Creating the Management Level

By: Together Abroad 05-02-2017 9:39 PM
Categories: ** HR Leaders Talk,
In a fast paced and competitive world companies are in constant need of change. Many seek competitive advantage over their rivals and a means of maximising their resources to move ahead in the marketplace. This does not come for free, however. Goals must be outlined and people must be motivated to achieve those goals, using the company’s resources in the most efficient manner. This is where management is required. This part of a company is responsible for setting strategy and coordinating the efforts of its employees to accomplish objectives, through the application of the company’s resources such as financial, technological, monetary and human resources. The manner in which this is accomplished varies between companies.

There are generally three levels of management within a company. These include what are known as top, middle and first-level management. These are in turn tiered in numbers with more first level managers, less middle managers, and an even smaller pool of top-level managers. How a company organises its management determines its ability to handle its stated objectives. In general a company will delegate long-term decisions to its top-level management, whilst decisions affecting the day-to-day running of the company are left for the first-level managers. How these decisions are decided and implemented will depend on the management model adopted. A management model is a set of decisions made by a company’s leadership about how the work of management isaccomplished. There are many different models that a company can choose, ranging from more traditional top down approaches, to more modern distributed or ‘modular’ approaches. Which one will be adopted will depend upon the expertise of the company’s staff, and its resource base.

We can define four distinct aspects of management which can help delineate the issue a bit more. First, management must define the objectives of the company, and decide where the company or even their own department is heading. Secondly, they should motivate the employees to work towards achieving those objectives. The means by which they do this can be horizontal (across the same level or department), or vertically, to the lower levels of management. This involves the last two aspects of management, which are coordinating activities and making decisions.

Often there are several competing management models within a single industry. For example, Google, Linux and Microsoft all operate under different models. Google has a very informal‘university-like’ model, Linux functions within the open source software community, and Microsoft has a more traditional, hierarchical-like management model. Despite this, they compete directly in the desktop operating system market. In addition, Toyota operated until 2013 with an extremely centralized management model, with little delegation of authority. This had the advantage of being able to promote the objectives of top-level management efficiently. However such a model promotes secrecy and makes the company slow to respond to internal weaknesses. This became apparent for Toyota when in 2010 millions of vehicles were recalled around the world due to accelerator pedal, brake, seatbelt and exhaust problems. As individual business units did not communicate with each other, the company was slow to respond quickly to address the safety issues,this lead to the adoption of a new business model in 2013, which included more delegation of decision-making within the company.

There is no prescribed formula for which management model a firm should adopt. There are many valid approaches. Traditional management principles have served firms such as Walmart and Exxon well for many years. The main challenge is to understand the range of choices available, and whether they would work in the specific industry in which the company operates. Progressive firms such as Google use a mixture of management models, meaning that it is never an ‘either/or’ decision on which model to adopt. The best option is simply to do the necessary research.

Adam Watson

Photo credit: Designed by Freepik
This article is restricted. You have to be logged in to be able to add further reactions.

For an expat moving to the Netherlands, getting the right direction is very important. It's important that one knows which steps and direction to take. Linda is an exceptionally talent counselor, her advice has helped me land a job within a week of coming to the Netherlands. I am grateful for her mentoring and look forward to a great working relationship in the future.

Dr. Hrishiraj S | Clinical Research & Affairs Manager

Together Abroad provided expert advice on personal branding including developing a top-notch, market-aware CV, highly tailored job applications, and approach strategies with potential employers in the Netherlands. Furthermore, I found them be highly knowledgeable in key related fields such as recruitment strategy, immigration law, contracts, labor agreements, and (un)employment benefits. I would recommend Together Abroad to anyone who needs professional help with transitioning to a new career.

A. Aboufirass | Structural Engeer

Linda is a big mind. She thinks about things that the rest normally overlook. The insight she has about the dutch job market can only be achieved through years of experience and persistence.

Her business savvy is complemented by her mastery of understanding the client's needs and requirements. For my career I could say, she was the “Mary Poppins”, who guided me through thick and thin and helped me to land a career in the Netherlands

S. Bhattacharjee | FP&A Manager

If you are going to enlist the services of a "Career Coach" look no further. The only person you want in your corner is Linda van Orsouw. As an expat, you absolutely want to work with a highly skilled and knowledgeable professional who knows their way around the Dutch career/employment/job market. Linda assisted me in writing and positioning my CV, helped me organize and prioritize my list of opportunities, coached me through mock interviews and was there when I got offered a senior position only 2 months later. When asked I will only refer to Linda and "Togetherabroad".

Mr. C. Joubert
Lead Workplace Strategy Consultant 

 

New item