There are various management theories which can be applied in the workplace to ensure effective performances in various undertaken activities. They are applicable in the real-life situations during the managerial works thus aiding in the effective approaches towards the practicing of proficient employee and workplace management, finally enabling the existence of harmony and optimal relationship with all the stakeholders involved in the running of business activities (Tavana, 2013). In this regard, the available resources get tapped proficiently, leading to the well tipping of talent in resource utilization for optimal results. The example of such management theories is the feminism management theory and the practice management theory (Sapru, 2013). Their applicability, as determined by their knowledge to the practices of the organizations and business environments, are as brought out subsequently.
For the case of feminism management theory, it is concerned with the promotion of equality in different spheres of organizations and business environments, between the genders (Adetule, 2011). It ensures that there is no discrimination of individuals based on their gender, during the undertaking and allocation of activities as well as different treatments (In Kessler, 2013). One of such a circumstance is during the recruitment of the employees to work for the organizations at hand. The knowledge of the Feminism theory ensures that there is no instance in which discrimination will be undertaken, where the individuals of a particular gender are preferred to those of a different gender. It tries to scrap the practice in which only the males are given priorities, whereas the females are discriminated against thus bringing about unfairness (Miles, 2012). In this sense, the employees are to be recruited into the organizations basing on merit and not on bias, favoritism, or gender disparity. It will ensure that no group is left out unfairly. Similar procedures will then be employed in the examination of the potential and interested employees, leading to the selection of a mix of both males and the females with the capabilities to serve the organizations required. An example can be seen in an instance where there was the recruitment of employees to Kim's enterprise where I attended. In this regard, is one of the job applicants, the management had put into consideration the issue of promotion of gender parity, based on the knowledge of Feminism theory. In this regard, similar selection processes were employed, such as the review of academic qualifications of the job applicants, which could then lead to the filtration of the appropriate team of employees with the required qualities and capabilities to attend to their respective job duties. There was the selection of both the males and the females, hence the adherence to and the applicability of the theory of Feminism in the real-life workplace activities.
Besides, the knowledge of the Feminism theory can enable the effective handling of organizational employees by the management. In this regard, there shall be the conduction of activities aimed at the promotion of equality of gender, such that none of them is left unattended hence bringing out a semblance of unfairness in the treatment of organizational employees (McGrath, & Bates, 2013). One of such an instance is the processing and making of rewards and remunerations to the employees. In this regard, their efforts should be well rewarded such as the provision of equal rates of salaries in different groups, hence aiding in the promotion of equality in the workplace. Additionally, the management will be able to ensure that equal opportunities are provided to the employees, one of which is the in-service training. In this regard, the employees are given the chances to expand their know-how, skills, and knowledge about their areas of specialization in the workplace. An example of such equal treatment of the employee's rewards and training opportunities can be witnessed in the former Kim's enterprise where I worked as an employee. In this regard, the management had the Feminism theory in mind. In this case, there was the facilitation of effective processing of employee salaries. There were employees in different job groups in the organization. The employees in the same levels within the organization performed similar groups of tasks, such that they were given similar benefits in the end. There were no instances of being mistreated. Additionally, the training activities were provided to all of the employees, including me. There were no instances of gender disparity and discrimination in the organization. It thus contributed to the success of the organization. In this regard, the employees interacted freely with one another, with the management, as well as the concerned stakeholders. There was an effective delegation of duties by the employees, hence meeting the organizational goals and objectives. Additionally, the management worked closely with the employees and the employees were willing to raise any complaints, recommendations, as well as propositions on what ought to be undertaken in the organization to achieve the set goals and objectives, thus leading to the success of the management in managing human capital I the run to achieve the set goals and projections.
Concerning the practice theory, its knowledge aids the organizational management in the effective handling of the issues surrounding the proficient utilization of the available entities in the attainment of the set projections (Witzel & Warner, 2013). In this regard, the practice theory acts as a dialectic between the human agency and social structure, which work together to achieve various goals following their interactions. The role of the organizational management in the application of practice theory into the operations of the organization can significantly result in the exploitation of talent, effective utilization of the available resources, the coexistence of the stakeholders as well as the production of the desired results in the organization (Kessler, 2010). An example of the application of practice management theory can be seen in my previous workplace, Kim's enterprise. In this regard, there were the employees, both the males and the females, who had diverse talents, abilities, and skills to handle various tasks. They also had varied imaginations on the ways to manage multiple activities as well as for the solution of organizational problems, apart from the recommended formula approaches to the delegation of duties as stated in the operative order of the organization. The management, with the Practice management theory in mind, encouraged the employees and the stakeholder to utilize their agency, in their interrelations with the established social structures in and out of the organization. There was an effective relationship whereby different human motives worked seamlessly with the organized social structures, hence resulting in the efficient attainment of the purposes being pursued in the long run. The employees were given the opportunities to, alongside the delegation of their official duties in the organization, employ their imaginations and pursuits of positive impacts to the orientation of the organization. They could then seamlessly work with the established social structures, which then lead to improved organizational stakeholder working relationships, a practical solution of problems, as well as enhanced performances and outcomes of the organization.
Additionally, the management applied the awareness and value of Practice management theory into its effective management activities of dealing with the customers and the suppliers. In this regard, there was the valuation of customers, whereby they were given opportunities and space to present their complaints, suggestions, compliments, as well as a special request on the delegation of issues alongside the ways they should be served in the long run. In this regard, the customers were considered as essential components for the progress of the organization. They thus have the ideas and issues which can act as building blocks for the elevation of the organization. Their views in the form of comments were taken and implemented appropriately. Such acted as the humanitarian agencies working with the established social structures in which the organization and the customers are part of. Thus, they aided in the proficient functioning of the organization about its external stakeholders. There is also an element of the suppliers who were well treated by the management in consideration of the Practice management theory. In this case, the suppliers have the required imaginations and propositions which can be seen to assist in the effective running of the organization in aid of the management's ideas and formulated plans of action.
In this case, they were given the opportunities to present their suggestions, such as the best types of raw materials for the production of some quality products preferred in the market. They could then guide in the effective planning for the exceptional reaping out of the conducted day to day activities of the organization. It can thus be seen that the management, aware of the significance of the Practice management theory, put it into use in managing the customer affairs as well as those of the suppliers. There was then the achievement of effective interoperability of the factors enabled by the management to contribute to the efficiency within the circle of the organization at hand. The human activities were limitless, coupled with a co-working relationship with the established social structures, and subsequently bringing out the evident success of the organization in the long run.
Adetule, J. (2011). Handbook of management theories. Bloomington: Author House.
In Kessler, E. H. (2013). Encyclopedia of management theory. Thousand Oaks, Calif: SAGE.
Kessler, E. H. (2010). Management Theory in Action: Real-World Lessons for Walking the Talk. New York: Palgrave Macmillan US.
McGrath, J., & Bates, B. (2013). The little book of big management theories ... and how to use them.
Miles, J. A. (2012). Management and organization theory: A Jossey-Bass reader. San Francisco, Calif: Jossey-Bass.
Sapru, R. K. (2013). Administrative theories and management thought. Place of publication not identified: Prentice-Hall Of India Pv.
Tavana, Madjid. 2013. Management theories and strategic practices for decision making. Hershey, Pa: Information Science Reference. http://site.ebrary.com/id/10747312.
Witzel, M., & Warner, M. (2013). The Oxford handbook of management theorists. Oxford: Oxford University Press.
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