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History Of Management Proof Reading Service
The main objectives of the owners of the factories after the era of the industrial revolution was on the workers of managing areas to operate machines which are complex as well as scheduling outputs, inputs, dissatisfaction in workers even training. This is regarded as the ‘classical’ period, because the management was scientific along with rational activity and an extension of engineering thinking among people. It is the duty of the managers to control them through proper monitoring, designing, planning and analysis. The concept of management often assumes an organisation should be managed as a mechanical system. The principles of Weber’s bureaucracy, administrative management and science as well as Taylor’s ‘scientific management’ all manages to pay little attention to the workers as a person (Renz, 2016). It is necessary to establish top level strategic goals. It may be able to cascade organisational goals that supports lower level in objectives and action plans. It may also develop an organizational role and mission statement, as well as specific objectives and action plans for each member, in a manner that involved participative decision making. Key skills and performance should be provided in each objective and measure outcome results along with its assessment of the goal.
Managers employ according to the skills and role needed but it takes only great efficient and experienced managers to take people for the correct talent (Foster & Mills2014. It is an important pattern in training and skill. It is an important role with natural talents along with their rare and natural commodity. The people responsible for their perfect role in an organisation are rare and are valuable. All the people with customer service representatives get the same training it takes few calls to resolve the problems. The heads need to manage each customer relationship in the most effective way.
Evaluating the effects
Management strategy means that the team should directly employee activities towards goals in the management team to direct employee plans and activities. Using strategic management, the decision may be reactionary which leads to expensive mistakes. The decisions which are not our goals and the irrelevant expenses done along with the experiences are experimental. Predictable patterns through strategic management are better for customers and staff. The different designs along with the modern approaches should account for common psychological needs that have a social nature in human beings. It needs to understand its workers as human beings. It should motivate and guide the employees (Tracey& Phillips, 2016). It should emphasize more on the setting of goals in working out a plan. It should not underemphasize goals and importance in context. Constraints and obstacles are important in reaching goals.
It is the most basic level that a research and history should be on the value of goals in increasing performance as well as human behavior. It needs extraordinary outcomes. The performance as well as the goals has been in literature writing as a part of civilization. It repeatedly demonstrates on findings and truths about goals in humans (Certo,2014). The people follow the leaders who process and formulate those goals related to behavior as well as providing relative feedback. In this paper, goals along with objectives are interchangeably.
It involved managing people in an organization.
It can be tracked since the progress of industrial revolution and can be accomplished by progress.
The goal is reasonable as well as can be accomplished through managing in a proper way the people.
It is relevant as it is important in the long run for management.
This step can be accomplished within a month as supposed.
Table 2: Smart Goals
The goal will generate the purpose for describing the terms in process of some outcome to be accomplished that is not within reach. The managers shouldspecify conventional steps to make employees accomplish a specific task. The outcomes seek and let each person use her individual talent to achieve them. Good managers do not take steps to provide direction where accuracy and safety is required in company or an industry. The steps should be well secured for focus in their outcome.
Renz, D. O. (2016). The Jossey-Bass handbook of nonprofit leadership and management. John Wiley & Sons.
Foster, J., Mills, A. J., & Weatherbee, T. G. (2014). The new deal, history, and management & organization studies: Constructing disciplinary actors and theories. Journal of Management History, 20, 179-199.
Tracey, P., & Phillips, N. (2016). Managing the consequences of organizational stigmatization: Identity work in a social enterprise. Academy of Management Journal, 59(3), 740-765.
Certo, S. (2015). Supervision: Concepts and skill-building. McGraw-Hill Higher Education.