In today’s modern world that is being characterized by a number of situations that range from political, social, economic, and social-cultural contexts, middle management and managers (MMs) has been emerged very important and crucial to the success or failure of any contextual dimension within an organization. Over the past few years, stable and mature Western markets has entered stagnancy, due to this fact emerging markets has emerged and created attractive opportunities and makes these markets very lucrative to enter. Yet these are the markets are characterized by high degree of turbulence, uncertainty and risks as compared to the former, stable and mature Western markets.
In this paper written for a class assignment I would like to approach the middle management argument from the perspective I have briefly introduced above. For who would like to pursue a career as middle managers in an international arena can find this approach and discussion interesting and helpful.
Some potential benefits have been drawn in the first paragraph; should go along with a set of managerial decisions and challenges that have to be overcome. Starting with the questions of how to deal with uncertainty and high degree of turbulence, and how to develop an appropriate organizational structure to fit and integrate new markets structure. As we have learned one the most efficient ways to deal with the uncertainty is to be agile. In this sense organizational structure/body carries vital importance, needless to say less hierarchic, more flat, organic, dynamic and decentralized organizations will respond to change and uncertainty more effectively and efficiently than centralized and mechanistic organizations. Having the competent MM in the right place within the organization will gain and maintain the organization needed flexibility by closing the gap between head and foot of the organization by strengthening the internal communication, and will ease the stress of uncertainty and high degree of turbulence upon the top management by taking responsibility of making important as well as urgent managerial decisions by themselves. Today’s hectic business has made it clear that MMs are the vital parts of the organization whenever change initiatives that organizations have targeted McNamara (2008) views indicate that planned change occurs when leaders in the organization recognize the need for a major change and proactively organize a plan to accomplish the change. I believe that in the process of change middle managers are getting quite an important role or should take since they are actual implementers of change (Balogun, J., 2003).
To conclude, I do believe in the importance of MMs for the aforementioned fact that since they are much closer to the lower employees and customers and maintain the internal communication; needless to say they are personally more aware of the issues going on within the company which may possibly affect the company in the long run.
In this paper written for a class assignment I would like to approach the middle management argument from the perspective I have briefly introduced above. For who would like to pursue a career as middle managers in an international arena can find this approach and discussion interesting and helpful.
Some potential benefits have been drawn in the first paragraph; should go along with a set of managerial decisions and challenges that have to be overcome. Starting with the questions of how to deal with uncertainty and high degree of turbulence, and how to develop an appropriate organizational structure to fit and integrate new markets structure. As we have learned one the most efficient ways to deal with the uncertainty is to be agile. In this sense organizational structure/body carries vital importance, needless to say less hierarchic, more flat, organic, dynamic and decentralized organizations will respond to change and uncertainty more effectively and efficiently than centralized and mechanistic organizations. Having the competent MM in the right place within the organization will gain and maintain the organization needed flexibility by closing the gap between head and foot of the organization by strengthening the internal communication, and will ease the stress of uncertainty and high degree of turbulence upon the top management by taking responsibility of making important as well as urgent managerial decisions by themselves. Today’s hectic business has made it clear that MMs are the vital parts of the organization whenever change initiatives that organizations have targeted McNamara (2008) views indicate that planned change occurs when leaders in the organization recognize the need for a major change and proactively organize a plan to accomplish the change. I believe that in the process of change middle managers are getting quite an important role or should take since they are actual implementers of change (Balogun, J., 2003).
To conclude, I do believe in the importance of MMs for the aforementioned fact that since they are much closer to the lower employees and customers and maintain the internal communication; needless to say they are personally more aware of the issues going on within the company which may possibly affect the company in the long run.
References:
Balogun, J., (2003) From Blaming the Middle to Harnessing its Potential: Creating Change Intermediaries, British Journal of Management, vol. 14, 69-83.
McNamara, Authenticity Consulting Charter. Toronto, 2008.
No comments:
Post a Comment