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Aurora Berglund-Dibaje Essay Sample

Aurora Berglund-Dibaje Pages
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1. Which of Fayal’s 14 universal principles of management in Table 2.1 are evident in the C.F.Martin case? Explain your reasoning for each principle selected.

Division of work: C. F. Martin hired a man from Bethlehem Steele to formalize the assurance program. The workers from the top down went through a formalized training program but only after the father was disorganized in distributing people who were deemed the most intelligent in the original company and dispatching them out to the other acquisitions that were failing. These men were not specialized in the other areas.

Authority: C. F. Martin practiced the traditional authoritative management style by the boss telling the worker what needed to be done, worker doing the job, and then going home. There was an authoritative head, but no teamwork and camaraderie amongst the workers with management.

Discipline: Once Chris Martin gave the workers formal training about employee involvement and teamwork, the employees began to respect him and wanted to produce better quality work. In the response to teamwork, Martin rewarded them with profit sharing.

Unity of Direction: Once the employees received their training and began to operate as a team, everyone was on the same page. The focus was then able to be on the quality of work that the company was producing.

Subordination of Individual Interests to the General Interest: Once the workers were out of the mind frame of thinking for only themselves but rather as a whole or a team they were able to see the profits and also be happier employees.

Remuneration: The employees were paid fairly and were able to share in the profits generated.

Order: Order didn’t fall into place until after Chris Martin took over and reorganized the company. Before that the “smart” people from one company would be at another company trying to fix those problems instead of focusing on the original company.

Equity: Chris Martin turned the company’s disheartened and upset employees into devoted and loyal employees that put their best efforts into making the products. Chris Martin rewarded them with incentives and profit sharing.

Stability and Tenure of Personnel: Chris Martin offered the employees many hours of formal training which tells me he kept on with the training until the workers were comfortable with what they have learned.

Initiative: Profit sharing is a great initiative, and by the amounts that had been given out, I would conclude that they were more than a fair share of it.

Esprit de Corps: Once the workers were trained in teamwork, along with their boss, everyone worked as a team player rather than out for themselves as it was previously.

2. What would Mary Parker Follett probably say about Chris Martin’s management style?

I believe that Follett would be delighted on how Martin handled his company. Martin recognized his employee’s motivations in order to get them to work harder, better and as a team. He provided training, along with himself, to motivate the teamwork within the environment. By taking the courses himself, he was able to motivate the rest to take it as well. This went over because there was no demand for “subordinates” to learn and not management. Follett was able to see the human side to business management; as did Chris Martin.

3. Is Martin a Theory x or a Theory Y manager?

I would have to say that Martin would be a Theory Y. Martin clearly did not like the way the traditional style of management was having on the company and its employees. Profits were down, quality was average or below, workers felt abandoned and were left disgruntled. Martin felt as if the workers needed a new and concise direction with rewards for their endeavors. The people wanted to work, have responsibility and take pride in their performance. Martin provided all of this as what would be with Theory Y.

4. Is C. F. Martin a closed or open system?

I’m still a bit confused regarding these two terms but from what I can decipher, I believe that C. F. Martin would represent a more open system since it relies heavily on the surrounding environment for survival of the company. Music that pertains to the specific guitars that C. F. Martin produces must be in style; pop culture such as MTV was mentioned for bringing the stability back. Perhaps live music would not be in fashion and only studio sound was the rave, then the company would suffer.

5. If you were responsible for designing and conducting a management training program for C.F. Martin’s managers, which of the management best sellers listed in Table 2.4 would you have them read? Why?

This is a difficult one because there are quite a few! The one I would have them read would be “High Output Management” by Andrew S. Grove. It states that he is well respected and that is the first thing that I would look for when training my managers – someone who has been given the honour of respect by his peers and co workers says a lot about the integrity of a person. This CEO emphasizes managers to be output oriented, team builders and motivators so the individual is able to put out his best performance in the product or service. It is vital to have a happy and fulfilled employee and these lessons are what appear to be the chief concerns for C.F. Martin.

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