The City of Smallville, Illinois requires immediate solution to improve its operations. Several reasons contribute to the City’s poor service delivery which has caused the citizens to complain. Currently, the City’s management has the elements of the Scientific Management Theory. Taylorism focuses on the increase in productivity and efficiency, and disregards the wellbeing of employees. As a new City Manager, I propose the implementation of the Human Relations Theory, Pre-Human Relations Theory, and Participative Management Theory to address Smallville problems.
The current situation in the City of Smallville portrays the characteristics of Taylorism which does not allow informal groups, which believes in isolation, and advocates top-down …show more content…
According to Tompkins (2005), Mary Parker Follett believed that the workplace environment should be changed for the sake of motivating employees. She highlighted the significance of employees socializing at the workplace. That interpersonal relationship promotes teamwork because employees get to know one another even better (Tompkins, 2005). Parker wanted to know what could improve employee morale and motivation. This theory advocates coordination and keeps employees’ focus on organizational goals and mission (Witzel and Witzel, 2010). Their focus remains on similar purpose and this stimulates collective responsibility. Furthermore, this theory encourages collaboration which encourages the sense of working with others not under others (Mosley et al., 2014). This theoretical framework was chosen because the employees of the City of Smallville work under the unconducive environment. As a City Manager, I need to change this environment where people work as individuals and promote a sense of teamwork where people work toward a common goal and where they share the same …show more content…
According to Tompkins (2005), Participative Management Theory advocates supportive relationships, group decision-making, and high performance goals. Participating in the decision-making process and sharing of ideas is a significant cure for reduced morale and lower productivity (Robbins et al., 2013). Again, listening to employees’ concerns or ideas and allowing them to participate in the decision-making process empowers them and builds a sense of belonging and ownership (CTI, 2016). Furthermore, Participative Management advocates employee obligation to their organization which improves their morale and increases productivity. The reason for choosing this theory is because I identified that the employees of the City of Smallville are denied participation by their management. Denying this opportunity demotivates them because they have nowhere to air their views with upper management. Moreover, there is no two-way communication in this sense. Lack of communication between subordinates and their management hinders proper implementation of an organization’s goals. When goals are not achieved, the citizens served will start to complain about poor services like they are
The current situation in the City of Smallville portrays the characteristics of Taylorism which does not allow informal groups, which believes in isolation, and advocates top-down …show more content…
According to Tompkins (2005), Mary Parker Follett believed that the workplace environment should be changed for the sake of motivating employees. She highlighted the significance of employees socializing at the workplace. That interpersonal relationship promotes teamwork because employees get to know one another even better (Tompkins, 2005). Parker wanted to know what could improve employee morale and motivation. This theory advocates coordination and keeps employees’ focus on organizational goals and mission (Witzel and Witzel, 2010). Their focus remains on similar purpose and this stimulates collective responsibility. Furthermore, this theory encourages collaboration which encourages the sense of working with others not under others (Mosley et al., 2014). This theoretical framework was chosen because the employees of the City of Smallville work under the unconducive environment. As a City Manager, I need to change this environment where people work as individuals and promote a sense of teamwork where people work toward a common goal and where they share the same …show more content…
According to Tompkins (2005), Participative Management Theory advocates supportive relationships, group decision-making, and high performance goals. Participating in the decision-making process and sharing of ideas is a significant cure for reduced morale and lower productivity (Robbins et al., 2013). Again, listening to employees’ concerns or ideas and allowing them to participate in the decision-making process empowers them and builds a sense of belonging and ownership (CTI, 2016). Furthermore, Participative Management advocates employee obligation to their organization which improves their morale and increases productivity. The reason for choosing this theory is because I identified that the employees of the City of Smallville are denied participation by their management. Denying this opportunity demotivates them because they have nowhere to air their views with upper management. Moreover, there is no two-way communication in this sense. Lack of communication between subordinates and their management hinders proper implementation of an organization’s goals. When goals are not achieved, the citizens served will start to complain about poor services like they are