Managing People and Organizations

Question : Scholarly Articles for Managing People and Orgnizations ? Answer : Introduction It is depicted by Martin and Siebert (2016) that employees prefer to work in an environment where they can both learn and develop themselves. Clegg et al. (2015) on the other hand portrays that employees are liable to provide stewardship, leadership and follower-ship to work collaboratively for attaining the organizational goals. Thus, these people should be valued for their effort and get an appropriate reward for the same. Bush and Middlewood (2013) mention that conventionally, these people or an employee get wages for their work but in the contemporary organization; rewards system, proper recognition, incentives, work-life balance working environment and proper development programs are provided in order to motivate them for serving their best by associating with the organization. However, in the context of the case study, the employees are not treated like humans and asked to work without any extra facility. Even the softball field that is built for the employees is decided to shut down for further expansion of the organization. Moreover, deduction in wages and excluding them for taking participation in the business decision led to de-motivation among the working staffs. Austin (2013) in this case explains in his article that, if these practices continue to happen, the productivity of the employee's hampers and scrap rates will become soared. Thus, a company not only considers the employees as a human but they should also have to take initiatives for their development (Gerhart and Fang 2015). Conclusion Thus, it can be concluded from the entire discussion that managing people within the organization is crucial and should be followed in every organization. However, the given case study does not signify such practices and it is shown that human are treated as salves more than a human. Though, training for employees and taking initiatives for developing the skills and competencies of the employees should be considered in the workplace for better managing the people. In this way, the employee feels motivated to get associated with the organization and serve their best for attaining effective profitability and productivity. Reference List Austin, R.D., 2013.Measuring and managing performance in organizations. Addison-Wesley. Bush, T. and Middlewood, D., 2013.Leading and managing people in education. Sage. Clegg, S.R., Kornberger, M. and Pitsis, T., 2015.Managing and organizations: An introduction to theory and practice. Sage. Gerhart, B. and Fang, M., 2015. Pay, intrinsic motivation, extrinsic motivation, performance, and creativity in the workplace: Revisiting long-held beliefs.Annu. Rev. Organ. Psychol. Organ. Behav.,2(1), pp.489-521. Jacobsen, C.B., Hvitved, J. and Andersen, L.B., 2014. Command and motivation: How the perception of external interventions relates to intrinsic motivation and public service motivation.Public Administration,92(4), pp.790-806. Lazaroiu, G., 2015. Employee Motivation and Job Performance.Linguistic and Philosophical Investigations, (14), pp.97-102. Martin, G. and Siebert, S., 2016.Managing people and organizations in changing contexts. Routledge. Moran, R.T., Abramson, N.R. and Moran, S.V., 2014.Managing cultural differences. Routledge. Managing People and Organizations Question: Describe about the managing people and organizations. Answer: 1. The way of conducting, businesses have changed over the past few decades with the evolution of material, technology and management principles. Especially, technological evolution provided a completely new dimension to the businesses. As it allows companies to perform a similar task in a completely different way. Therefore, it also induces changes in managers responsibilities so that the company can able to achieve competitive advantage in the market. In current competitive environment, every company is trying to implement strategies so that the company can able to fulfill its desired objective (Davis et al. 2012). Therefore, the terms globalization frequently used in the business practices of the company. It demands the management of the company to be flexible enough so that it can able to adjust to the different cultural changes. Previously, the businesses of majority of the company are restricted to a particular location. Therefore, manager can be successful by considering the need of that particular location. However, with the evolution of e-commerce, managers have to reinvent their strategies in order to run a particular firm successfully. In addition, technological evaluation such as web conferencing, cloud computing and mobility, managers of a particular organization can communicate with employees from different part of the world at the same time (Dahl, Dezső and Ross 2012). Therefore, it requires specific skills in the management level of the company in order to run a particular firm successfully. Current business environment is continuously evolving. Therefore, I feel that flexibility in the managerial decision-making processes will be the key to the success of any organization. I believe that conducting businesses all over the world with the use of different platform can obviously create huge number of obstacles in the road of success for any particular organization. Therefore, remain flexible in the decision-making process is the only way for managers to conduct businesses successfully all over the world. 2. Purchasing lower grade materials for reducing the production cost is probably the worst option for any organization to choose. Since, lower grade materials will not only reduce the cost of production but also will have serious affect on the quality of the product that ultimately will create a negative impact on the image of the organization. Lay off a portion of the labor and pressurizing the rest is another worst way to minimize cost of production. Since, this technique will put huge amount of pressure to the existing employees. Therefore, the quality of work will suffer at a serious extent (Sveningsson and Alvesson 2016). However, outsourcing additional demands in the developing countries can have positive impact on the cost reduction objective of the company. As the labor cost in the developing countries is much cheaper, it allows the company to complete a particular amount of production at a cheaper cost. However, the benefit level of the company depends on the amount of additional unit of sunglass has to be produced in the developing countries. Last option of replacing existing technologies with the upgraded one is probably can have the most positive impact on the cost deduction objective of the company (Nierenberg 2014). However, this option demands a significant amount of initial investment but still it has the potential to provide additional benefits of low production cost to the company. This can provide huge competitive advantage to the company in the long-run. References: Dahl, M.S., Dezső, C.L. and Ross, D.G., 2012. Fatherhood and managerial style how a male CEOs children affect the wages of his employees.Administrative Science Quarterly,57(4), pp.669-693. Davis, A.K., Ge, W., Matsumoto, D. and Zhang, J.L., 2012. The effect of managerial style on the tone of earnings conference calls. InCAAA Annual Conference. Nierenberg, A.R., 2014.Essential Business Networking: Tips, Tactics, and Tools You Can Use. Pearson Education. Sveningsson, S. and Alvesson, M., 2016.Managerial Lives: Leadership and Identity in an Imperfect World. Cambridge University Press.