Henri Fayol’s Administrative Management Theory
Management theories involves collection of various ideas that recommending individuals within an organization or at business context. Management theories helps in addressing how supervisors implement appropriate strategies for meeting the goals of an organization. Also, the theories outline appropriate strategies that can be employed by managers and supervisors to motivate their workers thus performing to their best level (Joyce et al, 2012 p.28). Typically, various leaders apply different management theories that best correspond to their workers and organization norms and values. Although many of these management theories were created long time ago, they still apply to many organizations thus helping in leading teams in various workplaces hence running business smoothly.
In this discussion, various management theories have been applied by various characters. Some of the theories applied by Local Fishing Board and company set by Frank Rossi and fishermen include;
-
The administrative theory
This is a management theory developed by Henri Fayol a mining engineer and senior executive who examined organization or business through the perspective of situations faced by both organization and business itself (de Camargo Fiorini et al 2018). The pioneer believed that leaders are mandated to perform six key functions that to coordinate, to forecast, control and command and he also outlined the principles on how manager should interact and organize their teams within a workplace. Besides, Henri Fayol outlined that the principles attributed to this theory they cannot be rigid but they will be dictated by the decisions and choice of each manager. It is the responsibility of manager to consider what principle is appropriate and how he or she can apply it to efficiently and effectively achieve the set goals and objectives of an organization.
Thus, considering the vase of the local Fishing board it is clear that they applied the administrative management theory. This is revealed by the element of scalar chain. As per the movie it is clear that there is chain of supervisors from top level management to the lower level. The communication as exhibited by the board is from top to bottom (Joyce et al, 2012 p.35). The fact is that there is chain of command especially when making orders for the fishermen. Besides, there is unity of direction, authority and responsibility as evidenced when the fishermen complained of the extra charge of $ 800 to be collected every day. The board has well defined rules and standards that fits the work environment and responsibilities to each individual. Lastly, the movie confirms that the local fishing board appreciated the centralized decision-making process. The fact is that the board decided to induce new measures without incorporating the fishermen. The whole idea is that the fishermen were not allowed to make their decisions on extra charges incorporated thus causing misunderstanding at end of the meeting.
-
Contingency approach
According to the class notes, contingency approach is part of the management theory that outlines the most appropriate management styles that are dictated by the context of situation and then coming up with a rigid, single and efficient concept (Joyce et al, 2012 p.35). The fact is that contingency approach has to pay attention to the existing situation and manager is mandated to introduce best style that ensures all entities in organization works well.
Application of Administrative Management Theory by Local Fishing Board
Considering the case of Frank, it is clear that fishermen were getting hard times with new charges imposed by the board. Frank and other fishermen had to introduce a change that led to transformation of the law. The whole idea is that situation was deteriorating and fishermen were getting less thus unable to feed their families. Both fishermen and Frank decided to change the situation and agreed to make their own company which will be selling the fish double compared to what was coming from the local fishing board.
-
Human relations theory
This is a management theory developed by Mayo. As per this theory work output depends on various variables. This means that production is determined by how workers are treated, how they feel about their job and what happens to when outside job (Joyce et al, 2012 p.35). Both the new company and the fishermen were more concerned with what they were going to get and how to avoid the extra charges induced by the board. An effective manager has to consider the social needs of workers thus boosting the production level. The focus by Frank and the fishermen was to change working conditions. After settling the new company, Frank could consider decisions of all fishermen thus improving their performance. The fact is that Frank wanted to make the group to feel more valued. As per human relation theory, employees should be more motivated by paying maximum attention to them and taking them to be part of an organization. This is achieved by encouraging decision making and improving working conditions.
-
How do the theories that they use impact how they manage the people who work for them?
The administrative management theory includes the unity of direction, authority and responsibility. Unity of direction helps in coordinating the peoples’ activity thus attaining the targeted goals. The board has its guards for ensuring all orders and rules are well followed that is why Frank was charged after violation of the order. Also, the board gave direction to Frank and Leo Rossi on how they should conduct themselves when fishing. They were directed on the importance of wearing the protective gadgets that will help them to fish well and communicate with the guards.
Also, the theories help in planning on what should be done within the system. Managerial planning is based on the elements such as setting objectives, developing the best means to attain the targeted objectives and forecasting future conditions. Besides, the theory helps in organization various activities and individuals working within a firm. The administrative theory helps managers to work on key element such as recruiting and training individuals (Joyce et al, 2012 p.37). This improves the level of specialization thus increasing the productivity level as the organization will attain efficiency. Additionally, the theories help in controlling individuals working within a firm. This culminates into constant supervision of individuals thus helping in accomplishing organizational objectives and goals.
Lastly, the theory reminds managers or organization to encourage decision making. This is well presented by the human relations theory applied by the fishermen and the Frank. They allowed each member to make decisions thus giving them more control within the roles and allowing greater contribution to various matters related to organizational goals and objectives.
Contingency Approach
Psychological Contract
Psychological contract incorporates the unwritten set of anticipations of employment relationship as different from formal accepted employment contract. Both employment contract and psychological contract form the employee-employee relationship. According to Joyce et al, (2012 p.3), psychological contract it includes mutual benefits, informal arrangements and general perceptions between the employer and employee. The issue is that psychological contract shows what each side (employer-employee) is supposed to commit to the relationship and what is expected in return.
Psychological contract will include elements such as opportunities for promotion, support workplace, job security, fairness, worker’s reputation to society and opportunities to learn and improve.
Balanced psychological contract
This involves fulfilling the terms of the psychological contract. That is, it includes fairness and equally balanced model. As result of balanced psychological contract, there is improved production, workplace balance and increased commitment to achieving the goals and objectives of the organization. Psychological contract will vary from one employee to another and it crucially changes over time. What it means to be “fair” relationship to an employee will remain to be the same for the course of one’s career. The fact is that life evolves and what employee needs from employer will have to evolve with it.
Imbalanced psychological contract
At these levels there is unfairness. Employer might be engaging in some practices that signifies breach of contract. Engagement to imbalanced psychological contract makes workers to feel undervalued and underappreciated thus being demotivated hence low production within an organization.
Importance of psychological contract
Benefit of psychological contract is that it allows workers to see their value and responsibility within an organization. Besides, it helps both employee and employer to avoid causing unrealistic anticipations of one another. Lastly, will help in changing or amending the terms and conditions of the contract if need by and this should be done through a regular communication between the parties involved.
-
What insights does the theory shed on their experience working for the Local Fishing Board?
Thus, based on the information provided, it is evident there was an imbalanced psychological contract. The fishermen came to realize that the Local Fishing Board was not appreciating their value as workers. First of all, the fishermen complained of increasing charges for every boat. The group came up with the common agenda. The aim was to fight the law and change the entire system. As per the movies, fishermen are not earning what they expected because of the services imposed by the intermediaries to their products. To some levels the situation escalated and this happened when the authorities wanted to install monitor thus aiding in collected data for each boat costing for $ 800 a day. This was more than what the fishermen used to earn (Joyce et al, 2012 p.4).
According to the fishermen all these allegations were unfair. In terms of psychological contract, the entire scenario reveals the issue of dissatisfaction. This catalyzed a transformation as the fishermen decided to raise their voices thus calling for regular communication. The board could see negative emotions arising from the fishermen such as sadness betrayal and anger. There was lack of trust and respect with each side fighting for each own issue. There was no commitment from the board as it continued to induce new changes that culminated to breach of the contract (Rousseau et al 2018). The ultimate result was that Frank and Leo decided to start their own company that was to act better than what board was doing to the fishermen.
-
Application of Contingency Approach by Frank Rossi
What was their pinch point?
Fishermen were concerned with reduced earnings because of intermediary services to sell their products. Also, they complained of the authority’s decisions to install a monitor that will be collecting data for each boat with cost of $ 800 daily a value which was more than what they could earn. They decided to change the law by supporting Frank and Leo’s idea of starting their own company. Ruby translated Frank’s idea to the fishermen thus inviting them to oppose the authority and sell their products directly.
-
What perceptual distortions can be observed occurring in the movie CODA.
Perceptual distortions incorporate half production procedure to comprehend an environment that reacts legitimately. The phenomenon is dictated by brain, character and appreciation, whereby there is dependably blunder in both ensuing and depiction of data (Joyce et al, 2012 p.218). Thus, based on the movie there are various aspects observed to be part of the perceptual distortions. One of the perceptual distortions as revealed by the movie is when Ruby the child of deaf applies for the vocal performance supervised by Bernardo (Mr. V), her parents and brother Leo perceive her desires as threat to family’s general fishing business. At the end of the film, the family reconciled and this happened after witnessing the talent possessed by Ruby. The entire scenario allowed Ruby’s family to sea a change that somehow the society has failed to accommodate them as evidenced throughout the film.
- Identify two or three perceptual issues and give examples from the movie to make your case.
During the Ruby’s audition, she could sing while making signs in her performance “Both Sides Now.” She did this to the family’s delight. At this time the movie incurs a climax connecting the disparate halves incurred by the Ruby’s life, but this remains artificial as a divide between them. The fact is that signing while singing is a challenging task for any simultaneous communication (Tan & Xu, 2019). Ruby used sign language and spoken words throughout the performance. Ruby started to singing midway throughout the performance as she decided to do everything spontaneously. She nailed even though the interpretation throughout the movie is not considered as special character. Besides, other element characterizing perceptual distortion is the music used by the movie. While not all individuals will consider the issue of music is important aspect in their lives, the element of deaf experience of music is deeply personal and it is a contingent that shows the differing environmental and cultural factors as they contribute to the whole model of hearing. The entire movie flattens these differing aural worlds into an entire simplistic model including of sensory translation, that is done by hearing more so to the deaf people. Frank in the movie tearfully touched the Ruby’s throat as she continued to sing and this scene tend to depict the turning point of the entire family. This scenario seems baffling as there is no any indication showing that Frank has the capability to assess the quality of sound or the singing voice coming from Ruby’s throat. Frank seems to be overtaken by sheer emotion thus feeling the vibrations in Ruby’s throat.
Mayo’s Human Relation Theory
(a) contribute to the relationship between Ruby and her family?
The perceptual distortion shows strong bond between the family members. As per the movie it is the Ruby who started to push the parents out of their self exclusion. The movie has included how the parents were scared by other people but they tried as much as possible to start a business and met various people who commented about their lives. The entire scene between the Ruby’s mother and the singer is touching. The mother admired her daughter’s courage and learned something new from Ruby. Also, Jackie and Frank love each and they seem to encourage same trait to their children. The family is together at time of difficulties. For instance, when the authority revoked the license from Frank, they stood with each other and convinced the fishermen to change the system. Also, when Ruby went for audition, they went with her and supported fully and to pay Ruby continuously sings with deaf language. The fact is that even if they are deaf, they know how to communicate. The movies show how the family members are genuine to each other, sincere and they all have unique glue and bond that maintains them together.
(b) Impact how her school mates perceive Ruby?
Ruby is special to her school mates. Ruby was worried on how the school mates were getting everything happening to her family after his friend revealed what he witnessed from the parents. Ruby could not like the behavior but by the end of the day no one cared. She was strong and supportive to her family.
Conflict Resolution
Conflict is a common especially to people co-existing together (Joyce 2015 p.342) Various sources of conflicts are evident in the movie among the participants including between Ruby and her family, Ruby and Mr. V as well as between the Fishermen and Fishing Co-op.
Conflict of interest
A common source of conflict between Ruby and her family is interest conflicts. Even though Ruby considered herself the protector of the family, she could regularly disagree with her family because their interests were not aligned. For instance, her family members wanted her to be there for the family and let go her ambition and love for music. Ruby on the other hand was determined towards making sure she goes to college to pursue her music dream. Here, we see Ruby’s family blaming her for getting the family’s fishing license revoked. Even though Ruby insists that it is not her fault, the family insists that is she was present all that would not have happened. From this incident, we clearly see that there is a conflict of interest between Ruby and her family.
How this conflict is resolved
The conflict of interest between Ruby and her family is resolved through negotiation. Here, we see that both parties raise their interests. Ruby interest is her love for music and she wants to pursue it in college. The family’s interest is their fishing business and that Ruby should be part of it as they are a family. Ruby compromises and decides to let go her dream and love of music to help her family in the fishing business. However, upon getting into Ruby’s life by attending the music concert, her family realizes how much Ruby loves singing as well as how incredibly talented she is. Her family makes a bold decision to let Ruby follow her dreams. Even though their interests were not aligned, we see Ruby and her family getting to a consensus
Application of Human Relation Theory by Frank Rossi
Value conflict
A notable conflict between Ruby and Mr. V is that of value. Value conflicts arise where people are less informed or have different ideas over what is relevant and a priority. In CODA we see that Mr. V constantly disagrees with Ruby over coming to music lessons late. Ruby on the other hand has genuine reason for coming late as she is busy saving her family. Here, Mr. V believes that his time is golden and will not accept Ruby wasting it. Both parties believe that their values and what they stand for is important.
How the conflict is solved
While value conflicts are generally considered to be non-negotiable, we see that the conflict between Ruby and Mr. V is successfully resolved. The two parties arrived at a solution to the conflict through openly communicating about their positions. The good thing is that each one was ready and willing to discuss their position. Mr. V understood Ruby’s position but also appreciated her commitment and extraordinary talent.
Fishermen and Fishing Cop
The type of conflict that demonstrates itself between the Fishermen and Fishing Cop is a structural conflict. Structural conflicts result from oppressive behaviors exerted to others, especially those low in authority. In a structural conflict, one party often distrusts the other in a manner that they feel the other party is trying to reap them off. In this particular case, the fishermen felt that the fishing cooperation is selfish and just wants to reap the fishermen off. We see in the movie Frankie alongside other fishermen complaining that the Fishing Corporation only wants to make money for themselves and did not care about the wellbeing of the fishermen.
How the conflict is solved
The structural conflict between fishermen and the fishing cop is solved through avoidance. Avoidance is a conflict resolution method where one party chooses to withdraw from the conflict and seek alternative means of solving their problem. In this particular case, we see Frankie and the other fishermen avoiding the conflict through opting to sell their own fish. However, it is essential to note that where a conflict is avoided nothing is resolved, but it was a solution for the fishermen as they were able to get the value of their fish through working with Frankie and his family.
Culture
Schein’s model of organization culture suggests that organizations do not adopt a particular culture in a single day. Instead, organization culture is formed and cements itself as a result of a combination of factors including the changes that employees go through, as they adopt to external environment and solve problems (Joyce 2015 p.425). In other words, this is to say that culture is not spontaneous, rather individuals learn from their past experiences and try to improve every single day thus establishing a culture of the workplace. Furthermore, Schein indicates that there three levels of organization culture including artifacts, values and assumed values. Artifacts is the first level and comprises aspects of the organization that can be heard, felt and viewed (Joyce, 2015 p.426). For instance, the organizations’ mission, infrastructure, dress code, code of conduct and behavior of the employees are considered as artifacts. Artifacts have a significant effect in dictating an organization’s culture. Values is the second level and comprises the individual and overall values of employees and other stakeholders. In this particular case, values refer to what people think and other overall mindset. Assumed values is the third level in Schein’s model of organization culture. Assumed values comprises the values of individuals that cannot be measured but have a significant impact on the organization culture. Assumed values are ‘beliefs’ and ‘facts’ that are hidden but their role in influencing the culture is unmatched.
Control and Decision Making in Management Theories
Just like what Schein suggests, Rossi’s family culture is not formed or based on what they do in a single day but rather what they encounter in their daily lives as well as how they deal with it. Here it is essential to note that even their immediate environment and how they interact and respond to those around them somewhat influences and shapes the family culture. We see that everyone in the family is deaf, expect Ruby and individuals often refer them to as the ‘family of the deaf. How they interact with the other members of the community, the opinions they have on them in regard to how they treat them influences their family culture.
Additionally, the three Schein’s level of organization culture including artifacts, values and assumed values present themselves in Ruby’s family culture. As depicted earlier, artifacts comprises aspects that can be heard, felt and viewed. They include aspects such as behavior, dress code and mission among others. We see that Ruby’s family has a fishing culture as their livelihoods depends on the occupation. They spend most of their time in the ocean and speak about fishing. In other words, their life is built around the occupation. For instance, in the 3rd and 4th minute of the movie, Ruby is asked by his dad not to forget about the doctor and the nets. Ruby responds and says ‘she knows’. Apart from this, the family’s dress code also says a lot about their culture. They are always on fishing clothes and some of Rubys friends make fun of her for always smelling fish in school.
Values, the second level of Schein’s model of culture is also evident in various instances in Ruby’s family in the movie. As mentioned earlier, values refers to the beliefs and overall mindset of a group of people. In the 56th to 57th minute of the movie, Ruby believes that it is her role to protect the family. She goes ahead and say ‘You have no idea what it is like to have people laugh at your family and have to protect them because they can’t hear it but I can’. This statement suggests that Ruby is the protector of the family as should always be there to protect her family. It is a belief that Ruby has as she is the only one who can hear in the family. Apart from this, in the 72nd minute of the movie, Ruby is blamed her family for getting the family’s fishing license revoked. Here, the family considers Ruby their protector and should have been there to protect them. Ruby’s father clearly indicates that had she been at work that day, the incident would not have happened.
Regarding the assumed values, we see that Ruby is the translator of the family and is expected to stick by the family because he is the only one who is not deaf. For instance, in the 58th minute of the movie, Ruby’s mom intercepts Ruby while on her way to her music class to interpret to the news reporters on a story they were covering about their family. The issue is that Ruby was not informed on the coverage as she seemed surprise when her mother ambushes her. The family just assumes Ruby is the natural interpreter of the family and should be present when need regardless of her staff which she considers important. This is an assumed value of rather belief and fact that constitutes of Ruby’s family culture.
To sum up, Schein’s model of organization culture is evidently applicable in Ruby’s family culture. This is so because all levels of the model including artifacts, values and assumed values demonstrate themselves thus shaping their culture. This ranges from their dress code, beliefs, and values and how they handle their issues. Their environment and how they interact with it also influences their culture. For instance, it is after interacting with others in school, meeting his music teacher Mr. V and enrolling in the school choir that Ruby got the idea of joining college. Choosing not to go to college and helping her family instead was attributed to the fact that Ruby believed that she was the glue and protector of the family. As a result, she was ready to fore go her dreams in music just for the family.
Communication Barriers
Joyce (2015 p.299) defines communication barriers as anything that disrupts the flow of communication. The aim of communication is delivering a message to the right person and at the right time. Barriers to effective communication make it hard for the message to be received and a feedback to be sent. Various communication barriers demonstrated between Frank, Jackie and Lee Rossi and the town. Among the barriers that exists include attitude, physical disabilities such as hearing problems and speech difficulties and language barrier.
Physical disabilities, especially hearing problems and speech difficult is the main communication barrier between Frankie, Jackie and Lee Rossi. This is so because these three individuals are deaf and are not able to freely and effectively communicate with the rest of the town without Ruby present who happens to be their interpreter. The breakdown in communication between the three and the town is evident in various instances in the movie. For instance, the three were arrested while on a fishing expedition because they could not be able to respond to the call alarm by the officers. Furthermore, the accompanying officer also seemed to have communication difficulties with Frankie, Jackie and Lee Rossi on their fishing expedition. The officer did not know the three were deaf and any effort he made to communicate with them was failing as she was not conversant with sign language.
Some people just feel left alone because of their personality thus are not able to freely communicate with others. In this movie we see that there is an attitude barrier as Frank, Jacky and Lee Rossi feel that they are deaf and not anyone in the city gets them. Jacky even goes ahead and indicate that the community in the city isolates and looks down on them because they are deaf. This aspects limits their communication with other members in the community.
Another communication barrier between Ruby’s family members and the town is language barrier. It is evident that the two do not speak the same language. While the town can speak and hear, the three cannot. Also, not everyone in town is conversant with sign language. As such, this makes it impossible for the parties to engage in a conversation when Ruby is not around. What is more, some of the members in the town seem to disregard Franky, Jackie and Lee Rossi due to the fact that they cannot communicate in the same language. For instance, some of Ruby’s class make fun of her family by making deaf sounds in school. Lastly, another communication barrier evident is perception barrier. Joyce (2015 p.275), perception barriers are mental blocks that individuals often create because of the perceptions that they have on other people and events around them. Overwhelming evidence suggests that individuals have unique experiences, as such how they communicate with others is dictated by their unique experiences and how they view things. In the movie CODA, Ruby’s family members find it difficult to communicate and reason with most individuals in town because of perception. They consider themselves deaf and unwanted thus engaging in successful communication is greatly impaired.
References
de Camargo Fiorini, P., Seles, B. M. R. P., Jabbour, C. J. C., Mariano, E. B., & de Sousa Jabbour, A. B. L. (2018). Management theory and big data literature: From a review to a research agenda. International Journal of Information Management, 43, 112-129.
Joyce, S, O., Irwin, M.R., Marlene, E.T., & David, A.K. (2012). Organizational Behavior: An experimental Approach. 8th Ed. Sage.
Rousseau, D. M., Hansen, S. D., & Tomprou, M. (2018). A dynamic phase model of psychological contract processes. Journal of Organizational Behavior, 39(9), 1081-1098.
Tan, H., & Xu, J. (2019). Differentiated effects of risk perception and causal attribution on public behavioral responses to air pollution: A segmentation analysis. Journal of Environmental Psychology, 65, 101335.
Order an Essay Now & Get These Features For Free:
Turnitin Report
Formatting
Title Page
Citation
Outline
