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Management Process and Organizational Behavior

Creation of Villous Statement When writing a villous statement, a good place to start Is the mission statement. Where could the elements outlined in the mission statement take the company in the future? * First identify your organization’s mission. Then reveal the humane side of the mission. * Next, identify what you, your customers and other stakeholders will value most about how the organization will achieve this mission. Infuse these into the values that the organization has or should have. * Finalize your mission and values, and your employees will have a clear idea of the vision for the company.

Nurture and purport that vision each day until you have an Inspirational vision statement to energize and motivate people Inside and outside the organization. Mission statement and Villous statement A Mission Statement is a written declaration of an organization’s core purpose and focus that normally remains unchanged over time. Properly crafted mission statements (1 ) serve as filters to separate what is important from what is not, (2) clearly state which markets will be served and how, and (3) communicate a sense of intended direction to the entire organization. A Mission statement talks about HOW you will get to where you

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want to be.

Defines the purpose and primary objectives related to the customer needs and team values. It answers the question, “What do we do? What makes us different? ” A Villous statement outlines WHERE you want to be. It communicates both the purpose and values of your business. It answers the question, “Where do we aim to be? ‘ goals for which the organization is formed. Its prime function is internal; to define the key measure or measures of the organization’s success and its prime audience is the leadership team and stockholders. A Vision statement talks about your future. It lists where you see yourself some years from now.

It inspires you to give your best. It shapes your understanding of why are you working here. The Mission statement may change, but it should still tie back to the core values, customer needs and vision. What do we do today? For whom do we do it? What is the benefit? The Vision should remain intact, even if the market changes dramatically, because it speaks to what you represent, not Just what you do. What do we want to do going forward? When do we want to do it? How do we want to do it? Example: Mission Statement of Coco Cola: Our Roadman starts with our mission, which is enduring.

It declares our purpose as a company and serves as the standard against which we weigh our actions and decisions. * To refresh the world… * To inspire moments of optimism and happiness… * To create value and make a difference. Vision Statement of Coco Cola: Our vision serves as the framework for our Roadman and guides every aspect of our business by describing what we need to accomplish in order to continue achieving sustainable, quality growth. People, Portfolio, Planet Profit, Productivity. SQ. Define the term ‘management’. Explain the scientific management theory proposed by Taylor.

Management in all business and organizational activities is the act of coordinating the efforts of people to accomplish desired goals and objectives using available resources efficiently and effectively. Management comprises planning, organizing, staffing, leading or directing, and controlling an organization (a group of one or more people or entities) or effort for the purpose of accomplishing a goal. Resounding encompasses the deployment and manipulation of human resources, financial resources, technological resources, and natural resources. Management may be defined in may be different ways.

Many eminent authors on the subject have defined the term “management” Some of them are: According to the management guru Peter F. Trucker (1909-2005) – “Management is a multi-purpose organ that manages business and managers and manages worker and work. ” In the words of Henry Payola – “To manage is to forecast and plan, to organize, to According to Lawrence A. Apple – “Management is a multi-purpose organ that manages a business and managers and manages worker and work”. (1970) Evolution of management: The Evolution of Management Theory was an era where so many alterations in the oral Economy took place.

In the closing decades of the 19th century there was a quest of seeking innovative ways to increase organizational efficiency and effectiveness. The Scientific Management Theory initiated on the basis of that. In this period of time crafts production was substituted by large factories in which a lot of technical revolutions have been taking place. The owners and managers were not capable of coping to these challenges therefore they hunted for advanced techniques to overcome this situation. As a solution the concepts of Job Specialization and division of labor came bout.

In this scenario workers who specialized in their respective tasks became more skilled. In recent times, management has become a more scientific discipline having certain standardized principles and practices. The following is a breakdown of the evolution of management thought during its developmental period: ; Early management approaches which are represented by scientific management, the administrative management theory and the human relations movement ; Modern management approaches which are represented by scientific management, the administrative/ management science approach, the systems approach and the contingency approach.

The Scientific Management Theory Frederick W. Taylor was the architecture of the concept Scientific Management, “The systematic study of relationships between people and tasks for the purpose of redesigning the work process to increase efficiency’. It was believed that the most effective and efficient division of labor could best be determined by the concept of Scientific Management.

There were four core principles in this concept. * Investigation and experimentation on organization performance * Codification of new methods/standards Selection of employees according to codified standards * Establishing a level of performance and a pay system with rewards In 1910 most of the organizations were using this concept but selectively.

Even though there was an increase in performance some disputes about this concept lead to an increase in trade union involvement. There were some major issues in this concept. * Availability of fewer Jobs * Distrust among employees and employers. Some organizations redesigned the principles according to their vision. For example introduction of moving conveyer belts in Henry Ford’s factory can be taken in to.

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