Human Relation Theories Essay

The two organisation theories

When a business decides to implement cost-saving measures there is almost certainty of uproar from staff. Using organisation theories can help us minimise and control staff dissatisfaction. As a manager I will discuss my decisions and reasoning based on two of Bolman and Deal’s frames. I will draw on the structural frame and human relations frame as I feel these two are the most appropriate for this situation.

All theories have assumptions and for argument sake I will imply the assumptions of the two frames (Bolman & Deal, 2013) I am going to discuss are true for my organisation. Drawing from the structure frame we need to focus on the structural elements, strategy, implementation, and adaptation. To develop

So consequently we want to avoid upsetting staff, thereby before implementing new cost-saving measures I would consult the staff before any concrete decisions are made. As a manager approaching change I want be managing as a leader and not a controller of the work processes. Give staff autonomy to make decisions based on their own interests and need. This leads to Maslow’s hierarchy of needs and McGregor’s theory X and theory Y, the needs and motivation is a factor in staff performance.

A business’s most important asset is the employees, as they are the ones providing the services to the customers. Customers expect high quality services and have the option to choose another pharmacy if service is not up to standard. Therefore it is fundamental to place an importance on meeting the employees’ needs and concerns when making decisions as per human resource

So it becomes “our plan” not “my plan”, the benefits participation have shown in studies to increase both morale and productivity. People who feel appreciated are more positive about themselves and their ability to contribute. This would be a great opportunity for staff members to step up and demonstrate their capabilities. Staff expressing their thoughts will allow me to understand where they stand, what concerns them the most and what is the most important. So I can make decisions such as if something is going to have to give-in what would it be. For example before cutting staff benefits, take to the staff and find out what would be something else they willing up give up instead, and if we can come up with a compromise. Addressing and understanding staffs’ needs (Maslow’s Hierarchy of Needs) will help them feel connected to the