Coercion As A Form Of Leadership Analysis

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This essay describes employers need to impose coercion as a form of leadership to gain maximum cooperation and productivity from employees. This autocratic style of leadership has resulted in workers introducing labour unions to gain some form of control. But nevertheless, employers had leverage on the labour union. Consequently, these imposing constraints on employees has led to maximum dissatisfaction, inefficiency etc.
Coercion in the essay focus on punishment
It also seeks to provide comparisons, critique of management theorist’s views and their shortcomings and also my recommendation.
The beginning and concluding half of the nineteenth century was a time of ruthless, cruel industrial dispute between employees and employers. This was due
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He puts forward a comparison of the views of management theorists like Taylor and Mayo; their views are imperative as they show how management can be dictatorial in an organisation. Taylor persisted on using division of labour as a skill reduction strategy among the working population. He does not fully take into account the topic of interviewing the workforce to discern how they felt about the job. Whereeas, Mayo fully acknowledges how interviews should be undertaken and claimed to have overseen projects at which point employees were interviewed and motivated to relive their burdens. However, Mayo eventually conceded that recent Taylorist work no longer had intrinsic value to the labour force and thus strived to convince workers that work teams coordinated and governed by management could provide some significance. He aimed to use the conscience of the worker as well as a pecking order organizational structure to control the …show more content…
While the world would benefit from the increase in productivity, the employers and employees will be considerably more focused on the financial gain. Hence scientific management will bring about the removal of virtually all sources of discord between employers and employees. Scientific investigation will focus on the question of what forms a fair ‘s day at work rather than a subject matter to be negotiated. This kind of management is accompanied by a substantially rise in wages will basically eradicate the question regarding wages as a cause of disagreement. But most importantly, the closely contact and cooperation between the employers and employees will gradually lessen dissatisfaction and disharmony. When there are similar interests, it is hard for two individuals, who continuously work together in achieving the same goal to continuously be in conflict (Taylor 1911).
Kangiel (1997:5) supports the views of Taylor scientific management favourably. He claims that Taylor created a pictorial representation of what the future would like in which ‘’the simplification of the job rating scale’’ and the growing need for skills at the other end would shortly generate a society where individuals with exceptional brilliance and dimwits

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