presence” they make it and how effective they are expressing themselves through social media. Employers have also begun to look less at an individual’s educational credentials and more at how beneficial they’ll be in the new “tech-heavy” environment.

             There will always be those who say not to take these new ideas seriously as they are faddish but this thought may not be true. Fads are not ideas that just come out of nowhere as most think. They’re ideas that usually form over time to what society usually dictates or favors. In the business world, company’s may adapt “faddish” business concepts because they find themselves in times of difficulty or the regular “ho-hum” management style is just not working anymore. These types of new management ideas are “knee-jerk” reactions and it maybe business back to usual within a matter of time.

             What’s not always focused upon is how middle and upper management actually embrace change. Its up to these levels of management to show these new ideas are not just a "fad." Its one thing to send management to courses so they understand the basics of new management the company is adapting. It’s up to management to make these new ideas reality and employees need to know what’s taking place. Employees may resist this new change and possibly do whatever it takes to undermine it. If management is not consistent then the work place will take on an “everyone for themselves” mentality and seasoned employees will revert back to old behaviors.

             Van de Ven & Sun (2011) offer four ideas for businesses to use when there is need for change and endure and not just a fad. First, a teleological model when a group agrees upon a shared organizational goal or in simpler terms: there is a specific reason for change and that’s why it exists. Second, Dialectical Process when there is turmoil amongst entities in a business. This process works best for individuals or groups that hold different points of view. This is not to be confused with debate or rhetoric as no one is looking to “win” or convince others their point of view is right. Third, a Regulated Life-Cycle where managers face many predictable changes in an organizational way. Fourth, Evolutionary Process where resources are limited inside an organization or many organizations and variation, selection and retention are applied. 

All change is not bad as the old cliché says: “change is constant” but change for the sake of change is just ridiculous. With the “old” workforce or “baby-boomers” beginning to retire as well as management practices they used, new generations have different ideas and ways of doing things. Although, some classic ideas are constant and there is a reason why they were used and why they work just as well as new ideas.

            

Sun, K. & Van de Ven, A. (2011) Breakdowns in Implementing Models of Organizational Change,  Academy of Management Perspectives. 25(3), pp. 58-74. doi: 10.5465/AMP.2011.63886530