The paper "A Necessity for Effective Management of Modern Organization" is a wonderful example of a Management Case Study. The effective management within an organization is a responsibility of the entire organization. However, the manager of the establishment oversees the operation of the employees by ensuring the active performance of assigned responsibilities and realizing a conducive work environment for all. According to Clegg, Kornberger, and Pitsis (2016, p. 81), management defines the process of coordinating, communicating, and performing actions with respect to the organization's objectives while maintaining a relationship with the stakeholder.
The challenge of inefficient management is a result of the continuous changes in existing organizational situations (Clegg et al. 45). Consequently, with the changes, the application of traditional management procedure and models become impractical. Therefore, it is necessary for managers to adopt new techniques such as the exercise of soft power over hard powers, managing through vision, mission, and values, and incorporating more dialogue and discussions (Clegg et al. 2016, p. 45). Similarly, Philip (2013, p. 165) agree on the centrality of communication in the day-to-day activities of a manager.
Focusing on the responsibilities of managers, the essay discusses three challenges in managing an organization presented in the case study (Active Aging Today). It proceeds by providing solutions to the particular challenge with the aim of realizing an excellent organization. Lack of Formal Training of Employees Clegg et al. (2016, p. 59) discuss the importance of managing changing times in the employment sector. As generation changes, employees and employers of different generations face the challenge of effectively developing commitment and motivation of the workforce. According to Clegg et al.
(2016, p. 59), changes in the work environment develop different attitudes about the possible uncertainty in the business. Moreover, there is the development of different types of operational risks influencing the relationship between the employees and employers relative to the work expectations. The imperative is the understanding of individual identity shaped by the responsibility and roles accorded to the particular employee (Clegg et al. p. 77). Identity in a work environment dictates the personal conduct in respect to others, which may be more or less secure, problematic, fragmented, or stable.
Based on Clegg et al. (2016, p. 77), these paradigms of identities are dynamic whose expressions follow the characteristics of the particular setting. Therefore, in reference to the case, the organization and its management may suppress the development of positive identities of its workforce, especially those that provide a deeper understanding of responsibility and expectation pertaining to the position held in the organization. However, by focusing on the particular aspects that define a manager and their roles in the organization, it is possible to introduce an employee training program to impact enthusiasm and encouragement in the new employee to the role and in the firm (Clegg et al.
82). Through active training of employees as an initiation and introduction program, the employee becomes more aware of their identity in their institution and is likely to better perform. In regards to Clegg et al. (2016, p. 82), the imperative in training is the provision of direction allowing a clear understanding of duties and objectives of the position relative to those of the organization.
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