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This document discusses the contingency approach to management. It provides definitions and explanations of contingency theory. Some key points: - Contingency approach argues there is no single best way to manage and the approach should depend on the situation. - It recognizes management and organizational structures are influenced by internal/external factors and the environment. - Major contributors to contingency theory developed the idea that leadership effectiveness depends on situational factors. - The approach aims to understand relationships within/among organizational subsystems and with the environment to design appropriate structures for specific situations.
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Contingecy approach to management
The contingency approach to management states that there is no single best way to manage an organization. Rather, the most effective management style depends on various internal and external situational factors. Internally, factors like an organization's purpose, tasks, technology, structure impact management. Externally, socio-cultural, legal, economic, and technological environmental factors are important. The contingency approach advocates that managers analyze all relevant situational factors to determine the management approach most suitable for a given situation, as different circumstances require different organizational structures.
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The document discusses the contingency or situational approach to management. It explains that the situational approach is based on the premise that all management is situational in nature and affected by contingencies in a given situation. There is no single best way to make decisions. The primary characteristics of the contingency approach are that there is no universal theory of management, decision-making depends on the situation, policies must adjust to environmental changes, and managers must have diagnostic and communication skills to deal with changes. The advantages are that it provides a realistic view and innovative style, while disadvantages include lacking a theoretical base and difficulty analyzing all situational factors. The document also discusses Fiedler's contingency model, Hersey and Blanchard's situational leadership theory
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This book provides a summary of The Social Psychology of Organizations by Daniel Katz and Robert L. Kahn. It begins with an introduction discussing the origins and focus of the book. The book then aims to extend previous research by conceptualizing organizations using an open system point of view. It analyzes organizational structures and processes using concepts like roles, norms, values, and subsystems. Overall, the book seeks to link the individual and organizational levels of analysis using the concept of organizational roles.
Personality Theories Genetic, social, and individual factors com.docx
Personality Theories
Genetic, social, and individual factors combine to create the total personality; if we are to understand the human condition, we need to think about this complex entity. People have been wondering about themselves for thousands of years, and their ideas have been many and varied. Among modern theories, the ones that are have traditionally been most generally accepted and widely used as a basis for human service practice are the psychoanalytic theory, the learning theory, and the humanistic holistic theories. More recently, feminist theories are being more commonly used as well. Each has influenced and been influenced by the others, and all are influencing those now engaged in ongoing thinking about this age-old enigma—the human being. Current practice models reflect these basic theories. Workers need to be knowledgeable about them and able to evaluate and make use of their constructs. Work with people will reflect the worker’s conception of the nature of the personality, how it develops, and the impact of outside forces—individuals and groups—on that development. Out of such theories come processes for enabling desired change to take place. Workers use their concepts in understanding themselves as well as others and in working with others, again as individuals, in groups, or in larger societies.
Psychoanalytic Theory
Sigmund Freud (Table 3.2), the “father of psychoanalysis,” was one of the giants who, in words supposedly first used to describe Charles Darwin, “saw what all men saw and thought what no man thought.” Although Freud is now criticized for being too much of a determinist in his belief that all behavior is caused by instinctual drives of sex and aggression, for his sexist attitudes, and for using unscientific methods of gathering data, his impact on the development of personality theories has been tremendous. His terminology—namely conscious, unconscious, id, superego, ego, defense mechanisms—are all part of modern language and are defined as follows (Walrond-Skinner, 1986): Conscious The part of the psyche that is open to immediate awareness.
Unconscious hat region of the mind that remains unavailable to a person until it emerges into consciousness through events such as dreams and free associations.
Id he major portion of the unconscious; strives only to bring about the satisfaction of a person’s instinctual needs.
Ego A part of the personality whose task is to mediate the conflicting demands of the superego, the id, and external reality. he ego has a range of functions including observation, reality testing, rational thought, and perception.
Levine, Joanne. Working with People: The Helping Process (Page 48). Pearson Education. Kindle Edition.
Table 3.2 Highlights of Psychoanalytic Theory and Psychoanalysis: Sigmund Freud (1856–1939)
•Theory is based on the understanding that one’s mental life is made up of both the conscious and the unconscious
• Belief in a threefold (id, ego, superego) mental ap.
Background Judith and Eric Sultan own a business providing HR dec.docx
Background: Judith and Eric Sultan own a business providing HR decision-making expertise to employers across the nation. The name of their business is HRM Analysis Services. Their business is located in Phoenix and has grown exponentially since 2005. Up to this point they have not had their own employees, but instead hired established consultants (often called management analysts) to work on a project-by-project basis.
They want to hire three full-time management analysts to work in three different locations: San Francisco, Philadelphia, and Miami. The analysts would scout out work in their designated regions and manage the contracting and oversight of contractual consultants.
Judith and Eric plan to keep ownership of the company, but want to step away from the day-to-day as soon as the business is working well enough without them.
The focus of this assignment is to assist Judith and Eric with the selection of three Management Analysts by coming up with a weighted formula of important selection factors. The Job Applicants Table shows the applicants who applied for the position. See What Management Analysts Do for a description of the position.
Your task is to:
1. Develop a formula to quantify the merits of each applicant based on the factors provided. Justify why you gave heavier weight to some factors over others.
2. Develop your own visual/graphic showing how each applicant fared.
3. Discuss your visual/graphic in essay format.
4. Recommend 6-8 applicants to proceed to a panel interview phase.
5. Critique the process of identifying best candidates to proceed in a selection process by using a custom-designed formula applied to each candidate.
Use at least 3 library sources to help strengthen your discussion. Reference all material cite
Duties
Management analysts typically do the following:
· Gather and organize information about the problem to be solved or the procedure to be improved.
· Interview personnel and conduct onsite observations to determine the methods, equipment, and personnel that will be needed.
· Analyze financial and other data, including revenue, expenditure, and employment reports.
· Develop solutions or alternative practices.
· Recommend new systems, procedures, or organizational changes.
· Make recommendations to management through presentations or written reports.
· Confer with managers to ensure changes are working.
Although some management analysts work for the organization that they analyze, most work as consultants on a contractual basis.
Individuals Applying for HR Management Analyst:Applicant (no specific order):Average number of months worked for Sultan Services (in past 3 years):Performance Appraisal Rating by Sultan Services:
1 = below average
2 = average
3 = above average
4 =excellentHRM-Related Certifications:
SHRM, HRCI, or WorldatWork# of Publications in past 5 years:Terminal Degree:Degree Granting Institution—Regional Accreditation?Total # Years Classroom Experience (teaching coll ...
Similar to contingency (20)
HBSE2 micro powerpoint human behavioural elements.ppt
HBSE2 micro powerpoint human behavioural elements.ppt
Personality Theories Genetic, social, and individual factors com.docx
Personality Theories Genetic, social, and individual factors com.docx
Background Judith and Eric Sultan own a business providing HR dec.docx
Background Judith and Eric Sultan own a business providing HR dec.docx
contingency
- 2. “It is worth reminding ourselves that management does not really exist. It is a word, an idea. Like science, like government, like engineering, management is an abstraction. But managers exist. And managers are not abstractions” ABSTRACT
- 3. A brief Introduction The contingency approach to management finds its foundation in the contingency theory of leadership effectiveness developed by management psychologist Fred Fielder Management in one or the other form has existed in every nook and corner of the world since the dawn of civilization Modern Management has grown with the growth of social-economics and scientific institution. Modern view consists that a worker does not work for only money. They work for their satisfaction and happiness with good living style.
- 4. The Modern Period (1960 to present). The modern business ideologists recognize the social responsibilities of business activities and think on similar lines.
- 5. Under modern management thought three streams of thinking have been noticed since 1960: (i) Contingency Approach. (ii) Systems Approach. (iii) Quantitative or Mathematical Approach
- 7. What it is ? Contingency Approach is also known as situational approach During the 1970’s, contingency theory was developed by J.W. Lorsch and P.R. Lawrence, Management problems are different under different situations and require to be tackled as per the demand of the situation. A contingency approach is an approach, where behaviour of one sub-unit is dependent on its environment and relationship to other units or sub-units that have some control over the sequences desired by that sub- unit.”
- 8. Major contributors in the contingency theories are- G.M. Stalker, Joan Woodward, Tom Burns, Paul R. Lawrence, L.W. Lorsch.
- 10. Inside concept It says that organization system is not a matter of managerial choice, but contingent upon its external environment Contingency approach also recognises that organisational system is the product of the interaction of the sub systems and the environment. the contingency approach provides a pragmatic method of analysing organisational sub-systems and tries to integrate these with the environment.
- 11. Mark Richard Rosenzweig was an American research psychologist who found in animal studies on neuroplasticity that suggests ---the brain continues developing anatomically, reshaping and repairing itself into adulthood based on life experiences, --- overturning the conventional wisdom that the brain reached full maturity in childhood.
- 12. Kast and Rosenzweig –what they say The contingency view seeks to understand the inter-relationships within and among sub-systems as well as between the organization and its environment to define patterns of relationships or configurations of variables contingency views are ultimately directed toward suggesting organization designs and managerial actions most appropriate for specific situations.
- 13. Features of Contingency Approach the contingency approach does not accept the universality of management theory. It stresses that there is no one best way of doing things Management is situation, and managers should explain objectives, design organisations and prepare strategies, policies and plans according to prevailing circumstances managerial policies and practices to be effective, must adjust to changes in environment.
- 14. Features of Contingency Approach it should improve diagnostic skills so as to anticipate and ready for environmental changes. managers should have sufficient human relations skill to accommodate and stabilise change.
- 15. Example -Arianna Huffington (Huffington post)
- 16. Synopsis Born on July 15, 1950, in Athens, Greece, Arianna Huffington went on to study economics at the University of Cambridge, eventually moving to the United States. She was a conservative commentator before switching to liberal politics and started the Web site The Huffington Post in 2005. The site, purchased by AOL in 2011, has gone on to become a popular and powerful online news platform. Huffington is also the author of more than a dozen books on topics ranging from feminism to corporate America to politics.
- 17. Contingency approach Huffington was initially known for her conservative political views and commentary, and she made regular television appearances to support her standpoints. But she eventually began to embrace more left-leaning platforms(liberal) , including ecological activism and corporate reform. why ?
- 18. Conclusion This approach argues that there is no one universally applicable set of rules by which to manage organization This approach takes a realistic view in management and organisation. the way you manage should change depending on the circumstances.