In the article I had read, I selected five (5) situations which are related to the different

management theories. Before I begin my discussions, let me enumerate first the different
management theories that we have, these are Scientific Management Theory, Administrative
Management Theory, Burueacratic Management Theory, Behavioral Theory of Management,
Neoclassical Management Theory, Human Relations Theory and Modern Approaches in
Organization.
The first situation I picked was when the team of Principal Layne Hunts (Ypsilanti
Michigan High School) used the data to plan strategies for the success of all students. She said
that “As a team, we begin to recognize that we must do things differently if we want to
improve.”. Because of this implication of Principal Hunts, they use data as a driving force in
identifying the strengths and weaknesses of their students. She also emphasized that the essential
element for change is the implementation of the plan conceived by using that data. So, for me,
the most appropriate management theory in this situation under the modern theory is the
Contingency/Situational Management Theory. This theory was developed by Fred Fiedler. The
theory’s primary focus is that no one management approach works for every organization. Fiedler
suggested that a leader’s traits were directly related to how effectively they lead their team. He asserts that
there are leadership traits that apply to every kind of situation and that a leader must be flexible to adapt to
a changing environment. In addition, Contingency Management Theory is based on the idea that the
leader's actions should vary according to the circumstances he or she is facing. In other words,
the management of a leader changes according to the “situation” in which the leader is leading.
In the said situation, Principal Hunts shared his own strategy in mind by saying the thought of
recognizing different things if they want to improve something to her teachers. Of course, as a
member, we should be the follower of what a leader should say, but not always though we can
also voice out suggestions. One of the variables of this theory is how well the employees accept
the leader. The impact of influence is very important in order to the member or employees follow
and listen to what the leader says. And that is what Principal Hunts showed to her teachers. Her
authority really possesses through her position as a principal in school. Contingency theory state
that leaders will be able to exert more influence if they are able to have good relationships with
the employees. In addition, this theory maintains that in organizations where the tasks are spelled
out in detail, the leader has more influence over the employees than in those organizations that
do not have structured tasks. So as Hunts did. As soon as she shared her own strategy about the
problem, the member immediately did a way in solving it and this is by using the data to know
the strengths and weaknesses of each students for them to know what will be the methods to be
used in the next school year.

The second situation was when the professional development day held at the end of the
school year at Mountain Home (Idaho) Junior High School whose principal is Ernest Elliott. The
goal of that meeting was to look ahead and plan for a much better in the coming year. And Elliott
is very pleased with the way his staff unified with an eye toward improving the school. They
examine and reflect on some of the low points from the past year and use them to construct a
plan that will address those issues and make the school a better place to work and learn. In this
case, it leads me to the implication that Administrative Management Theory is best suit to this
situation which was developed by Henri Fayol. This theory attempts to find a rational way to
design an organization as a whole. The theory generally calls for a formalized administrative
structure, a clear division of labor, and delegation of power and authority to administrators
relevant to their areas of responsibilities. Administrative Theory has several elements. It was
mentioned above that the teachers/staffs unified towards improvement of their school. By that,
there are already five (5) elements that covered in that scenario. These are discipline, initiative,
authority and responsibility, unity of directions and Esprit de corps. Generally speaking, these 5
elements talk about working together as members and leader. In administrative theory, discipline
emphasizes that members of the organization should honor the objectives of the organization.
They should also comply with the rules and regulations of the organization. Element of initiative
happens when the leader gives the employees or members necessary level of freedom in creating
and carrying out plans. As I observed in the situation, Elliot didn’t object on his member plans,
instead he goes with the flow about it. We have also unity of direction. The members of the
organization should jointly work toward the same goals. It is imperative for an organizational
member to accomplish the organizational objectives with togetherness. I can say that the staff of
Elliot did their best to accomplish their objectives properly and with unity. And lastly is the
Esprit de corps which tells about that organizations should strive to promote team spirit and
unity. In this specific situation, I can tell that there is a team work not only between the staff but
also between the staff and the leader. This is one way of introducing a better kind of organization
for each of them is open for suggestions and corrections.

The third situation was also at the Mountain Home (Idaho) Junior High School. As
mentioned above, Ernest Elliot together with other staff of the school conducted end-of-year
meeting. At that meeting, each staff member assigned him/herself to one of a number of
committees. These committees included School Pride, Professional Development, Quiet Room,
Dress Code/School Uniforms, Sunshine, Building Safety, Student Discipline, AYP Progress, and
The First Ten Days of School. Each committee worked very hard throughout the day to
brainstorm and make group decisions that would become staff recommendations for how they
would start and then sustain a new yearlong effort. Systems Management Theory has relation
about this situation. This theory believes that a system is a collection of parts brought together to
accomplish some end goal or objective. The organization’s success, therefore, depends on synergy,
interdependence and interrelations between subsystems. The Mountain Home (Idaho) Junior High School
is composed of a number of committees in which they are appointed for a specific function. They
are typically consisting of member of a larger group. If we relate it to the systems theory, this
committees are the subsystems of an organization (which is the school). These subsystems have
its own functions to work on. Each functions of the subsystems are interrelated and brought
together to accomplish an end goal or objective. It’s like the human body, consists of multiple
components that work harmoniously so that the larger system can function optimally. By
working together, the Mountain Home (Idaho) Junior High School turn into a result of giving of
rewards and incentives for students who were not the frequent fliers (discipline problems) in the
school. The resulting plan is much more focused on positive reinforcement than on negative
consequences, and the hope is that the focus on the positive will serve as a model and motivation
for all students.

And fourth situation is when the teachers in South Harrison Middle School in Lost Creek,
West Virginia have their struggle year for them. Principal Vickie Luchuk explained that the
seventh-grade class that has 35 or more students has issues of students’ apathy, behavior, and
attitude had made the year a rough one. End-of-the-school-year events were the high point of the
year for principal Vickie Luchuck. Those events were the three grade-level awards assemblies at
her school. When plans were finalized for the assemblies just a couple of weeks before they
would take place, one seventh-grade teacher approached Luchuck to tell her the team members
had decided they didn't have enough time or energy to do an assembly it was just too much to
ask them to do. However, Principal Luchuck showed her understanding and concern to her
teachers. By this kind of leadership showed by Luchuck, Human Relations Theory was given
highlight in this situation. This theory was developed by Elton Mayo, who conducted experiments
designed to improve productivity that laid the foundation for the human relations movement. His focus
was on changing working conditions like lighting, break times and the length of the workday. Every
change he tested was met with an improvement in performance. Ultimately, he concluded that the
improvements weren’t due to the changes but the result of the researchers paying attention to the
employees and making them feel valued. The good thing in this theory is that, it gives personal
relationship between the leader and the members. In spite of loaded works, care and concern of the leader
really exist. In the situation, Principal Luchuck can see the fatigue and exhaustion of her teachers. She
never insisted her teacher to work on the end-of-the-year event but she told them that it would be fine if it
is just simple event. This way, the leader showed her sincerity of care to her members. However, the
teacher went way above and beyond Principal Luchucks’s expectations. On the day of the
assembly, each seventh-grade teacher wore school colors, complete with brand new polo shirt.
They prepared a beautiful full-color program for students and parents, and they had some very
special, very thoughtful awards to present. It was quite evident that the teachers put a lot of
thought and time into their choices. Still, they did their work excellently with team work.

And lastly, the fifth situation was when the 20th anniversary year of Principal Brian
Hazeltine’s school, Airdrie Koinonia Christian School in Airdrie, Alberta (Canada). It also
happened to be his 20th and last year as his principal. So, the school's big 20th Anniversary
Celebration had the added dimension of being a farewell to the principal who had led it for that
entire time. Former and current students, parents, teachers, and board members shared great
memories and words of appreciation in person or by video. In this situation, it has seen that the
leadership and the management of Principal Hazeltine is effectively impacted by the students,
teachers, as well as parents. Therefore, it is inferred that Human Relation Theory is what being
highlighted here. As mentioned above, this theory is more personal in nature. The appreciation
showed by the teachers and other people to the principal is an evident that this is Human relation
theory. Principal Hazeltine said, “It was wonderful to hear all the stories of people who have
been positively impacted by the school over the years”. The event was a reminder to Hazeltine
that educators do make a difference and schools can have a profound impact on young people
and their families. Every now and then it's good to stop and celebrate that, added Hazeltine.

All in all, there is no perfect management theory to be applied in our school. All you need
is an effective leader and a wise members to have a better school image.