Management, organization and human nature: An introduction (original) (raw)
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People, Management and Organisations: The Basic Rudiments of Management Thoughts
International Journal of Innovative Research and Development, 2019
Introduction A management thought as it exists today is a complex dialectic in search of better approach to achieve optima satisfaction for people. The philosophy evolved from the perception that no one is self-suffice, and scarcity of resources makes it absolutely illusive for man to meet the superfluity of his desires without some forms of collaborations. This implies that solidarity is necessary to harness efforts to meet ends that cannot be achieved when people act alone (Gulzar, 2015). People derive benefits in integrating and cooperating with others, whether for economic, cultural, political, social or other ends. For this reason, various organisations sprang and the need for management emerged. Aggregating people into different groups comes with challenges. It creates problems of interpersonal relationships, human efforts and material resources need to be directed and coordinated. These challenges require a set of skills that management provides. Abinitio, the search for better ways to satisfy human's needs led to the creation of organisations that invented management. This was characteristics of the era before industrial revolution (Witzel, 2012). These basic elements have been the bases for management thinking over the years, and may continue to direct management thoughts in the future. Management theories were evolved in attempts to offer explanations to improve organisations and management to yield better benefits for people. Each theory focused on one aspect or all of these and successive theory tends to refine what had been postulated. For instance, Celik and Dogan (2011) analyses of the science of management implied that classical theorists were concerned with providing framework for efficient organisation, the neoclassical were interested in the human aspect of people and the contemporary scholars are interested in bridging the divide between people and organisation through effective management. This paper x-rays management thoughts in terms of concerns for people, organisation and management. It seeks to establish interdependence between these basic bedrocks of management thoughts. 2. Objectives of the Study To examine the relationship between people, organisation and management. To examine the influence of people, organisation and management on management thoughts. 3. Statement of the Problem People have over the years learned to form themselves into groups in effort to achieve their goals. They realised that they cannot meet their individual ends by acting alone but by working together and achieving collective goals, groups create the platform for people to articulate and achieve their respective goals. Notwithstanding, group formation has unique problems that require skills to direct, coordinate and control. Consequently, people, groups and skills have become the pivot of group activities and reference of management discourses.
Human Nature in Organization Theory.m The Need for Assumption's Articulation, and a New Image of Man
Journal of King Abdulaziz University-Economics and Administration, 1990
The political philosophers made explicit both their assumptions about human nature, while the administrative theorists dealt primarily with the subject of order, but left implicit their assumptions about human nature. The aim of this study is to find an answer to the following questions: 1. What is the assumption of management theory toward human nature and organization? 2. What is the ultimate goals and objective? 3. How these assumptions and goals determine the form of organization, and influence the management strategy? 4. Why the needs for an alternatives administrative paradigm? The finding leads us to the conclusion, why it is necessary to start thinking about alternative values, models and premises Organization theory should articulate its assumptions about the nature of man. This articulation is a fundamental prerequisite for any serious effort to save this body of confusion and to improve both the process and objectives of the organizations.
2021
Management existed as early as mankind. It has a biblical foundation and reference. It has been practiced for thousands of years and organized projects were directed by people responsible for planning, organizing, leading and controlling. Management theories and practices evolved in the past showing the evolving nature and character of management. Early management scholars and contributors recognized the existence of the three approaches of management which are classical approach, behavioural approach and integrative approach. This research article presents the evolving nature of management thoughts and practices from the early approaches of management to modern approaches to management. This in effect would give the much clearer understanding of hundreds of definition of management ranging from simple to complex. And that management is not only the process of getting things done effectively and efficiently, with and through people but it also has become a social institution. Hence, it cannot escape social issues.
What constitutes unethical behaviour and its mismanagement is the focus of this article. This includes the transgression of moral norms by employees such as greed, corruption, antisocial behaviour and the abuse of company assets for personal enrichment. A salient feature of this case study is its focus on the workers' lack of adherence to its ethics policies, and a conscious flagrant disregard for the organization's moral codes by its employees. The research question that inevitably arises is whether the employees resort to unethical behaviour because they fail to achieve their goals through legitimate means, or whether it is simply a flagrant disrespect by them of organizational ethical policies that enunciate the moral norms for all its employees. This exploratory study used the mixed methods approach to investigate this problem. The research findings of this study strongly suggest why the sustainability of an organization can be threatened by reported cases of poor administration, weak management of human and non-human resources, and inappropriate job behaviour and performance of its employees. A key finding is that organizations should not leave managers and their employees to solely rely on their moral intuition and good judgement, but to create a culture with the aid of a performance management system in which there is a clear distinction between ethical and unethical behaviour. This research therefore provides further insight into the need for organizations to develop effective management strategies in order to prevent, detect, and respond forcefully to stamp out unethical behaviour of its employees.
Management in all business and organizational activities is the act of getting people together to accomplish desired goals and objectives using available resources efficiently and effectively.