Free Management Dissertations - Introduction The Business Environment Today Is Much Different From That
Introduction
The business environment today is much different from that experienced in the past by organisations in terms of their operations. As such then in tandem with these changes the principles of organisational management have been discussed and refined across a variety of issues. Similarly academic concerns with what is best management practice have tended to vary in relation to the rise of large industrial organisations since the 19th century (Sheldrake, 1996). From a managers’ perspective the implications of management theories to a large extent have influenced their attitude and in turn shaped their behaviour in management practice. Mullins (2005) argues that when theory provides a sound basis for management an action is able to be an effective one which means proper theories are those which are able to improve organisational performance. Therefore it is essential to be aware of the development of management and organisational behaviour within the framework of changing forces both in internal and external business contexts.
According to Huczynski and Buchanan (2001) an organisation is a social arrangement for achieving directed performance in pursuit of collective goals. This definition emphasises that people within an organisation interact in order to achieve objectives and in terms of business those objectives are generally geared towards achieving organisational growth. Tsoukas (2000) outlines a realist philosophy in conceptualising organisational behaviour in viewing it as a natural and social arrangement consisting of complicated structures hence the degree to which organisations and their practices are produced by people is a core issue. However within human resource management literature there is the suggestion that the strategic management of human resource is closely linked to organisational performance. Here it can be seen that it is unnecessary to prove the relationship between the management of organisational behaviour and HRM since it is evident that the quality of human resource is critical influence on the successful implementation of strategic policies within organisations (Beardwell, Holden & Claydon, 2004). The contingency approach in understanding organisational behaviour and related management practises suggests that due to continuous changes both internally and externally to organisations there is no best form of management which successful organisations can depend on in a range of situational variables and contexts.
In this vein Burnes (2004) argues that organisational learning which describes the attempts by organisations to become learning organisations is an important element determining organisational capabilities in responding to change.
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