Kaleb Nielsen
Main Purpose
Management Style:
Almost everyone has been an employee at one point in their lives. Most have had managers that were either a positive or negative influence on shaping their work habits; managers that made them want to work harder or, conversely, give up on the tasks that were to be completed. The way a manager leads his employees is sometimes a chosen path and other times entered into at birth. Either way, the attitudes of his employees are a direct reflection of his management style. The effects of management philosophy, styles and priorities and how they impact the behavior of employees, or in this case, actors, will be discussed in this paper.
Key Question:
Is there a right or wrong way to manage employees? With the research I have done thus far in the courses I have completed, I would say the answer is, unequivocally, yes. One aspect of managing employees is their management philosophy. Management philosophy dates back to the World War II days, when a man by the name of Peter Drucker came up with a philosophy called “MBO”. MBO, which stands for Management by Objectives, was created and implemented for General Electric in the early 1950’s. With the help of then CEO Harold Smiddy, Drucker, who was a chief outside consultant, used GE as a test point for MBO. Drucker began to shape up his concept of managing by objectives and self-control,which still exist even today in GE and other companies because of Drucker. This style or concept was a little different than those of his predecessors because others took for granted that the objectives were known, obvious, and given (R.Greenwood, 1981). To Drucker, these activities are the implementation of what he calls the real work of managing: setting objectives and deciding what the business is, what it should be and what it could be. Even though Mr. Drucker came up with this many years ago, it is still applied today and I have been using some of this style to manage my actors within my production
Management Style:
Almost everyone has been an employee at one point in their lives. Most have had managers that were either a positive or negative influence on shaping their work habits; managers that made them want to work harder or, conversely, give up on the tasks that were to be completed. The way a manager leads his employees is sometimes a chosen path and other times entered into at birth. Either way, the attitudes of his employees are a direct reflection of his management style. The effects of management philosophy, styles and priorities and how they impact the behavior of employees, or in this case, actors, will be discussed in this paper.
Key Question:
Is there a right or wrong way to manage employees? With the research I have done thus far in the courses I have completed, I would say the answer is, unequivocally, yes. One aspect of managing employees is their management philosophy. Management philosophy dates back to the World War II days, when a man by the name of Peter Drucker came up with a philosophy called “MBO”. MBO, which stands for Management by Objectives, was created and implemented for General Electric in the early 1950’s. With the help of then CEO Harold Smiddy, Drucker, who was a chief outside consultant, used GE as a test point for MBO. Drucker began to shape up his concept of managing by objectives and self-control,which still exist even today in GE and other companies because of Drucker. This style or concept was a little different than those of his predecessors because others took for granted that the objectives were known, obvious, and given (R.Greenwood, 1981). To Drucker, these activities are the implementation of what he calls the real work of managing: setting objectives and deciding what the business is, what it should be and what it could be. Even though Mr. Drucker came up with this many years ago, it is still applied today and I have been using some of this style to manage my actors within my production
References: Dr. Linda Elder, and Dr. Richard Paul. (2010). Analytic thinking. Dillion Beach, Ca: The Foundation for Critical Thinking. (Dr. Linda Elder, and Dr. Richard Paul Greenwood, R. (1981). Management by Objectives: As developed by Peter Drucker, Assisted by Harold Smiddy. Academy of Management. Retrieved August 9, 2009 From http://www.jstor.org/stable/257878 LeNoble, P. (1993). Power sources and management style. Management Review, 82(12) 47.