Assignment Question
(Discussion forum) between 200-300 : *In this discussion forum please discuss the below topic: 1-Looking at the major changes that are facing the contemporary business world, consider what impact this has on the way that managers operate within the work place. 2-What are managers doing differently now compared to their management practices before the changes, with regards to their approach to managing individuals. Within this response consider: Personality, perceptions, values and the impact that this will have on performance and individual motivation. 3-Provide support for your arguments using theory, literary sources and applied organisational examples. * Guidelines for discussion responses:Your initial post should be 200 – 300 words long and should provide a summary of the key arguments within the core question.A maximum of 9 follow up posts should then respond to your peers and expand upon the topics under discussion to demonstrate module knowledge and understanding.The word count for all posts are between 200 – 300 words. This will encourage peers to reflect on and respond to your ideas.Provide support for posts using theory, applied examples and wider reading in line with the UoEO Harvard Referencing Guidance.To demonstrate animation please try to spread the posts over the 2 week period, ask questions and respond to the questions of others.
Answer
Introduction
The contemporary business world is undergoing rapid and transformative changes driven by factors such as globalization, technological advancements, and shifting consumer preferences (Mullins, 2016). These changes are reshaping the way managers operate within the workplace, leading to a need for adaptation in their management practices. This essay will explore the major shifts in management practices in response to these changes, with a particular focus on how managers are approaching the management of individuals. It will delve into the impact of personality, perceptions, values, and their implications for performance and individual motivation. This discussion will be supported by relevant theories, literary sources, and applied organizational examples.
Personality and Its Role in Contemporary Management
In the face of contemporary changes, managers are increasingly recognizing the significance of personality differences among their team members. According to the Big Five personality framework, which includes traits like extraversion, agreeableness, and conscientiousness, managers are paying more attention to these dimensions to create well-rounded teams (Judge et al., 2017). For example, introverted employees may be assigned tasks that require deep focus and analysis, while extroverts may be tasked with roles that involve more interaction with clients and stakeholders (Judge et al., 2017). managers are using tools like personality assessments and psychometric tests to gain insights into their employees’ personalities, helping them tailor their leadership styles (Mullins, 2016). This approach promotes diversity and inclusion in the workplace and can lead to more effective team dynamics and decision-making.
Perceptions and Their Influence on Workplace Interactions
Perceptions play a pivotal role in shaping workplace interactions, and the advent of social media and instant communication has made it easier for employees to form perceptions about their organizations and colleagues (DePree, 1989). To manage these perceptions effectively, managers are now placing greater emphasis on transparent communication, feedback mechanisms, and the promotion of organizational values and culture. For instance, many organizations have implemented open-door policies, where employees are encouraged to voice their concerns and ideas without fear of reprisal (Mullins, 2016). This helps in shaping positive perceptions among employees, making them feel valued and heard. As a result, employees are more likely to be engaged and committed to their work and the organization’s mission (Cable & Turban, 2003).
Values Alignment for Enhanced Motivation
Contemporary managers are also focused on aligning individual values with those of the organization to foster a sense of purpose and motivation among employees (Denison & Mishra, 1995). Values alignment is not only about hiring individuals who share the company’s values but also about creating an inclusive culture where diverse values are respected and integrated into the organizational fabric. Organizations like Patagonia are exemplary in this regard. They have a strong commitment to environmental and social responsibility, and they ensure that their employees share these values. This alignment not only motivates employees but also enhances the company’s reputation and customer loyalty (Hitt et al., 2020).
Applied Organizational Examples
One prominent example of contemporary management practices can be seen in tech giants like Google and Apple. These companies have embraced a flexible approach to leadership, allowing employees to work on projects aligned with their individual interests and strengths. This approach acknowledges the importance of personality and values alignment, resulting in a highly motivated workforce and innovative outcomes. At Google, employees are given “20% time” to work on personal projects, which has led to the development of products like Gmail and Google News (Mullins, 2016). This autonomy and alignment with individual passions have a direct impact on employee motivation and performance.
Conclusion
In conclusion, the contemporary business world’s major changes are reshaping managerial practices, particularly in the way managers approach the management of individuals. Managers now recognize the importance of personality differences, perceptions, and values alignment in enhancing team performance and individual motivation. This shift towards a more personalized and adaptive approach to management reflects a growing understanding of the complexities of the modern workplace. By applying relevant theories and concepts and drawing from applied organizational examples, managers can navigate these changes successfully, leading to a more engaged and motivated workforce and ultimately contributing to organizational success.
References
Cable, D. M., & Turban, D. B. (2003). The value of organizational reputation in the recruitment context: A brand‐equity perspective. Journal of Applied Social Psychology, 33(11), 2244-2266.
DePree, M. (1989). Leadership is an art. Doubleday.
Denison, D. R., & Mishra, A. K. (1995). Toward a theory of organizational culture and effectiveness. Organization Science, 6(2), 204-223.
Hitt, M. A., Ireland, R. D., & Hoskisson, R. E. (2020). Strategic management: concepts and cases: competitiveness and globalization. Cengage Learning.
Judge, T. A., Rodell, J. B., Klinger, R. L., Simon, L. S., & Crawford, E. R. (2017). Hierarchical representations of the five-factor model of personality in predicting job performance: integrating three organizing frameworks with two theoretical perspectives. Journal of Applied Psychology, 102(12), 1671-1697.
Mullins, L. J. (2016). Management and organizational behavior. Pearson.
Frequently Asked Questions (FAQs)
Q1: What are the major changes facing the contemporary business world, and how do they impact managerial practices in the workplace?
Answer: The major changes facing the contemporary business world include globalization, technological advancements, and shifting consumer preferences. These changes impact managerial practices by necessitating adaptation, such as a more personalized approach to leadership, recognizing personality differences, and shaping positive perceptions among employees.
Q2: How do contemporary managers address personality differences among team members?
Answer: Contemporary managers address personality differences by using tools like personality assessments and psychometric tests to gain insights into their employees’ personalities. They then tailor their leadership styles to accommodate these differences, fostering diversity and inclusion in the workplace.
Q3: What role do perceptions play in contemporary management, and how are they managed effectively?
Answer: Perceptions play a pivotal role in shaping workplace interactions. They are managed effectively through transparent communication, feedback mechanisms, and the promotion of organizational values and culture. Open-door policies and active listening are examples of strategies used to shape positive perceptions among employees.
Q4: How do managers align individual values with those of the organization for enhanced motivation?
Answer: Managers align individual values with organizational values by creating an inclusive culture where diverse values are respected and integrated. This alignment fosters a sense of purpose and motivation among employees, contributing to their engagement and commitment.
Q5: Can you provide examples of organizations that have successfully implemented contemporary management practices?
: Organizations like Google and Apple have successfully implemented contemporary management practices. They embrace a flexible approach to leadership, allowing employees to work on projects aligned with their interests and strengths. This autonomy and alignment with individual passions contribute to a highly motivated workforce and innovative outcomes.
