The following report is based on four different blogs derived from the e-learning activities. The first blog discusses about Ford and Taylorism. The e-learning activities help to learn how scientific management theory developed by Taylor shaped the work process of modern organization. Likewise, the second blog is about structure and strategy and from this e-learning activity, it is learnt that structure might not follow the strategy in all cases. Similarly, last blog is about Holacracy; based on the concept of Holcracy, it is learnt from the e-learning activity that each individual in the organization has the right to apply his or her own ideas. In addition, the management plays a big role in protecting those ideas. The ideas and key concepts are derived from the e-learning activities and thereafter, those ideas are implemented to the real context.
Listing the key ideas from the prescribed e-learning activity
From the e-learning activities, it is observed that Taylor developed a number of management and organizational theories that led to significant breakthrough in business practices. With the help of a stopwatch as the primary tool, Taylor applied “time and motion studies” to investigate the work. Taylor developed the calculation about how long each discreet motion took, and then recombined and rebuilt to decrease all wasted motions (Spender and Kijne 2012). As the consequence, Taylor achieved significant gains in productivity by that time. Thus, it is identified that since that era, the ranges of industrial manufacturing have increased exceptionally across the world. The idea developed by Taylor dramatically contributed to the modern methods of mass production as well as structural firm. The e-learning activity also helps to learn that the core principles of scientific management theory of Taylor was about the fact that individual workers could be more productive, if they are assigned with the job that suit their capabilities as well as strength (Tadajewski and Jones 2012). In addition, time study department at Ford Motor Company had efficient workers with stopwatches working to examine the work process and decrease the wasteful motion. However, e-learning activity also helps to learn that in order to make some amendments in the strategy, Ford came up with a revolutionary idea that brought in the quintessential expression of scientific management. Thus, instead of taking workers to the work, teams of workers go to work spot as well as build a car successively. The new paradigm divided the work process into some small constitutes parts.
The e-learning activity helps to observe how Taylor broke down the work process with the help of scientific management theory. It is true that scientific management theory of Taylor helped the modern business to gain the mass production. However, the business industry in the recent time has become more dynamic due to the changing needs of external environment. Especially, the business industry in Australia and America focus develops the strategies on a more frequent basis instead of applying a long-term strategy. The manufacturing industries in Australia and America are more concerned with the employee needs and demand. Even though, Taylor’s scientific management theory offered the process of eliminating physical demand of factory labor, it has increased the mental pressure due to the repetition of work as well as labor of implementing the same task many times. I worked for two and half years in a private grocery firm called “Mulberry” as an assistant production manager, I have observed that employees do not intend to implement the same work; they rather use the experience to a new task. Employees look for promotion instead of sticking to same type of task. In addition to this, in the context of a Call Centre, the idea of assigning the work to the people based on their capabilities is adaptable to some extent. However, eve the employees in Call Centre do not prefer to stick to the position; they look for senior position where they could apply their knowledge.
The e-learning activity helps to learn that in the time of economic turbulence, the disruptive technology, globalization fierce competition are strongly affecting the organization. The strategy of Yves Moriex is a senior partner as well as managing directors in BCG. The speech of Yves helps to learn that it is essential for many leaders to adapt to dynamic conditions to boost the performance of the company. By deriving intensive organizational reviews, the company leaders could change the route of their business (Vine 2016). From the e-learning activity, it is also learnt that the organizations in the corporate environment could be vague. Based on the prescribed e learning, it can be mentioned that organizational structure could influence the strategies. Though Yves Moriex claims that structure can be influenced by the organizational culture, this concept is not applicable to cases. In some particular cases, the strategies could follow the organizational culture; this happens due to the poor organizational governance.
Holacracy is the committee management that emphasises the experimentation process. The current business world is associated with the innovations and advancements. The leaders encourage the employees to bring experimental process in the organisational functionalities. The CEO of Silicon valley has been looking forward to provide the proper protection to the employees for experimenting with the effective ideas. The concept is renowned as holacracy. The information derived from the reading explains that sometimes, the holacracy process signifies the centralisation power, which is suffocating the innovation process. The frequent changes in the current world are much flexible and thus ensuring more threats to the process. The management level does not interfere in this process and the employees take the autonomy to bring innovative ideas and experimentations. Despite of the autonomy process in the holacracy management, the CEO still pays the closer attention to the necessities of the employees (Greenfield 2015). It is noted that the traditional business method is focusing on organising the social events and design the new marketing strategy. On the other hand, the holcracy process brings the new ideas to make the functions miscellaneous. In Zappos’s holacracy, it was noted that the typical call centre worker planned up the events and social lunch menu for maintaining the proper corporate social responsibility (Van De Kamp 2014).
The above-discussed learning activities help to observe that each idea found in the blogs have relevance to the real world context. This means in some particular cases, theory of scientific management can be applied when the organizations have to deal with the massive production. However, in small and medium size organizations might not apply this theory. Likewise, te the concept “structure follows strategy” is also not relevant to all context as due to poor governance in the company could affect the culture strategy.
Spender, J.C. and Kijne, H. eds., 2012. Scientific Management: Frederick Winslow Taylor’s Gift to the World?. Springer Science & Business Media.
Tadajewski, M. and Jones, D.B., 2012. Scientific marketing management and the emergence of the ethical marketing concept. Journal of Marketing Management, 28(1-2), pp.37-61.
Vine, N., 2016. How Can We Make This Happen?: Successful Change Through Incentives and Trust. Trenchant Books.
Greenfield, R., 2015. Zappos CEO Tony Hsieh: Adopt Holacracy or Leave. Fast Company.
Van De Kamp, P., 2014. Holacracy—A radical approach to organizational design. Elements of the Software Development Process-Influences on Project Success and Failure. University of Amsterdam, pp.13-26.
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