Running Head: MANAGERS ROLE 1

The Role of The Manager and The Impact of Organizational Theories on Managers

The first scenario introduces Bart Aldrin, the shipping manager for Galaxy Toys, Inc.

Bart is perceived as being operative in all the positions he has held: beginning as a shipping

clerk, progressing into a supervisor job position, and finally a shipping manager. In the entire of

his career, Bart triumphed via his management approach and his capability to allow transitions of

such. In that of Barts and further discussed based on how the new style of management second

scenario, Bart declares his purpose to retire and nurture his preceding successor, Joyce Barnhart,

an experienced 21st century manager. Joyce highlights a new style of management approaches in

her designated job position as the new shipping manager for Galaxy Toys, Inc.

The assignment will evaluate the emergence and robust growth of the philosophy and

practice of contemporary management theories via the shift from Barts management style to

Joyces management style. The facts entailed in the case study are assessed to evaluate two

organizational theories that are showcased by the managers: the Classical Organizational Theory

practiced by Bart and the Human Resource Theory implemented by Joyce. The 21st century

managers attitude to the job is paralleled and contributes to the crown of the production and

shipping department at Galaxy Toys, Inc. Even though Barts Classical Organizational Theory

management style brought immense accomplishment to Galaxy Toys, Inc., it is the 21st century

management practices like the Human Resource Theory adopted by Joyce that will improve the

organizations attainment by valuing the significance of employees roles and engagement,

establishing an environment for effective group dynamics, and offering opportunities for

professional progress to more resourcefully and effectively attain both individual and

organizational objectives.
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Part One

At the beginning of Barts career as the shipping manager at Galaxy Toys, Inc., he

practiced a tyrannical management style. Consequently, this style of management focused on

efficiency, optimizing the manner in which assignments were performed, and adopting processes

so workers could be taught to perform their specific series of motion in the most efficacy manner

possible. Nonetheless, Bart was recognized for evaluating personal assignment via the execution

to evaluate a solitary, generalized technique for finishing the detailed assignment. Nonetheless,

he applied numerous methods to maximize the pace of production and increase the economic

standards of the organization. Through this management style, Bart facilitated the improvement

of the policy of assembling products and shipping processes.

Jain & Chaudhary (2015) offer their opinions on the authoritarian style of management in

our organization in question. The authors narrate that in an authoritarian style of management,

the leader tells his or her employees what to do and how to do it, in absence of consultations

from other persons. This management style tends to focus on convincing people towards a

certain aim though worker engagement in the management process is very minimal. Arguably,

this strategy is most effective in a period when management highlights the capability to uphold a

positive equilibrium between employee relations and garnering outcomes. Barts comprehension

of tasks provides detailed roadmap to employees and his capability to remain relevant for the

profitability of Galaxy Toys, Inc.

As a matter of fact, this management style is grouped under the Classical Management

and Organizational Theory which is acclaimed as the first theory of management and the initial
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pillar for all other management theories. Nevertheless, the classical management is created from

measures to realize the appropriate way to administrate and execute assignments.

This echoes the focus Bart bestows on closely studying individual assignments to formulate one

single most efficient process for employees to adhere when finalizing tasks. Within this school of

thought, the classical scientific branch progressed due to the need to augment efficiency and

productivity. The scientific branch agitates for Barts focus on training workers to proficiently

perform their specific series of motion.

Lilian Gilberth is regarded as one of many theorists who contributed to the Classical

Organizational Theory school of thought that best implies Barts management style. It was

Taylors belief that organizations should learn assignments and create precise procedures. He

emphasized the need to have employees scientifically trained to enable centrality of efficiency in

organizations. To attain this, he suggested decreasing the irrelevant motions emanating from

bricklaying at a construction site. Furthermore, he sought that an employee should be engaged in

doing her own work, prepare for the preceding level and train his successors. Gilberths

contributions to the discipline of management were vital in that they assisted to approach the

Classical Organizational Theory. Nevertheless, his policy formed a basis for other aspiring

theorists of the field of management. Gilberths philosophy was implemented by numerous

theories and viewed as a resource when creating their own unique management principles. Due

to the dynamic technology, organizational design, competition, globalization and workplace

values, management approaches in the late 1980s and early 90s shifted, thus stirring Bart to

reevaluate his management approach. Management theories bestowed a concentration on the

manner in which workers were handled. The internal alterations that Bart allowed were included
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in the contemporary management theory. This modern management theory falls under the

Human Resource Theory school of thought.

Human Resource Theory school of thought believes that human capital is equitably as

important as or more significant than the organization itself. The theory tends to embrace

flexibility and innovation within the firm and enhance professional progress of workers. The

school of thought best fits the shift in Bart management approach since it enabled Bart to mentor

and professionally create a team armed with the essential competence to adapt to progress in

society and enables the firm to uphold competitive edge. Accepting the biodiversity within

Galaxy Toys Inc.s work surrounding allowed Bart to receive reactions from workers, ingrain

positive working relationships and enhancing the cultures and approaches entirely.

Professor Elton Mayo is acclaimed as a theorist that supported the Human Theory in that

he sought to evaluate the effects of lighting on workers productivity. Moreover, when these

experiments displayed no precise correlations between light level and productivity, then

assessing other elements. Shafritz, Ott, & Jang (2015) argue that Mayo asserts that group

dynamics and social components of an organization were crucial for or against productivity. The

result demanded for greater involvement of the employees, greater trust and openness in the

environment. As illuminated, the entire notions of group dynamics and team spirit had their

roots from Mayos work in mid-1920s (Shafritz, Ott, & Jang, 2015)

Hatch & Cunliffe (2013) narrates that the Classical Organizational Theories comprise of

scientific management, administrative theory and bureaucratic theory. The theory is focused on

the practices and structure of the firm. The contemporary management approaches entailed in

the Human Resource Theory shift the focus to worker involvement, how workers are handled,
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and take the workplace environment into consideration. The theories enhance employee growth

and development, positive workplace values, and a diverse atmosphere to enable the organization

and its labor force to adapt to changes in technology, react quicker to competitors, enhance

productivity and generate greater output. Though both schools of thought are principally

opposite of one another, they do share a common objective: enhancing productivity (Hatch &

Cunliffe, 2013).

Part Two

The 21st century manager would apply a diverse of leadership techniques and styles that

best fits the firm internally and externally together. Joyce comprehension of 21st century

management will be highlighted via planning, mentoring, setting and communicating clear goals,

values, and objectives. In addition, by offering training platforms for professional development

workers are allowed to grow as their environment and responsibilities require. This will

reminisce workers of their purpose and Joyce will maintain quality staff. By instigating the value

of team spirit, partnership and cooperation between employees and management, Joyce will

encourage her staff to work together towards a common agenda. Guaranteeing the business

environment is a conductive and stimulating environment will enable workers to be creative,

innovative and able to adapt to and allow change, changes in technology and diversity.

Another feature of modern management is multidimensional models for performance

management which enables workers to work in more of a self-directed mode and offers greater

autonomy and augmented performance. In addition, offering performance feedback and

diagnosing employees efforts will result in improved productivity and carry on to drive the unity

of effort.
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The new management approach that Joyce implements will catapult the production and

shipping department at Galaxy headquarters into higher ranks. What this depicts is that because

Joyce offers modern management knowledge and skills that accrue benefit to the new century,

Galaxy will have the capability to meet the dynamics in the market. The 21st century approach

will enable for diversity in regards to technological use, management, structure and resolution of

any challenges. As a matter of fact, Galaxy headquarters production and shipping department

will experience augmented productivity and output along with many other advantages that the

21st century management approach has to provide.

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References

Jain, A., & Chaudhary, S. (2015). Leadership styles of bank managers in nationalized

commercial banks of India. Purushartha: A Journal of Management Ethics and Spirituality, 7(1).

Shafritz, J. M., Ott, J. S., & Jang, Y. S. (2015). Classics of organization theory. Cengage

Learning.

Hatch, M. J., & Cunliffe, A. L. (2013). Organization theory: modern, symbolic and postmodern

perspectives. Oxford university press.