Organisations and Behaviour Essay Example | Topics and Well Written Essays - 2750 words - 1

Organisations and Behaviour - Essay Example Decision making is something that keeps the organization active and flourishing while adapting the uncertainties in the environment. The process of Decision making gets heavily influenced by the rate at which the information travels and the number of members it can reach inside an organization. These two factors are generally considered as less positive in a hierarchical structure of an organization. Today the trend of participation of the workers in the decision making process is significantly dominating the markets. According to Frederick Winslow Taylor who is regarded as the Father of Scientific Management, the management of the firm should organize the work in a manner which will make optimum use of the workers, by dividing the work and introducing efficient methods for making a product. Taylor’s concept focused mainly on hierarchic organization structures and task specialization. Taylorism states that there is a best way for each task and it can be learnt through proper t raining and development. (Asseldonk & Vos, 2007, pp. 1-3) The theory of Taylorism represents a mass production system. This theory views the workforce simply as machineries which can be made efficient by the reduction of wastage. However, this theory completely neglects the usual complications that happen within a normal human being. Hawk Car company continuously followed conventional production methods as was proposed by Taylor’s theory. The workers used to follow an assembly line production process where each one had to perform a specific job. Job specialization created frustration among the workers. Their job became monotonous. For example, the worker who used to fit lights into the vehicles, continued to fit lights for his whole work life. He never knew how to fix the seats in a car. As a result the workers felt lazy and de-motivated with their work. Also the hierarchical system in the management treated the workers as costs. Their opinion or suggestion was not at all con sidered to be important. Due the hierarchy structure of the organization, the workers felt uncomfortable speaking to their managers about their discomfort. The relationship between the manager and the workers followed the authoritative style where two way communications was never entertained. The higher level employees only used to give directions to the workers and the supervisors only had a close watch on their works. No one bothered about the grievances of the employees. (tiplady.org.uk. n.d, pp.1-2) also the standardized form of production failed to meet the market demands. Taylorism way of management prescribed the organization to separate the planning and execution activities. It recommended division of labor and too much hierarchy into the management. However, the management of Hawk Car Company realized soon that too many levels in the organization makes the functions too much complicated. For the betterment, management opted for participative style of management where the la yers of hierarchy were reduced putting emphasis on the participation of each member in the decision making and planning process. It also trained the employees in such a manner so that they can gain knowledge about the entire production system. The workers were provided scope to grow in their position by better performance. The training focused on the worker’s personal issues as well which were addressed with care. The aim of this remodeling decision