The speed of change in all parts of the business in 20th century requires a modification in management styles, too. If you modify the surroundings and requirements you will have to tackle management as well, because various business situations need a different management. Globalization is one of the many reasons why the speed of development and change is rapid and employees change their jobs more often. The society is getting separated into groups: uneducated workers or caseworkers and well educated employees. There are also different cultures in one company, and each culture has different norms and values. The workplaces get more intercultural which leads to new challenges for everyone. Nowadays more and more women are well educated in contrast to other women who like to have a family and work in part-time-jobs. If the modification of business life continues we need to change management styles as fast as we can because such employees call for a special leadership. Leaders play an important role in setting an example for all those values, behaviors and considerations expected from employees. Leaders have to ensure that these changes in an organization are accepted and implemented in a way that not only result in a better job performance but also in general understanding and satisfaction for all. Based on various literature, this essay examines the two management styles, called Management by Delegation and Management by Exception and shows that there are differences between them. Every management style has advantages and disadvantages for a particular business situation in the 20th century which will be described in the following essay.
Table of Contents
1. Management by Delegation
2. Management by Exception
3. Cultural Peculiarities
Objectives and Topics
This essay explores the necessity of adapting management styles in the 20th century due to rapid globalization, technological change, and shifting workforce demographics. The primary research objective is to compare "Management by Delegation" and "Management by Exception," evaluating their respective suitability for different employee skill sets and business environments.
- Evolution of management styles in the 20th century
- Comparative analysis of delegation-based versus exception-based management
- Influence of employee educational levels on leadership requirements
- Impact of cultural differences on workplace expectations and behavior
- Strategic importance of balancing leadership styles for organizational performance
Excerpt from the Book
Management by Delegation
Management by Delegation transfers the responsibility for work to employees. If employees like to analyze problems and critical thinking, they will prefer this management style which offers the possibility to take their own way to the target. It is important to make sure that employees enjoy working and thinking independently. Therefore management should ensure that employees are well educated. If the employee is not well educated or only a caseworker, he won’t be able to solve complex problems. Management should ensure that the assignments fit to skills and competences of employees. If the management does not ensure this, employees will feel overwhelmed. If they have to solve problems without any competences, the work will not get finished. The management style is suited for educated workers be it female or male workers, which like more hard factors, like structure, strategy and systems (cf. Franken 2004, 207). For a company it is important to weigh up the hard facts, because a company can not exist very long without looking at hard facts. An educated employee needs challenging tasks and measurable targets (cf. Ladwig 2006, 158) and does not think about soft factors which are not measurable (cf. Preißler 2009, 13). Most of these employees wish to have a leader who is consequent, creative and subject-specific competent. Many employees wish to have a leader who is decisive and self-assertive. For these employees it is important to have a leader who is not afraid of finalize decisions (cf. Ley 2010, 42), because a leader who reformulates in the same subject is not very trustful. (cf. BAVC, Die Chemie Arbeitgeber, 1ff)
Summary of Chapters
1. Management by Delegation: This chapter defines delegation as a style shifting responsibility to employees, emphasizing the necessity of a highly educated workforce capable of independent problem-solving.
2. Management by Exception: This section details a system where management only intervenes in standard processes when targets are not met, highlighting its suitability for routine work and lower-skilled roles.
3. Cultural Peculiarities: This chapter analyzes how national cultural differences, specifically comparing British and German approaches, influence communication styles and attitudes toward workplace stability and professional development.
Keywords
Management, Delegation, Exception, Globalization, Leadership Styles, Employee Education, Organizational Change, Cultural Differences, Strategy, Decision Making, Efficiency, Human Resources, Competence, Workforce, Workplace
Frequently Asked Questions
What is the fundamental subject of this paper?
The paper examines how changing 20th-century business conditions necessitate the adaptation of management styles to meet the needs of diverse employee groups.
What are the central thematic areas?
The core themes include the comparative analysis of Management by Delegation and Management by Exception, the role of employee education, and the influence of cultural background on leadership dynamics.
What is the primary objective of the work?
The goal is to demonstrate that no single management style fits every situation, arguing that leaders must adopt an eclectic approach based on the specific competences of their staff and the demands of the business environment.
Which scientific methodology is applied?
The essay utilizes a literature-based comparative analysis to evaluate different management styles and their practical applications in modern corporate settings.
What topics are covered in the main section?
The main section discusses the mechanisms and requirements of delegation versus exception-based management, addresses cultural nuances in communication and workplace commitment, and advocates for a balanced leadership approach.
Which keywords define this work?
Key terms include Management, Delegation, Exception, Globalization, Leadership, Cultural Differences, and Organizational Performance.
Why is Management by Delegation dependent on the educational level of the staff?
The author argues that delegation requires employees to possess critical thinking skills and the competence to solve complex problems independently; without this, employees feel overwhelmed and projects fail.
What are the main drawbacks of Management by Exception?
The primary disadvantages include the potential for employee demotivation due to a lack of autonomy, the risk of negative information being hidden from management, and the lack of feedback or praise for successful work.
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- Melanie Müller (Autor:in), 2010, 20th Century Business Requires an Eclectical Approach to Management, München, GRIN Verlag, https://www.hausarbeiten.de/document/189242
