Management Theory and Practice

1. ABC Ltd. has been going through a bad phase off late in their Business of Machine Spare
Parts. The lockdown and the Covid 19 scenario have impacted them even more. Someone
suggested them to use the 5 S technique to bring about a positive Change. Can you as a
consultant guide them on the same as they are clueless about the same? (10 Marks)

Introduction

In today's world, companies are adopting several marketing strategies to stay ahead of other
competitors. Through following the leaner operation, the world-class companies are fueling their
growth journey to a greater extent. They aim to establish an environment where everyone works
for continuous improvement. In today's manufacturing scenario, every manufacturing company
tries to follow the 5S technique as a part of its ongoing improvement program. Toyota first
innovates this technique as a part of their journey towards reducing waste within a facility. The
companies' 5S method is popularly used to eliminate the trash from its daily processes and achieve
a better result within fewer periods. The principle underscores the following factors:
 
· Managers should work as a team to achieve a better result.
· Large results always rely upon the accumulative changes.
· The managers should always speak with facts to drive their subordinates to a better future.
· The upper body of the organization should always correct the leading causes of any issues.
· To successfully implement this technique, personal discipline and a coordinated approach should
be present in managers' minds. The managers should seek feedback from their employees to make
any improvement in the organization's internal management. Such small issues always need to be
considered by the manager to lead the company to a brighter future. 
 
Discussion

There are five components: sort, set in order, shine, standardize, and sustain the 5S technique. The
appropriateness and usefulness of these five techniques are highly discussed below.
Ø Sort: At the initial period, the managers must separate the crucial and useful equipment from the
unnecessary tools to effectively fructify the organization's day-to-day operation. It is their
responsibility to arrange the necessary items at the worksite to shorten the production time by
eliminating the unnecessary items from the worksite. To carry out such a function, every employee
or worker needs to be informed about the project's purpose to reveal the requisite tools and
equipment for such a project.
Ø Set in order: At this step, the practitioners should reorganize after eliminating the unnecessary
pieces of equipment from the worksite. During the reorganization process, the practitioner should
make sure that every requisite tools and equipment is placed appropriately so that workers can get
the equipment in time. Such an approach applies to all the sectors, such as logistics, manufacturing,
service, and many more. 
 
Ø Shine: The workplace should be cleaned regularly. The neat and clean workplace motivates the
workers to a greater extent. All the pieces of equipment, walls, and floor should be cleaned to
ensure that worksite is well shined. This work should be practiced regularly by the practitioner. 
 
Ø Standardize: All the processes made above needs to be carried out at a standard procedure
regularly. The practitioner should carry out by hanging a shadow board, banners, and tool holders
to implement the practitioner's strategies. Additionally, all the workers should understand the
importance of the above-furnished processes. They need to place standard equipment in a location
where all the organization units can utilize very efficiently. 
 
Ø Sustain: Many managers get back to the previous operation manner due to a lack of regularity.
The implementation of the above-furnished steps is a continuous process. Therefore, the
practitioner should be mindful of their day-to-day operation. If they manage to carry out the above-
furnished steps in a coordinated approach, all the organization's functions would be completed
successfully. 
 
Above all, the 5 S technique works as a motivator for the managers of the organization. All the
stakeholders of the organization will be encouraged if the daily functions are taken place regularly. 
 
Conclusion 
The above-furnished discussion has nicely portrayed the effectiveness and usefulness of the 5S
technique in different industries. At first, the organization's employees should be addressed its
usability over the betterment and development of the organization. The benefits of this technique
should be appropriately addressed to employees. The processes mentioned above look simple and
can easily be implemented in multiple spheres of business. The components named sort and shine
can easily be applied in any industry and home to positively change. If the case study organization
can strategically implement the features mentioned above, then the production would be taken
effectively with fewer periods. By knowing its usefulness and effectiveness, every company
attempts to implement this technique carefully. By implementing this technique, the managers can
start producing product hours after getting raw materials from the suppliers due to their knowledge
of the 5S process. Therefore, it is of enormous significance in today's organization's day-to-day
tasks.

2. You are hired as an external consultant to analyze the culture of XYZ Ltd. Can you please
explain that how will you analyze the same using Trompenaar's 7 Dimensions of Culture? (10
Marks)

Introduction

In recent times, business establishments have witnessed a sudden change in workplace culture and
attitude. The business activities have become more diverse due to globalization. Globalization has
enabled the company to expand its services worldwide and continue its use; they need to work with
diverse cultures. It is observed that a diverse workforce will yield better and fast result, but when
things don't go well, then managing such workforce become a strenuous job for managers of the
organization. Here, Trompenaar's seven dimensions of culture model help managers rectify such a
problem and give a solution for manipulating the diverse workforce. If the crew is rich in culture
and mixed, then the organization's managers enjoy more productive work. The organizations with a
diverse workforce can make a stable output by employing a skilled and knowledgeable diverse
workforce. This model is being discussed below with clear note to guide the managers over
manipulating the diverse workforce. 
Discussion
The model of 7 dimensions of culture acts by metamorphosing culture based on the partiality of the
following seven dimensions. 
 
Ø Universalism vs. particularism: This dimension directly asks the importance of relationships or
rules in the workplace. This dimension aims to treat all the employees equally and binds everyone
with one thread. This cultural dimension is popularly present in countries like Australia, Canada,
the USA, and the UK. On the other hand, particularism prioritizes relationship than rules. As per
this element, for family members or any crucial people, restrictions can apply. However, laws do
not apply in the workforce. Such kind of practice is present in countries like Korea, Russia, Latin
America, and China. This dimension enables the managers to sustain the workplace's consistency
and motivate them to invest in the relationship to properly know each employee. 
Ø Communitarianism vs. Individualism: This dimension focuses explicitly on the appropriateness
of working as an individual or with a group. In the individualistic culture, the decision-makers
don't care about consulting with another stakeholder while deciding. They make decisions
hurriedly. Such culture is present in Australia, the USA, the UK, and Canada. On the other hand,
communitarianism aims to underscore the quality of life instead of focusing on individualism. This
culture emphasizes working with the group seeking to yield higher performance. Countries such as
Japan, China, Africa, and states of Latin America believe in this culture.  
 
Ø Affective vs. Neutral: Emotions play a vital role in the success or failure of an organization. In an
influential culture, people often share their emotions with their colleagues in the workplace. Such
behavior of employees is not suitable for the development of an organization. Such culture is
observed across countries such as Latin America, Italy, and Spain. On the other hand, neutral
culture tends to restrict people from showing any emotions with anyone in the workplace. Feelings
are omnipresent, and the employees mostly felt it, but it is prohibited by them strictly. Such a
culture is in countries such as the Netherlands, Germany, and the UK. 
 
Ø Ascription vs. Achievement: In the culture of ascription, employees are recognized based on
qualification and social status. The employee enjoys respect based on their commitment to the
organization, not their skill or abilities. It is present across countries such as France, Japan, Italy.
On the contrary, the achievement culture refers to any employee to earn respect based on their
knowledge. The employee can challenge any organizational decision if they have a good argument
or logic against the decision. Such a culture is present in Germany, UK, US. 
 
Ø Specific vs. diffuse: In diffuse culture, the professional and personal life of employees
interconnects. This culture articulates that professional life can be successful if an intimate
relationship is healthy. On the other hand, specific culture implies that personal life and
professional life are separate. 
Ø Internal vs. external direction: In an internal direction, employees often control their
environment to reach their desired goal. However, in the external direction, people want to work
with the environment to successfully achieve their goals. 
 
Ø Synchronous and sequential time: In synchronous time sequence, the project time is flexible, and
employees attend work with a carefree attitude. On the contrary, in the culture of sequential time,
people prefer to finish the job in stages to meet the deadline, lest their senior management body
will rebuke them. This kind of culture is across the USA, UK, Germany. 
 
Conclusion 
As mentioned earlier, the organization's managers have already addressed the effectiveness of
Trompenaar's 7 Dimension of Model in the discussion. However, many policies and procedures are
also needed to implement to holistically protecting the rights of employees. With the help of
policies and procedures, an organization's upper body can provide feedback and suggestion to each
of the employees for further improvement. The organization should be ready to change its policies
from time to time to make the organization a better fit for providing the fundamental right to the
diverse workforce. Overall, Trompenaar's model's seven dimensions are reliable and useful for the
managers for manipulating the diverse workforce effectively. 

3. A newly set up start-up company is confused about how to get their organizational
structure correct and would want to take some guidance from you

a. Can you share some characteristics of an effective organizational structure (5 Marks)

Introduction

The organizational structure is one of the critical components for the managers to carry out their
daily tasks effectively. Many managers are confused about accomplishing the project due to the
lack of proper organizational structure present in the company. The organization structure is a
system that is followed by every worker in an organization. It ensures the managers of how the
everyday task of an organization can be carried out. 
A manager must implement organizational structure effectively, aiming to give proper working
space and atmosphere for employees. Several key characteristics of an effective organizational
structure of an organization are given clearly.
 
Discussion 
· A proper way of authority must be sustained at the organization from top to bottom. Every
stakeholder or employee or any member of the management body should be clear of their seeking.
Their main concern should be to achieve their goal by cooperating with every stakeholder of the
organization.
 
· Application of top authority: It is seen that the superior manager assigns the work to his or her
subordinates. The manager needs to be responsible for every work performed by their subordinates.
He or she should be accountable to his superior by delivering the accomplished task within the
scheduled time. Such a concept is very important for the betterment and development of an
organization. 
 
· Simplicity: The organizational structure should be simple for fulfilling the purposes set when
establishing the organization. If an employee makes it straightforward to whom they want to
discuss, 90% of the organization's problem gets solved most easily. Multiple communication
channels and committees often create more problems instead of solving them. 
 
· Continuity and flexibility: These two terms are critical components for the betterment and
enhancement of an organization's quality of services. The continuation of work must be maintained
to push the company to the highest level. The organization's structure is based on individual
circumstances so that it can be changed over the period. 
 
Conclusion 

The effectiveness and usefulness of organizational structure have nicely been portrayed in the
above-furnished discussion. These are the key characteristics that can facilitate the organization's
day-to-day functions effectively. These characteristics clearly articulate how an organization
should operate its daily operation at a carefree attitude. Overall, it is the holistic approach to
guiding an organization to a better future. 

b. Can you explain how will the 6 box model help the organization designing its structure (5
Marks)

Introduction

The six box model is an effective management strategy and model by which an organization can
rectify their problem. This model also helps the managers to find out the main issues associated
with the organization. This model's six components enable the organization's managers to the areas
where they were not known to. This model assists the managers of the organization by delving into
the main areas of the problem. Therefore, it is of prime importance for the development and
betterment of the organization. 

Discussion

The six box model's six components' names are—purposes, relationship, structure, leadership,
rewards, and mechanism. 

The first point implies how the employees can relate themselves with the mission and vision of
their organization. Then it allows the manager to ask why the company is not performing well with
a skilled workforce and their competencies. 

The second step focuses on the determination of organizational design. It determines who is
responsible for which work. Such a specific question will simplify the core issues of the
organization within fewer periods. Apart from that, one should ask more such questions for
determining the efficiency of each stakeholder of the company.
The third step is the relationship that ensures the dynamism, collaboration, and communication
among the organization's stakeholders. Lack of communication and cooperation causes many
issues in the organization. 

The reward system has long been practiced by the organization to motivate each employee. This
reward system works to recognize the performance of each employee. However, some employees'
performance is often ignored, resulting in the deterioration of a relationship. 

Leadership: The leaders are those who ensure all the elements present in the organization. They are
responsible for handling the internal conflict very with expertise. They also guide the subordinates
to works towards the betterment of the organization.

Mechanism: To run the company, many elements must be implemented, such as organizational
policies, procedures, budgeting, planning and controlling, and many such things. 

Conclusion

The elements of the six box models have been elaborated clearly. The managers must understand
all the aspects that are not enough to mitigate all the issues efficiently. The managers need to adopt
many approaches to reduce the problems and find a real solution for their betterment. However,
these are the fundamental components of the six box model that ensures the identification of main
issues that have been arisen.