Management policies

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Managers must be efficient and intelligent. Let us take the example of Peters and Waterman, who in “In Search of Excellence” thought of “being visible” and “management by walkabout”. The dexterity and expertise of managers should support the endeavours of the Staffs. Staffs should feel that they are guided by the managers in perusing their duties. By sound management techniques the ambitions of participative leadership and the human relations school can be achieved.

(Kumar, 334) According to the assumptions of the new Management approach, organizations should have the capacity to influence their members as well as bind them together in a composite unit, as a family or a community. Few guidelines prescribed by this contemporary approach are: Management should have recognition towards the efforts of the workers, and have co-operative attitudes towards them. The emphasis should be on working together as a team to achieve the ultimate purpose.

TO pursue this goal management should compromise and understand the purposes and values of the employees. Disagreement and unconcealed divergences between management and employees, disruptive behaviour and even strike action of the employees and such problems in an organization can be alleviated using Management system policies. This approach is helpful in curing unnecessary, deviant damage of the organization.

The staff of a suffering organization should be made to realize that stoppages and obstructions are meaningless. (Lamb, 243-244) The benefits of lingering useless momentary disagreements and conflicts disturb the environment of the organization. Misinterpretation and Passions that procreate conflict are indeed enhanced by detrimental, marginal splinter groups and provocateurs. Management system portrays management as a perfect guardian of the employees, having the paramount interests in well being of the staff, at heart.

Decisions are taken with consent of the employees Of course misunderstandings and incongruity may arise from time to time but these are not helped by marginal splinter groups and provocateurs who distort the efforts of management. Effectiveness of the management can be judged by its capacity to bind the workers and at a time keep them satisfied, to fulfil a greater cause of success of the business.

Efficient and participative managements can keep the employees satisfied and interested in progress of the company. With good will, rationality and sensitive communication the organizations can keep trade unions away and survive securely. Because of poor and irrational practices of the managements and lack of communication between the employees and the management, workers unite against the managements to form trade union, which can fight for their causes and interests. (Knott, 188-9)

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