What are the effects of globalization on management and management education?
Advantages and Disadvantages of Bureaucratic Organizations
Benefits in a bureaucratic organization can consist of;
Sufficient authority within an organization. The authority is given to the managers so that they can monitor the performance of their employees and to maintain the policies and procedures. The bureaucratic model follows the standard operating procedures and policies set forth by the organizations. Following the set, standards make every employee responsible for their actions. It allows no favoritism for advancement. Employees are given an equal chance to advance within the organization based on merits alone and not by how they know.
According to Stazyk, Geordel (2011, p.645), many scholars have concentrated on the dysfunctions caused by bureaucracy instead of focusing on how to make bureaucracy work. That means getting hierarchies right and putting more trust in managers is what many organizations have not done. Walton (2005, p.570) suggests that bureaucracy is one of the most difficult systems to destroy once it has been established. When bureaucracy was first founded, it was considered the best management system to increase effectiveness and efficiency. However, today some organizations are trying to steer away from bureaucracy because they think that it does not work, but this is because it is not followed properly. With sides both for and against bureaucracy, this writer’s opinion is that all organizations must have a good balance between bureaucracy and also empowering employees and giving them some responsibilities, however, employees must be trained to be able to make decisions.
Disadvantages
The disadvantages of the bureaucratic organization can include:
The employee’s boredom, which in turn could affect productivity, and could result in time loss. Most individuals cannot handle doing the same task over and over again, and that eventually leads to a decline in work performance. If the organization has a chain of command, trying to get an answer or carrying out a particular task needs approval from the individual above.
This process could take up much time leaving with the results or actions to be rushed. The bureaucratic model for operating an organization could be a useful model to use an implement for any agency.
According to Crocitto (2015, p.21), when bureaucratic structures form, they aim towards only satisfying the need to survive. He suggests that those working in the organization become ‘programmed’; in other words, employees don’t have a say, and they become ‘powerless victims’ according to Crocitto (2015, p.21). This is bad for organizations because this can lead to workers losing their motivation to work, and this can decrease the organization’s efficiency due to the loss of interest with employees. For employees to work well and be motivated, they must feel comfortable and be happy within their work environment to be able to work to their full potential. Crocitto (2015, p.23) suggests that bureaucratic structures can sometimes be dysfunctional to organizations especially when there are bureaucrats who have been taught to strictly follow the rules of bureaucracy because when certain problems arise they can be inflexible to be able to solve the problems because they have not been trained to deal with such problems. So this puts the organization at a disadvantage because bureaucrats are unfamiliar with how to deal with issues that they have not been taught and are not able to improvise when problems arise. Crocitto (2015, p.23) suggests that due to the inflexibility of bureaucrats, the displacement of goals may occur. He suggests that bureaucrats may lose vision of the organization’s goals, which in effect will decrease the effectiveness of the organization and mentions this is why bureaucrats are seen as cold and unsympathetic.
Balle (1999, p.15) suggests that a problem that may arise with a bureaucratic system is that when employees are given roles and procedures to follow, they tend to resist these roles and procedures, which isn’t good when an organization is trying to increase its effectiveness and efficiency. According to Balle (1999, p.15), with the development of professional roles related to employee functions, it can limit individuality. Individuality is what most workers in today organizations has, so it would be difficult for employees to adapt to the system when its intention is to remove individuality. Another problem suggested by Balle (1999, p.17) is when there are too many rules in an organization employees tend to become confused, rules can be too complex to follow, and employees may end up just ignoring them, he also suggests that bureaucracy works but slowly and mentions that with a bureaucratic system information can become ‘distorted.’ Balle (1999, p.18) states that there is a lack of faith with bureaucracy, and immediately people bypass it rather than following it because they assume that it will not work. According to Balle (1999, p.18), managers aren’t doing their jobs properly because there are employees who want to work and do a good job, but they are not sure how to. He suggests that managers don’t know how to manage or aren’t doing their job at all. Because of the failures involved with bureaucratic systems employees tend to lose interest in their work because everything is a slow process and employees tend to lose patience because all matters need to be addressed by management before any decisions are made, they can’t act on any matters unless they are told to do so by management.
In conclusion, even though there are people against having a bureaucratic system in organizations it can have a lot of benefits to organizations in that it increases effectiveness and efficiency and can help an organization’s competitiveness, however, bureaucracy must be followed properly in order to achieve this, and this is something many organizations haven’t done, and this is why they have experienced failure, when followed properly though it has given efficiency and effectiveness gains to organisations. This writer’s opinion is that organisations should have a bureaucratic system but also be able to be flexible and train employees so they can make decisions as well. Being that the cost of having a lot of managers to co-ordinate an organisation is expensive, organisations should train their employees so that they can make the same decisions as managers or at least be able to assess problems and come up with a solution to present to managers. Bureaucracy is a good management system, however, it must be followed correctly and must have some flexibility so managers and employees are able to come up with solutions when problems arise.
QUESTION TWO
What is globalization and what effects has it had on management and management education?
Effects of Globalization on Management
Globalization has created a great effect on the resources management in the huge and small entities. Globalization is the body state incorporating culture diversity, goods and services, concepts towards the company’s activities, procedures, and short and long-term polies for them to recognize best incomes in their undertakings. The globalization change has to arise together with severe management impacts (Dunning, 2014). The globalization concept within marketing technique in an organization is a procedure where entities develop their roots to various places in identify their potential and obtain increased incomes.
Management
Management is directing individuals in an organization in carrying out substantial aims for the firm to realize the existing set objectives (Dunning, 2014). For example, the United States administration, shifted the entire production capability of wartime in serving the civilians when they were tracking back WWII period. Armies were positioned to business institutions, and they changed the managerial knowledge to logistics entailing the availability and production goods towards the people. Due to technology acquired, the military cooperation, private and public firms assisted the industries in winning a contemporary battle. Due to the development of organizations, the administration positions came on being scraped off from the form’s main operations. The management positions doing away increased the commands delivery from the highest hierarchy towards the subordinate entity subjects.
Globalization and Management
As the organizations advanced from production and manufacturing to the knowledge and information, the duties of a manager did not remain stagnant (Dunning, 2014). The process of work would appear in the data form, and the execution was to be performed along in the similar way. The administration individually separated and turned an independent entity having techniques and tools for measuring, mapping, and modelling. At this moment, administrators get away with individual relationship and were much interested with human systems which will bring orders from far towards their subjects.
The change appeared in two different structures including the operations responsibilities and the power connection. Due to this advanced structures, administrators contained the power of setting the motivation strategies. Earnings and salaries inclined from the value which a person added towards the firm, and emphasized more on strength.
Effects of Globalization on Management Education
Globalization is having a prime effect internally; it is far considerably converting our manner of lifestyles and the way we do business. Unfortunately, through and large, the control curricula in any organization had been developed previous to the economic liberalization of 1991 (Zahid 2015, p.109). Hence, in light of the globalization and the access of multinationals, there exists an experience of urgency within the air; we want to revisit the manner we train, impart management training and help our students end up process equipped in an entirely new, dynamic and uncertain world. Every project throws up opportunities; this is an opportune time to redefine organization’s curriculum a good way to assist prepare the following generation of commercial enterprise managers that are prepared in taking on at the global economic system challenges.
In this completely new equation, expertise assets are as essential as the traditional resources and technology has come to be all encompassing affecting everything of business (Zahid 2015, p.109). This requires a paradigm change within the training sphere and expert control training has to unexpectedly adapt to this variation globally. This alternate can be effected in two methods: First, deliver modifications within the know-how-based curricula and second, introduce talents primarily based curricula.
The Knowledge-based totally curricula
Under the information-based curricula, the content material desires to be up to date to fulfill the converting needs; globalization components have to be combined into all five management places which include simple guides, middle practical courses, inter-useful courses, included publications and fee addition courses (Zahid 2015, p.110). Managers can layout those publications in a modular shape or as complete-fledged courses relying on the requirements of the establishments.
The Skills-primarily based – Beyond the Curricula
The placement corporations, which include potential workers gives the inputs and their job or talent set necessities; this could assist commercial enterprise colleges cross past the understanding-primarily created curricula providing a worldwide angle to the scholars (Zahid 2015, p.110). Leaners want a worldwide exposure including operating understanding of foreign languages, sensitivity to cross-cultural members of the family and exposure to exceptional practices within the industrialized global to healthy and paintings in a multinational environment. This requirement may be fulfilled by developing the scholars’ abilities which are not provided by means of the knowledge-based totally curricula.
Objectives of the Conference
- Identify the modifications that are going on in a globalized world and the emerging developments in management schooling.
- Examine the desires and deficiencies in the control curriculum.
- Get the ability set inputs from placement organizations approximately the enterprise necessities.
- Identify the modifications required in our control training past the curriculum to fulfill the demanding situations of a globalized world.
Ballé, M., 1999. Making bureaucracy work. Journal of Management in medicine.
Crocitto, M., 2015. Learning from the past to envision the future: a five-year review 2005-2009. Journal of Management History.
Dunning, J.H., 2014. The globalization of business (routledge revivals): the challenge of the 1990s. Routledge.
Stazyk, E.C. and Goerdel, H.T., 2011. The benefits of bureaucracy: Public managers’ perceptions of political support, goal ambiguity, and organizational effectiveness. Journal of Public Administration Research and Theory, 21(4), pp.645-672.
Walton, E.J., 2005. The persistence of bureaucracy: A meta-analysis of Weber’s model of bureaucratic control. Organization Studies, 26(4), pp.569-600.
Zahid, G., 2015. Globalization, nationalization and rationalization. Procedia-Social and Behavioral Sciences, 174, pp.109-114.