ALTERNATIVE PERSPECTIVES ON MANAGMENT Essay Example | Topics and Well Written Essays - 2000 words

ALTERNATIVE PERSPECTIVES ON MANAGMENT - Essay Example thereof counselling involves achieving competencies in human resources management, administration, and disposalal leadership among others areas (Koontz & Weihrich, 1990). In addition, physical compositional image and identity refers to that which is more or less central, distinct and most enduring about an organization. In other words the image and identity refers to who we are as an organization (Whatten & Mackey, 2002). This definition indicates the other organization and we are one and the similar thing, which cannot be separated by any means. For example, a Human resource manager is involved in recruiting, training, and creating policies to motivate and retain the workforce at bottom an organization. In performing these functions, the HRM performs a political function by creating and allocating people to positions of bureau within the organization (Devanna et al, 1981), and how payments and rewards are distributed. On the other hand, the manager is functional as they have to design policies and strategies that have to find out out the recruited employees contribute to development and improvement of the firm. The manager performs a rational activity by having well organise and structured policies that will help in achieving certain ends to the benefit of the company while at the same time rewarding employees for their input. Likewise organization image is a political process as it uses the power of influencing perception. An organization has to improve its image so as to appear more aligned within a certain goal, which influences publics perception. The strategies and policies put in place to enhance and achieve this image symbolize the functional process. Its rationality is in the purpose of achieving an end, which is attracting more customers and investors through improved corporate image, while at the same time gaining the support of employees. However, the current developments in organiz ational study have resulted into critical theories that find the mainstream management to be poorly structured in effectively addressing all the concerns of stakeholders (Adler, Forbes, Willmott, 2007) This is because the current management structure gives more advantage to managers sometimes misuse these positions to benefit the organization at the cost of stakeholders. According to Contu & Willmott (2003) in that location is unstable institutionalization of power within capitalist type of organizations where profit making is the sole purpose of such(prenominal) organizations. On the other hand, Lukes (2005) explains organizations that have decisions emanating from the decision makers only have one dimensional power rife in decision making, instead of having an agenda control type of decision making. As Heydebrand (2007) e working classates, the new organizational critic theories argue that the basic importance of power at the very initial level of management is to prevent grieva nces and unnecessary conflicts through consent. It seeks to define the social reality including what people are actually thinking, acting, whimsy and shaping the very definition of what is free and unfree, good and evil, or true or false (Heydebrand, 2009, Herbamas, 1990). Thus management conflict is central to important functions in the organizations such as bargaining, mediation in labor laws, other extra legal disputes, and negotiations (Stone, 2001). Largely, these are the major lacking attributed in the mainstream ma