Smallville, Illinois Current Operation
The theoretical framework that aligns the best with the current operations within the organization is Max Weber's Theory of Bureaucracy. Smallville employees communicated their concerns of not having any opportunities to engage in the decision making process in addition to not being able to express their concerns. Smallville current structure has employees working independently, which is the result of the low morale within the organization. According to Tompkins, Weber Ideal Bureaucracy places clear limits on each office's scope of authority, arranging all offices in a hierarchy of authority, organizing officials on career basis, and requiring them to carry out directives with strict discipline and in …show more content…
According to Tomkins, administrative efficient organization must be highly centralized, reflect a clear chain of command from top to bottom, place a heavy emphasis on accountability and control, and achieve a high degree of work routinization (Tompkins, 2005). Smallville has highlight that they have some serious issue within the organization, because an increased number of employees continue to complain. Smallville has lacked to focus on their employee well-being in which it has affected the service delivery by the employees, because of the low morale. Over time things change, and organization have to transform or integrate new policies and procedures because the people demand for addition resource are increasing. The manager feel that they have no obligation to include the employees in the process, in addition to not being concern with their morale. According to Tomkins, supervisors may adopt a command-and-control approach in which they issue commands, exercise close supervision, and enforce rules strictly, while offering no other justification than "I am the boss" (Tompkins, …show more content…
The theoretical framework that I would recommend is Participative Management Theory for the organization. This theory align with the direction that the organization should be headed in for the future to address to increase complaining from employees. Participative management put emphasis on supportive workplace relationship, group decision making and supervision, high performance expectations, and building human capacity (Tompkins, 2005). Smallville lack integration within the organization in addition to nurturing to the employees concerns and recommendation for the organization. According to Tompkins, participative management create the kind of job satisfaction that produces not only higher levels of morale and cooperativeness but also higher levels of individual and group perform (Tompkins, 2005). Another issue within Smallville operations is that the employees are not included in the decision making process or the work process. The participative management theory seek to supervise staff members as a group, welding them into cohesive team work and encouraging them to set their own goals, solve their own problems, and make their own decision (Tompkins, 2005). This can increase the morale of the employee, in addition to engaging the employee in the decision making
The theoretical framework that aligns the best with the current operations within the organization is Max Weber's Theory of Bureaucracy. Smallville employees communicated their concerns of not having any opportunities to engage in the decision making process in addition to not being able to express their concerns. Smallville current structure has employees working independently, which is the result of the low morale within the organization. According to Tompkins, Weber Ideal Bureaucracy places clear limits on each office's scope of authority, arranging all offices in a hierarchy of authority, organizing officials on career basis, and requiring them to carry out directives with strict discipline and in …show more content…
According to Tomkins, administrative efficient organization must be highly centralized, reflect a clear chain of command from top to bottom, place a heavy emphasis on accountability and control, and achieve a high degree of work routinization (Tompkins, 2005). Smallville has highlight that they have some serious issue within the organization, because an increased number of employees continue to complain. Smallville has lacked to focus on their employee well-being in which it has affected the service delivery by the employees, because of the low morale. Over time things change, and organization have to transform or integrate new policies and procedures because the people demand for addition resource are increasing. The manager feel that they have no obligation to include the employees in the process, in addition to not being concern with their morale. According to Tomkins, supervisors may adopt a command-and-control approach in which they issue commands, exercise close supervision, and enforce rules strictly, while offering no other justification than "I am the boss" (Tompkins, …show more content…
The theoretical framework that I would recommend is Participative Management Theory for the organization. This theory align with the direction that the organization should be headed in for the future to address to increase complaining from employees. Participative management put emphasis on supportive workplace relationship, group decision making and supervision, high performance expectations, and building human capacity (Tompkins, 2005). Smallville lack integration within the organization in addition to nurturing to the employees concerns and recommendation for the organization. According to Tompkins, participative management create the kind of job satisfaction that produces not only higher levels of morale and cooperativeness but also higher levels of individual and group perform (Tompkins, 2005). Another issue within Smallville operations is that the employees are not included in the decision making process or the work process. The participative management theory seek to supervise staff members as a group, welding them into cohesive team work and encouraging them to set their own goals, solve their own problems, and make their own decision (Tompkins, 2005). This can increase the morale of the employee, in addition to engaging the employee in the decision making