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Factors In Organisations That Influence Control Styles Management Essay

The success or inability of the business in a certain industry does not depend on how big is the business enterprise. Some companies began only as a small or medium venture but eventually became big and known internationally. No matter how much is your capital, just how many employees have you got or how small or big your office is. What matter is how you will have the ability to make it profitable and exactly how in which to stay the business for long, especially given that there are several competitors in any sort of industry. Big companies definitely not mean they are simply successful because maybe they began with a large capital. Success is a vision of flowing revenue, industry respect so when it draws in customers. And how do we achieve it? Well, the success of the business enterprise depends on the effective management and authority. As the course task implies, I suppose the position of the Senior Administrator in a food/restaurant industry and the job entails me to apply concepts of management and management in my own management situation.

The Management Benchmarks Centre state governments that the key reason for management and authority is to 'provide path, facilitate change and achieve results through the useful, creative and liable use of resources. These purposes are analysed as providing course, facilitating change, attaining results, meeting customer needs, dealing with people, using resources and taking care of personal and personal skills ( Armstrong 2004).


The leader - leader's knowledge and skills can influence the choice of style in command. Just like what other people said, lessons can be best learned through experience and so, as a leader, previous experiences whether good or bad can be utilized as a basis in figuring out which is more effective in choosing a command style.

The group - The group associates' experience levels, their maturity as it pertains to work attitudes and the group's size can also impact control style. Supervising a huge group will never be an issue if the subordinates are motivated and way will depend on this group.

The situation - control style also depends on each situation. The nature of task, time constraint, environment and other external causes can also effect like if there are target dates, the first choice can choose a strategy that will fit the need to meet the timeline.

Working with a global company means you will be assigned to some of its branches and will be handling different types of men and women with different personalities, culture and action. Being the Older Director, styles that effectively proved helpful in the past experiences will be studied under consideration in choosing the leadership style to accomplish control goal. Since I am going to decide on this matter, I am going to initially see my staff, how are they as a person, their tendencies and attitude towards work, what their special skills are and how they respond into different situations. Can these folks perform well independently or they want meticulously monitoring and specific instructions even in small jobs? From there I can create a plan on how to control them and what command style to utilize to be able to lead them into a much better and better management.


There are different leadership styles you can use to provide path and motivate people. The three major styles are the following:

Authoritarian or autocratic

Participative or democratic

Delegative or free reign

Typically, factors from the inside and beyond the organization can immediately or indirectly impact the decision of control styles. For me, participative style where in fact the employees can also be involved in the decision making process works well, but of course, I as Senior Supervisor maintains the final decision making expert. It's important they are involved because we have to work as a team and if indeed they feel that they are part of the decision making even in only a tiny way, I could build an effective working romance with them. This style with participation from the subordinates is important because their ideas and ideas can help increase the team's performance. It can bring out the best in a team to ensure self applied development, positive communication, command skills and the capability to work closely collectively as a team to solve problems. In addition, it stimulates employees to grow face to face and be promoted.

If authoritarian or autocratic style will be utilized, some employees usually misinterpreted it as bossing people around which will make a distance between the leader and its own followers though we should also take notice that situations will vary. What you do in a single situation won't always work in another. You must use your common sense to choose the best course of action and the control style needed for each and every situation.


Herzberg's Motivation-Hygiene Theory (Two Factor Theory)

To determine factors that caused satisfaction or dissatisfaction within an employee's work environment also to better understand worker attitudes and determination, Frederick Herzberg performed studies for these. Also contained in these studies is interviewing about what satisfied and displeased in their work. He found that triggering job satisfaction were not the same as triggering job dissatisfaction. He developed the motivation-hygiene theory to make clear these results.

The following table presents the top six factors causing dissatisfaction and the top six factors creating satisfaction, listed in the region of higher to lower importance.

Factors Impacting Job Attitudes

Leading to Dissatisfaction

Resulting in Satisfaction

Company policy


Relationship w/Boss

Work conditions


Relationship w/Peers



Work itself




Objectives and seeks of the a food chain restaurant business are not only to sell to generate profits and make money, they are to increase as a business to be always a worldwide business or simply to open up more restaurants surrounding the world to provide good service to customers and constantly deliver superior quality and value in products and services. As the Senior Manager, I'd like my subordinates to build up habits that drive business success therefore i need to inspire and encourage them and present them an obvious and exciting eyesight of achieving goals and goals. With regards to leadership model, it can help us to comprehend what makes leaders act just how we do and here are approaches that market leaders may use to effectively achieve incredible results.

All the work and hard works of an employee should be regarded for them to believe that it is all worth it. Recognition can provide them more motivation to do better and to continuously innovate in order that they will be given an award or reward each time they have remarkable achievements and special achievements. It gives them moral and religious support acquiring such recognitions and stimulates them to do more. Ongoing training seminars and trainings on all employees are also needed for their advancement. Performing trainings on effective selling and quality service should be effected every year to improve their knowledge and improve their personality as well. A job done well and reaching the team's goal means an accomplishment on both the head and his enthusiasts.


Operation Management has a major role within an organisation. The reason or goal includes the production of goods and/or services. To perform this, there must be plans about how to do it and apply them, convert them into outputs and send out them to their intended users. This procedure embraces all activities necessary to deliver and create goods or services to customers.

According to the Operational Research Modern culture: Operational Research (OR), also known as Operations Research or Management Science (OR/MS), numerical, computer models, or other analytical strategies are being used to find ways about how to do the operations effectively.

After implementation of all the plans, we may use the 360 degree opinions to ensure that the programs and recommendations are being adopted. The goal of feedback, whether it is purely for development or as part of a performance appraisal process, will effect execution decisions.

A mystery customer survey may be used to check if the employees are undertaking their task according to the implemented rules. An anonymous person will act as a regular customer and can rate the service of the employees in line with the behaviors which relate with real job performance. With these, since the employees are aware that at anytime, anybody from the clients could possibly be the mystery client who'll rate them, there will always be a conscious effort on the part to do their finest to every customer which eventually can become a good habit and comes out normally. Greeting the clients good morning, good day and giving many thanks with a giggle is a big element in this survey. That they service the customers, the turn-around-time and over-all job performance including the clean environment are some of the requirements of the secret client survey to check on feedback.


Leadership and management isn't just a technical discipline. A big part of the role consists of building effective working relationships with a complete range of men and women and sometimes in challenging circumstances. Providing good products and quality service is a team work. The success of the branch is also the success of everyone. A mistake of 1 employee can mirror as mistake of the company all together, so, it is vital to make effective and effective use of your team's knowledge and skills while planning work aims in order to produce a sound management. Pascale (1990) composed that successful companies can use conflict to remain in advance: 'we are almost better provide when issue is surface and channeled, not suppressed. ' The quest for teamwork shouldn't lead to a 'bland' local climate in an group in which nothing at all new or challenging ever before happens. Leaders learn how to make people function in a collaborative fashion, and the way to motivate them to excel their performance. Leaders also learn how to balance the average person team member's goal with the purpose of producing synergy as an result that surpasses the sum of individual inputs. Market leaders require that their team members forego the quest for personal best in concert with the team work. Waterman (1988), noted that team work requires people to pull alongside one another towards a couple of goals or beliefs.

My employees have their own different skills, the cashiers, chef, waiters and waitresses and all the staff which they can talk about and add in delivering quality service to your customers. Even simple things such as ideas on what they will do to make a nice ambience to work with as well as for our customers to have are a huge role in the business's work objectives. An idea of each employee when all combined mutually can effectively send us to where we really wished to be in this business.

According to Armstrong (2004), competence is approximately knowledge and skills - what folks need to find out and be able to do to carry out their work very well. Knowledge and skill necessity (anticipations) can be agreed simply by speaking about with individuals what they need to know and also do with regard to each of the key job areas in their job.


One of the major obstacles to delegation is the manager's understandable anxiety that things cannot be done well if others will do the work and if they don't undertake it themselves. This sense of not trusting other people's skills and capacities became barriers in delegation of works in particular when there are stresses scheduled to timelines and deadlines. Leaders sometimes sensed the pressure that subordinates may not do the jobs correctly and with time so might as well get it done themselves. Approximately they want to delegate some tasks or jobs, they thought that it will be easier for them to get it done than delegating, entering details and monitoring at the same time if subordinates are doing the right thing (McCrimmon 2007).


An effective director should delegate to be able to build up the subordinates and an overload of work could drive professionals to delegate especially when there are timelines and deadlines. Delegating works will also serve as an exercise surface for the employees in controlling certain tasks and can improve their decision making functions by using span of the administrator. Since each worker has their own skills and field of expertise, a manager should know the correct person whom to give the duty or assignment specially when the job requires special competence. Targets and productivity should be plainly defined and you will see a delegated person in each team like in your kitchen, inventories, deliveries, crews and services allocated to make certain that objectives will be attained.


Effective professionals are those who focus on learning and utilizing management techniques that lead to increased productivity, efficiency, efficiency, and client satisfaction and employee development. Among the effective management techniques that can be used to monitor benefits of delegation is by instruction.

According to Brounstein (2002), mentoring a team means focusing on two levels: the group level and one on one. That means shaping the talents of individual associates and then installing them along in a robust single product - the team. Managing a team requires the use of a certain set of skills that you may well not have needed much when you were responsible for a department of amiable and cooperative but fundamentally independent workers. If you want to become a highly effective team leader, you have to make adjustment, too. Many professionals make an effort to be good bosses. They assert themselves and have good control over their groups. Which different functions and compares in ways a coach of your team handles them and the responds of the boss in a work group. First, in communication with the staff, decision making, planning, control and responsibility to the group as a coach of team they have a two-way relationships, the team will involve in the problems and they pushes accountability so that associates discuss in what affects the team all together. In the other-hand as a employer in a work group they have more one-way interactions, makes most decisions and they are responsibility for the group. Second in their final results as a coach they have to concentrate on the performance results while manager focused on the business. Third, with instruction the trainer frequent on giving feedbacks, clarifies direction, gets resources and the boss guide more by telling people how to proceed. In this case it is much better to become a coach rather than to become a boss.

Teams need leadership to develop and perform, but managers who are assimilated in the work and control it with much hand aren't providing the management that teams need. Their work lessens teamwork and heightens dependency - the opposites of what you would like to accomplish in managing a team.

Another strategy is Monitoring Worker Performance. Being a Senior Manager, I still need to check on if the mark goal in those specific areas has been reached. I need studies from the delegated people so I can verify the result since the process in hand is critical in the success of the business enterprise. Monitoring is a process that is completed by the supervisor continuously, with employee evaluations occurring frequently. As professionals execute a continual monitoring process, it becomes possible to document performance that matches expectations, as well as performance that comes below anticipations of the organization. Manager reviews then provides the chance for ongoing improvement.

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