The Future of Management (Essay Sample)

The Future of Management
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Part one: The Future of Management
Management constitutes a significant part in the success of an organization. Strategies used in management have been changing constantly as innovation and technology takes center stage in organizational development. Therefore, the future of management largely depends upon technology, innovation, cultural orientation, among other key factors.
Innovation is critical when it comes to the future of management. Management of an organization should not be restricted to the profit motives only. Other considerations such as ethics and professionalism also play a significant role in promoting organizational innovativeness. Therefore, we should be concerned about ways of achieving an organization's innovativeness. Embracing technology of management is the most effective way possible towards achieving innovation (Hamel, 2009). Most organizations will find it easy to embrace innovation in future since most of them have been able to apply new models of doing business with significant success.
Most successful organizations will embrace specialization and sub division of roles as a managerial strategy. Having a small number of employees from every specific department constitutes a manageable group (Hamel, 2009). It is also efficient and effective to execute set targets with ease given small and manageable groups within an organization. Every group will have the freedom to employ and sack employees and the freedom to manage their stock and supplies. This implies that various departments have the incentive for profit making which directly translates to quality customer service. However, the compensation of all the employees across departments will be linked together. Therefore, the management strategy will be more streamlined into achieving collective success rather than having competing interests within the organization. This will be the beginning of innovative management.
Currently, most organizations are inclined towards traditional hierarchical organizational management strategy. The chain of command drops downwards from the directors to the lowest ranked employee. To the contrary, the lowest ranked employee is the one who interacts with customers on daily basis and the one likely to detect changes in customer relations with the organization. Under this context, the only way to ensure that the organization is running smoothly is through effective communication channels. One of the main challenges of the hierarchical management model is that the top management of the organization usually realizes a problem only when the effects of the problem have been felt (Hamel, 2009). This usually disadvantages the organization because it is always too late to find solutions for the problem. A good management model should be the one in which it is easy to identify all the possible avenues of problems. These avenues of problems will then be corrected through the implementation of effective strategies. The future of good management will be hinged upon a management model with a decentralized power of decision making authorities but having a harmonized profit sharing function. Integrity will be critical towards achieving this management model.
Over the past few decades, the model of management has been changing with every slight change in innovation. The advent of industrialization and the outbreak of the two world wars resulted to adoption of a shared management hierarchy between the military and the corporate world. Therefore, with the current speed of technological advancements, the future of management model will be shaped by the ideas spawning from the Internet (Hamel, 2009). The turning point of management will be determined by the extent to which human thought and judgments concerning information and the community will be affected by the technological advancement.
The future management model will be more like an internet business (Hamel, 2009). There will be democracy in management, enhanced transparency, improved integrity and the pressure to achieve efficiency will drive everyone into discovering new models of management.
Another critical dynamic area in the future management model is the aspect of cultural intelligence. This is the awareness of various cultural orientations across different regions in the world (Christiansen & Sezerel, 2013). Cultural intelligence is simply the most fundamental concept of management that every global organization must embrace for it to be successful. As global competition for new and existing markets increases, the need to foster diversity management also increases. Therefore, future of management will ultimately include various aspects of handling multicultural diversity in a dynamic business and organizational context. In fact some of the leading multinational organizations in the world so far have been successful by embracing diversity management. Examples of these companies include PriceWaterhouseCoopers, Coca-cola, Johnson &Johnson, IBM, and Toyota (Christiansen & Sezerel, 2013).
Diversity management includes the diversity of the workforce. As businesses expand beyond their locality towards other ends of the world, the inclusion of an inclusive workforce is critical. Achieving the threshold of innovation necessary to steer an organization into the global heights requires the inclusion of different people in the society. Therefore, organizations will experience the need to hire workers from different social orientations, different age brackets, and the inclusion of people with disability. A diverse workforce is more likely to boost the productivity of the organization since different groups of people will come on board with specific endowments such as creativity and excellent problem solving skills (Christiansen & Sezerel, 2013).
Competent managers will always understand that diversity management will not only focus on the need to include different groups of people in the workforce. Diversity management is not limited to promoting equally in the organization. Rather, diversity management is centered on the organizations profit maximizing function. Managers should always hire diverse groups of people who will add value to the existing pool of employees. The economic incentive of embracing diversity should revolve around the improvement of specific skills in the organization, the development of good policies and bringing good corporate practices into the organization (Christiansen & Sezerel, 2013). All this factors will ultimately increase the organization's competitive advantage in the global market.
Management of a global business organization is complex. Unlike local organizations where managers usually deal with a workforce from a single cultural orientation, a global organization cuts across varied cultures with different perception and interpretation of issues. Therefore, this calls for managers to embrace trans-cultural organizational skills so as to integrate every employee to focus towards the achievement of the same corporate goals. The members of every organizational board will always focus in recruiting and retaining managers who are competent enough to mould different groups of people into a productive workforce (Christiansen & Sezerel, 2013).
Management of trans-cultural people is a big challenge. It requires the development of a common language so as to enhance communication within the members and publics of the organization (Christiansen & Sezerel, 2013). Any failure to be sensitive about the language proficiency among various people will ultimately lead to the failure of the whole organization. It therefore critical for the top management to understand that despite the creativity and talent that comes with a diverse workforce, it is also important to note that any conflict will dictate the downfall of the organization. However, managers of trans-cultural organizations should always strive to tap the talent of every person in the organization (Christiansen & Sezerel, 2013). The fact that there exists a huge talent gap as technology and innovation improves calls for the need to recruit and retain top talents irrespective of their cultural orientations.
The strength and significance of the role of technology will never be underestimated in the future management models. The current century has witnessed immense revolution of many fields including management. This implies that with the current rate of innovation and technological advancements, we should expect more dynamism in the field of management in future. First of all, we have witnessed how the development of mobile and web based applications shaped the way of doing things. Recruitments and management of employees has significantly changed. Application and screening of competent employees is done online through the use of customized recruitment web based Applications cutting the human resource management costs.
Mobile Apps are also best in retaining customers. Given that many people are currently using android mo...