Is Management in Need of New Critical Tools - Coursework Example

Critical management University Student Id Course Date Critical Management Introduction The company needs new critical tools as the relationships among the employees and motivation need to be improved. The employees seem to lack the necessary criteria of ensuring that they solve their problems in the process of serving customers. For instance, employees need no to confront each other in the presence of the customers. They should be able to sort out their issues in a way that is professional. The customer nee not to know the difference existing among the employees as this is an indication of poor leadership (Cicmil and Hodgson, 2006). Despite the fact that human resources management has the necessary tools for ensuring that e employees selected are the best, there is the need to develop good relations among the employees. Developing good relations among the employees can be crucial in assisting the employees to solve their issues in a more professional way. Considering the situation, it is clear that the leadership in the company has not been able to make sure that the employees develop a positive working environment for each other. The company has neglected the employees where they are unhappy leading to poor services (Grey and Willmott, 2005). It is evident the employees are not motivated hence there is the need of new critical tools that can help in making the employee committed to achieving the set objectives through improved performance. Theoretical frameworks Labor process theory Labor process theory is the Marxist theory concerning work in organizations that are under capitalism. According to the Marxist theory, labor process is the situation where labor is objectified or materialized in the use values. Work entails the interactions taking place between a person and the environment. It is the environments determine the motivation to work and productivity of the laborer (Thompson and Smith, 2010). The elements of work process include productivity purposes, objects used in the course of performing the work, and the instrument facilitating the work. The three processes are crucial in determining the productivity of labor where they interact with each other to guarantee performance improvement. In this case, the environment in which the employees are working is not motivating. The employees are not motivated because of the failure of the management to work towards improving the workplace. The management has failed to realize the benefits of making sure that the environment that the employees are exposed to can improve their productivity. There is the need for the management to develop the necessary strategies for improving the employee productivity. The strategies developed for improving the employee productivity need to consider the various aspect that can make the employees motivated. Therefore, the management has to ensure that the working environment is in a position to positively influence the productivity of the employees. The new environment needs to develop the relationships existing among the employees (Thompson and Smith, 2010). The working environment has been demotivating the employees leading to poor services. As a result, the customers have not been said leading to increasing in complaints. Developing strategies that can improve the working conditions can assists the company in motivating the workers. Frankfurt School Critical Theory Critical theory is taken to define the neo-Marxist philosophy that was developed in the 1930s in Germany. The theory tries to make interpretation of political and economic relations concerning the critical review of mass culture (Agger, 2006). The critical theory points out the necessary for understanding the social problem facing the employee in an organization set up. The employees seem to face some social challenges where they do not relate well to their places of work. They are seen confronting each other in the presence of the customers that portray a bad image concerning the leadership of the organization. There is the need for the management to come up with the policies that can help the company in solving the social problems facing the organization. Also, the management seems to employ the capitalist approach without balancing with some critical social theories. For instance, the administration has been working towards improving the organizational influence forgetting the need to motivate the employees. As a result, the employees are becoming less motivated leading to declining in their productivity. However, various organizations have the desire to succeed in their activities despite the prevailing environment which might be very competitive (Thomas, 2009). As a result, various companies regardless of their size and also market usually make a lot of efforts so as to maintain their workers who are the best, hence recognizing their significant role in the efficiency of the organization. Therefore, in the process of overcoming the challenges facing the business and maintaining the employees in the company, the management should establish a firm relationship. Also, the management need to establish a positive relationship with its workers and appropriately direct them concerning task fulfillment in the organization (Agger, 2006). Moreover, to realize both goals and the objectives of the firm, various strategies should be developed to enable the business compete effectively in the markets that are very competitive. Also, the strategic ways such as social relations strategies can assist an organization in improving their performance level. However, there are still some organizations which consider the aspect of human capital as the major asset which makes them successful if managed properly. In the case when the human resources are not managed poorly, they lead to failure (Thomas, 2009). Besides, when the workers are not satisfied with their job conditions and also when not motivated towards the fulfillment of the set tasks may eventually make an organization to be unsuccessful. Even though individuals usually have a large number of requirements which compete with each other, every individual always have needs that are of different strength and also a different mixture. The differences have been created by the fact that some of the individuals are usually driven by the desire of achievement whereas others are driven by their focus concerning their security. Post-Structuralism The Post-Structuralism is a literary criticism and philosophy movement that is considered the difficulty in the process of coming up with a summary. It comprises of knowledge claims and conflicting tension that can entail profession, class, or even gender. Post-Structuralism is solely geared towards ensuring that are some improvements in organizations through analyzing the various strategies employed. It can be important in making sure that companies can be in a position to survive high competition through critical analysis of the business resources and capabilities (Agger, 2006). The understanding of various challenges in organizations can be made possible through ensuring that both internal and external environments in business are analyzed. The moment management of different organizations is capable of understanding, predicting as well as controlling the behavior of workers, it can be easy for the management to ensure proper administration of the human resources. Therefore, the management should be able to identify what the employees need to be motivated. It is crucial to make sure that the motivational programs adopted in the organization need to consider the needs of the employees as their motivators might be different (Adler, Forbes, and Willmott, 2007). Also, it is quite important for a manager to be aware of the factors which make employees remain motivated in their working places rather than just making an assumption. However, through asking an employee to give out his or her views concerning an individual situation, it does not lead to an evaluation of needs that is accurate since its interpretation could result in the distortion of the reality. The company needs to develop an environment that brings employees close and united to work as a team. Importantly, the much closer an individual gets concerning a given situation, the more possibility of influencing that particular reality. Therefore, managers can improve their efficiency by getting a good grasp concerning the real requirements of the workers. Adler (2007), considered the aspect of motivation to be a reliable tool that facilitates behavior reinforcement and also triggers the tendency of proceeding on. It is an indication that motivation is always an internal force that drives an individual to satisfy the various needs which are not satisfied. The management should learn the psychological requirements of the employees in the process of looking for the best strategies for developing the best environment that can motivate the employees (Bratton and Gold, 2012). The aspect of motivation usually starts via the psychological needs which trigger the performance that is set by a certain objective. However, by comparing the financial resources with the human resources, the human resources are more capable of providing organizations with a competitive advantage in the marketplaces than financial resources. Therefore, there is the need for the company to work toward developing the human resources. The management of the company has been concentrating major of financial resources forcing human resources. It should start focusing on the human resources to guarantee performance improvement (Spicer, Alvesson, and Kärreman, 2009). In general, the performance of employees usually depends on a variety of factors which include; motivation, appraisals as well as the training. The human resource management needs to make sure that these factors are properly interlinked to guarantee improvement in performance. Feminism Feminism entails various movements such a social movements, ideologies and economic equality. It advocates for equality hence eliminating the possibilities of discrimination of the females in their workplaces. According to feminism theory, the female employees are entitled to some important considerations in their workplaces Malson, (2003). For instance, work and family balance among the female employees is considered crucial in motivating the employees. The management has the obligation of ensuring that the female employees are provided with the necessary working conditions. Ensuring that the working environment for the female employees is accommodative can help in making hem committed to achieving the organizational goals. Malson, (2003) made a suggestion that those workers who are motivated always direct their full efforts towards the goals which are set by an organization. Also, the majority of the organizations that motivate their employees are more successful simply because employees continues coming up with new ways for improving their performance. Conclusion The paper is mainly focused on the motivation of the workers because the biggest problem facing business operations is the lack of motivations and proper relations among the employees. The organization needs to realize the benefits that are associated with the management of the human resources in the management of business. As a result, the management should formulate and implement strategies that are crucial in improving the motivations of the employees. However, the company should ensure that the employees are engaged in the process of formulating and implementing the necessary strategies for improving the productivity and relations of the employees. References Adler, P.S., Forbes, L.C. and Willmott, H., 2007. 3 Critical management studies. The academy of management annals, 1(1), pp.119-179. Adler, P.S., 2007. The future of critical management studies: A paleo-Marxist critique of labour process theory. Organization Studies, 28(9), pp.1313-1345. Agger, B., 2006. Critical social theories. Paradigm Publishers, PO Box 605, Herndon, VA 20172-0605. Bratton, J. and Gold, J., 2012. Human resource management: theory and practice. Palgrave Macmillan. Cicmil, S. and Hodgson, D., 2006. New possibilities for project management theory: A critical engagement. Project Management Journal, 37(3), p.111. Grey, C. and Willmott, H., 2005. Critical management studies: A reader. Oxford University Press. Malson, H., 2003. The thin woman: Feminism, post-structuralism and the social psychology of anorexia nervosa. Routledge. Spicer, A., Alvesson, M. and Kärreman, D., 2009. Critical performativity: The unfinished business of critical management studies. Human relations, 62(4), pp.537-560. Thomas, R., 2009. Critical management studies on identity. Thompson, P. and Smith, C., 2010. Working life: renewing labour process analysis. Palgrave McMillan. Read More