Fayol's Theory Of Management Case Study

In early of 1900s, leadership was examined by social scientists and armed forces of United States was much accounted of its quality among noncommissioned officers in middle of twentieth century.(Jersey, 1974). The leadership theory is hotter than hotter to be applied in companies and become one of indispensable factors in changing the destiny of companies. Taylor thinks it should maintain a high level of production in order to increase output and revenue, salaries and better the conditions with accordance to psychology during the period of year 1900 and 1927(Taylor, 1964). Mayo developed “human relations theory” later which look into mutual effect among individual behaviour, attitude, motions and organizational system(Mayo, 1960).

Bill Harris

Firstly, scalar chain is a system of supervisor making decisions and subordinates performing works, which means low level of managers have no right to be decision maker, then they need to report all work activities to Harris. Such scalar chain in some extent ensure unity of direction, but overlength ones and excessive power by Harris would be likely to extend the time of transmission or lower down precision of information that result in inefficiency. According to fourteen management principles of Fayol(1930), teamwork is last ones and the most significant ones, which proposed prominent teamwork rely on coordination, mutual encouragement and invocations of each members’ knowledge(Fayol, 1930) that properly what the company demands. The domination of Harris put a great amount of pressures to employees that are prone to perform independently rather than share information with others as they just do what Harris wants they to do. In term of equity, Jones refuses to resolve the problems with low hierarchies managers is a unfair treatment to them, they do not have any opportunities to show their perspectives in spite of that they really can figure out methods to save

Transactional leadership is a process which mutually satisfying between leaders and subordinates(Hollander, 1978). In this case study, Harris is supposed to offer rewards, opportunities for promotion, power and honor to employees in return of improving their performance efficiently. Contrast, Harris and Jones should set up penalty policies in case lateness, leaving early and de-motivation, which can foster orderliness. Transformational leadership that enrich quality and motivation between leaders and subordinate(Burns, 1978). There are four sections can be described as idealized influence, inspirational motivation, intellectual stimulation as well as individualized consideration. Under the control of Harris and Jones, the influences by them can make their staff to trust, admire and follow, so they need to scatter their power appropriately to managers in low level to obtain their approval, respect and trust. Beyond that, Harris and Jones are required to communicate with staff in order to express the expectation on them, take them into account decision making for achieving team objective through teamwork. Continuously, allow employees to innovate, challenge themselves embracing indoctrinate new concept are as same as significance.To cultivate different employees in different