Comparison of the key management and leadership aspects of Essay

Comparison of the key management and leadership aspects of organisations in the private sector, public sector and not for profit - Essay Example The behavioural approach to management is preferred to other approaches to management because it takes into consideration the behaviour of employees. Behaviour is one of the key factors that significantly influence performances of employees in various organizations. Therefore, managers who wish to lead and motivate employees should fully understand how behaviours of individuals under them respond to different phenomenon in the organisation. This will enable them integrate and influence the environment under which the employees work, without hurting their feelings. According to Sloan (1964), number of factors including manager’s biasness, the type of organisation as well as growth and development stage of an organisation among other factors influence choice of management approach in any given organisation. The development of the behavioral approach to management in an organisation The behavioral approach was derived from human relations approach management. This is because its major focus is human dimension at work. According to this approach, productivity is improved through proper understanding of individual’s behavior at work. Human relation theorists defined the employees as individuals, resources, and assets. In the behavioral approach, direct relation exists between employee satisfaction and production. Most human experts believe that workers are more productive when they are satisfied. Therefore, managers who wish to increase and improve organisation’s performance should work hard to meet the needs of people who are working for them. In addition, the theorists believe that employees can be empowered through training, motivation and providing appropriate tools for work. According to Tripathi (2008), the behavioural approach to management gives employees more flexibility in terms of autonomy, independence and empowerment in the organisational structure (Barnard, 1962). The behavioral approach points out that human rationality has constr aints when making the optimal decisions. These constraints are both practical and situational. Both employees and managers may make sub-optimal decisions due to influence by their behaviour. According to Vroom (1964), behaviorists insist that it is appropriate to humanize administration control process and encourage self-direction process rather imposing controls to restrict individuals. Managers should also consider various needs of individuals when influencing people because employees are different. In organizational conflict and change, behavioral approach remains to be practical. It addresses the inevitability of conflict and proposes that conflicting individuals should be understood. Furthermore, it acknowledges that individual often resist change on social aspects. Workers are often organised into teams in the behavioural approach. This is because managers in most organisations are biased to a flatter organisational structure. Application of behavioural approach to management began in 1930’s as a reflection of Hawthorne’s expression of human relation movement and organisational behaviour development. The field of organisational behavior was developed to fill the gap left by early human relation experts who concentrated on inter-personal relations and gave little attention to the patterns of group behavior. As compared to human relations approach management, behavioral approach concentrates it efforts in the study of human behavior. Douglas, McGregor, Chester Barnard, Rensis