Kaleb Nielsen

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  • Topic: Management, Management by objectives, Peter Drucker
  • Pages : 5 (1663 words )
  • Download(s) : 12
  • Published : April 21, 2013
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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 company, Big K Productions, for a game called “The Movies”. Information:

Management style is very important and a manager’s style can highly influence employees, or talent, to use a term coined from Mr. Larry Henderson. There are several types of management styles: authoritarian-autocratic, collegial (type Y), and type X or lazy. Collegial style management seems to be my preference. I will reference my earlier writings to discuss management style. LeNoble (1993) provides an excellent description of collegial management style when stating, “collegial managers thrive in an environment of partnership building, in which talent is encouraged to suggest and develop ways that will help the entire organization get the job done better or faster” (p. 3). As any manager has to do within a given day however, I have had to adapt my management style to conform to the challenges this game poses. While I have figured out it is better to make the actors happy, I have also discovered that if the actors are not managed in a mainly autocratic style, nothing will get accomplished. It takes a tight rein of an autocratic leader to keep them focused and I have adapted into such for the purpose of this game. In real life the director would use the talents of his star’s and the other actor’s input and also use his producer’s drive, responsibility, teamwork initiatives, and enthusiasm to apply within the group so they are able to grow and thrive within the framework of the collegial style. Within “The Movies” the actors are in their own little world and able to do pretty much as they please. As stated above, the management style that must be used to corral these employees is autocratic. If left to their own devices, they would be drunk in a bar and not contributing to the overall betterment of the film. The collegial management style rewards participation and personal responsibilities of their talent. Candor and expertise are highly regarded; cooperation and collaboration are more important than...
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