Power and Organisations

But this management style does not fit other types of employees. Other types of subordinates prefer their heads or supervisors to be more lenient with them and to allow them room to finish assigned tasked in the best way the subordinate thinks he or she could finish the job faster. The employees feel like human beings whenever their opinions or suggestion and even complaints are taken into account by their superiors.
Alternative Ways of Behaving. Management should apply different styles of management in order to fit each kind of individual employee. Strictness and penalties can be applied to lazy employees and awards and promotion could be given to employees who love to conquer challenges in return for the awards, citations and promotions given. Management could also implement a mixture of strict management policy for some line employees and also implement a soft management stand of giving the employees a wider room to navigate in order for the employees to better accomplish, in terms of quality and quantity, all tasks assigned beforehand to the subordinates (the sales managers, unit managers and the financial advisors) Less strictness will also lessen the subordinates’ resentment or resistance to power imposed on them.
Program Evaluation Review Technique. …
in this case, the financial advisors report directly to the unit managers and the unit managers are loyal to the sales managers who has a very harmonious working relationship with the unit managers and the financial advisors, the sale manager who is revolting against the strict management policy of the general manager has won the hearts and minds of the employees and enticed them to leave the company.
In economics, some people prefer to be insulted and they are willing to swallow their pride and even their person than to resign from the job where they are not happy. This is because they cannot feed their family with their pride. Other persons prefer to resign from a company when their pride is hurt. Still other persons are so strong willed that they confront the management and ask for leniency or a little more space in order for the employee to move around more freely. This space will result to more happy employees and happy employees do better jobs. (Dilworth, 1993)
Some employees, though, will not follow the sales manager’s offer to resign from the company because these types of employees love the strictness being implemented by top management.
Range and Application of theories
In the Critical path management concept, the financial advisor will submit his work to the Unit manger that then does some analysis and interpretation and then gives the final report to the sales manger. The sales manager then gives his sales department’s summary report to the general manager who is strict in this case. If the financial advisor is lazy then the work of the unit manager will lag behind resulting to work delays of the sales manager and the general manager. (Raiborn et al., 1993)
Using exchange theory, the subordinates (financial advisors, unit managers