PRESENTATION ON

MANAGEMENT
PERSPECTIVE ON GE

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GENERAL ELECTRIC CASE

The case information the singular role played by GE in

Development of modern practices . Ideas build at GE prImate
the field of operations management and strategic management..
WHICH OF GE’S MANAGEMENT INNOVATIONS
SEEM TO DRAW UPON A BEHAVIORAL
MANAGEMENT PERSPECTIVE?

In 2013 Griffin explain that the classical management perspective consists of the scientific
and the administrative approaches strategy. The scientific approach primarily focuses on a
way to improve the production and efficiency workers, while the administrative approaches
deals with improving the organisations as a whole..
GE employed both aspects of this class management perspective from the 1950s to the 1980s. When the
company centralised decisions making with the advent of their “blue book” which essentially governned
managerial methods for three decades.
HOW DOES THE CONTINGENCY PERSPECTIVE EXPLAIN THE
MANAGEMENT CHANGES THAT GE HAS MADE OVER THE YEARS?

In the beginning, GE focused on centralized decision making. It also developed the

famed “Blue Books” that rigidly outlined every move managers make. The contingency
perspective
adopts the basic idea that one size does not fit all and that the situation or the context is
important . Thus, as the business world changed over time, GE,s management ideas
focused on employee empowerment, autonomy, and flexibility ideas that were at the
other end of the pendulum compared to their earlier ideas.
WHAT WAYS DOES THE CHANGE IN GE
APPROACH TO MANAGEMENT?
A constant factor in today’s increasingly global business world is change. New technologies
bring new innovationsand new markets emerge. A wealth of opportunities await those
organisations able to respond positively to this changing environment . But any suggestions
that change is in the offing will go down like the proverbial lead balloon within many
companies in such organisations any perceived threat to the status quo is invariably met
with mistrust and resiatance.performance and commitment levels plunge
accordingly,creating a lose situation all around. It does not have to be like this. When
implemented and managed properly,change can prove the catalyst for significant
development and growth at both individual and organizational level.
•Do you have any questions?
Thank you