Masters in Criminal Justice Management ~ 1

A.Exquisite
Aug 7, 2024
15 min read

Updated: Aug 8, 2024

x AALiYah

Organizational Behavior

week 1 objectives:

Management
Management Theories
Research

discussions on organizational theory.

introduction to organizational management.

class objectives included discussion of theories and research practice exercise.

excerpt on my additions to the discussion:

"Administrative Management

The 2015 article begins with defining its key point, “organization,” as, “An organisation can be defined as a group of people who collectively undertake certain actions such as planning, arranging, coordination, structuring, administration, organizing, management, logistics, and the like, in order to achieve a pre-determined goal. An online business dictionary (www.businessdictionary.com) affirms that the word organisation is synonymous with words such as: firm, business, company, institution, establishment, corporation, etc. Hence, an organization can be a business or a government department. In other words, organisations can be private or public; small, medium or large-scale; profit or non-profit oriented. They can also specialize in different endeavours such as manufacturing, repackaging, sales, services, and so on. Library and information centres, as distinct departments of government and non-government institutions, are prime examples of service providing organisations.” (Uzuegbu, C., 2015 pg 2). The article continues through examining Fayol’s 14 Principles of Management using libraries as its target of application. “Administrative Management Theory: Henri Fayol in the early 1900s and is considered to be highly relevant even today. Fayol created fourteen principles which he believed outlined the basis for strong and successful companies. It is important to know that Fayol agreed with many of Taylor’s ideas and ideologies, however, the main difference is that Taylor focused on the process of completing the work most effectively, and Fayol focuses on the organizational structure of a company as a whole. Some of Fayol’s principles included a clear division of labor, ensuring each employee had only one direct manager to report to, and a healthy manager-employee relationship. Another important part of Fayol’s administrative management theory is the idea that everyone in a company should be aligned by organizational goals. Fayol believed that organizational structure was vital to the success and productivity of a company.”(Lumen Learning. 2020). Administrative Management Theory is applicable to my field of work as it is the main service offered by my online business of virtual assistance. Providing virtual administrative assistance was the foundation of the company asserting that an administrative department is essential to the success of all business types. Administrative departments create organized structure completing and managing task such as bookkeeping, filing, file/case management, scheduling, data-entry, database management, scheduling, inventory, etc. – all include in the administrative services my company provides. This service assists organizing and improving workflow for businesses ranging from law firms to gymnasiums to universities to real estate professionals to health facilities to farmers markets to spas and more as examples of potential clientele.

In conclusion, this article refers to the 14 Principles of Management: Division of Work, Authority, Discipline, Unity of Command, Unity of Direction , Subordination of Individual Interests to Organisation’s Interests, Remuneration, Centralization, Scalar Chain, Order, Equity, Stability of Personnel Tenure, Initiative, Esrit de Corps (Enthusiasm and Devotion). It tables the implication in today’s library and information centers for managers using each of Fayol’s Principles. The article recommends these principles as guides for managers seeking organizational success.

References

Lumen Learning. (2020). Organizational behavior and human relations. https://courses.lumenlearning.com/wm-organizationalbehavior/

Uzuegbu, C. P., & Nnadozie, C. O. (2015). Henry Fayol’s 14 Principles of Management: Implications for Libraries and Information Centres. Journal of Information Science Theory & Practice (JIStaP), 3(2), 58–72. https://doi.org/10.1633/JISTaP.2015.3.2.5

Posted:

Xxxxxxxxxxxxxx Management

AaliYah O posted Feb 14, 2024 3:11 PM

The 2015 article begins with defining its key point, “organization,” as, “An organisation can be defined as a group of people who collectively undertake certain actions such as planning, arranging, coordination, structuring, administration, organizing, management, logistics, and the like, in order to achieve a pre-determined goal. An online business dictionary (www.businessdictionary.com) affirms that the word organisation is synonymous with words such as: firm, business, company, institution, establishment, corporation, etc. Hence, an organization can be a business or a government department. In other words, organisations can be private or public; small, medium or large-scale; profit or non-profit oriented. They can also specialize in different endeavours such as manufacturing, repackaging, sales, services, and so on. Xxxxxxx xxx xxxxxxxxxxx xxxxxxx, as distinct departments of government and non-government institutions, are prime examples of service providing organisations.” (Xxxxxxx, X., 2015 pg 2). The article continues through examining Xxxxxxx XX Xxxxxxxxxx xx Management using xxxxxxxxx as its target of application. “Xxxxxxxxxxxxx Xxxxxxxxxx Xxxxxx: Xxxxx Xxxxx in the early 1900s and is considered to be highly relevant even today. Xxxxx created xxxxxxxx xxxxxxxxxx which he believed outlined the basis for strong and successful companies. It is important to know that Xxxxx agreed with many of Xxxxxxxx ideas and ideologies, however, the main difference is that Xxxxxx focused on the process of completing the work most effectively, and Xxxxx focuses on the organizational structure of a company as a whole. Some of Xxxxxxx xxxxxxxxxx included a clear division of labor, ensuring each employee had only one direct manager to report to, and a healthy manager-employee relationship. Another important part of Xxxxxx xxxxxxxxxxxxxx xxxxxxxxxx xxxxxx is the idea that everyone in a company should be aligned by organizational goals. Xxxxx believed that organizational structure was vital to the success and productivity of a company.” (Xxxxx Xxxxxxxx, 2020). Xxxxxxxxxxxxxx Xxxxxxxxxx Xxxxxx is applicable to my field of work as it is the main service offered by my online business of virtual assistance. Providing virtual xxxxxxxxxxxxxx assistance was the foundation of the company asserting that an xxxxxxxxxxxxxx department is essential to the success of all business types. Xxxxxxxxxxxxxx departments create organized structure completing and managing task such as bookkeeping, filing, file/case management, scheduling, data-entry, database management, scheduling, inventory, etc. – all include in the xxxxxxxxxxxxxx services my company provides. This service assists organizing and improving workflow for businesses ranging from law firms to gymnasiums to universities to real estate professionals to health facilities to farmers markets to spas and more as examples of potential clientele.

In conclusion, this article refers to the XX Xxxxxxxxxx xx Xxxxxxxxxx: Xxxxxxx xx Xxxx, Xxxxxxxxx, Xxxxxxxxx, Xxxxx xx Xxxxxxx, Xxxxx xx Xxxxxxxxx, Xxxxxxxxxxxxx xx Xxxxxxxxx Xxxxxxxxx xx Xxxxxxxxxxxxxx Xxxxxxxxx, Xxxxxxxxxxxx, Xxxxxxxxxxxxxx, Xxxxxx Xxxxx, Xxxxx, Xxxxx, Xxxxxxxxx xx Xxxxxxxxx Xxxxxx, Xxxxxxxxxx, Xxxxx xx Xxxxx (Xxxxxxxxxx xxx Xxxxxxxx). It tables the implication in today’s xxxxxxx xxx xxxxxxxxxxx xxxxxxx for managers using each of Xxxxxxx Xxxxxxxxxx. The article recommends these xxxxxxxxxx as guides for managers seeking organizational success.

Post 2: response 1

Theory: Humans Relations Management

Review Analysis:

· This posts successfully selects the position that compensation does not affect employee performance, rather, prioritized wellbeing does.

“Elton Mayo believed that all early management theories only focused on how money affects employee performance. To test his theory, he began a study at Chicago’s Western Electric Hawthorne Plant in the 1920s and 1930s and created his own management theory based on his findings which are more commonly known today as The Hawthorne Effect. The initial goal of the The Hawthorne Study was to determine how changing the lighting would or would not affect employee productivity. They began the study with a small group of employees who they interacted with throughout the process. The study found that regardless of how they changed the lighting, productivity increased.” (Lumen Learning, 2020).
The articled featured in this post, references McGregor’s X&Y Management Theory for contrast, similarity, and crossover purposes.
“Research approach and Finding: The study adopted literature and observations as a research approach, while theoretical analysis was employed to interpret and make sense of HRTM. The analysis was considered from its evolutionary point of view; the development of Human Relation Theory of Management, the contributions of Jacob Moreno's stoichiometry and McGregor's Theory X and Y.” (Omodan, B. I., 2020).
"Based on his observations in the 1950s and 1960s, Douglas McGregor developed the X&Y Management Theory, by arguing that all managers can be grouped into two categories. Theory X explains that managers have a negative view of their employees and believe that employees need to be forced or coaxed into working. Theory X Managers tend to micromanage with the belief that employees will not motivate themselves to complete their work. This theory can be linked back to the scientific management theory and its focus on output above employee development and input. Theory Y Managers believe that employees are inherently motivated to work. Theory Y managers value the importance of helping their employees to thrive by providing opportunities for learning and development. Theory Y is focused on the idea of team versus independent work. McGregor argued that a team environment paired with an emphasis on individual professional development produces better results and a healthier work environment." (Lumen Learning, 2020).

AaliYah's Response:

Human Relations Management Theory vs Administrative Management Theory :

This article applied Human Relations Management Theory to universities, my posted article applied Administrative Management Theory to libraries. The analysis of this selected management theory’s article emphasized inclusive decision-making; my posted article included solely administrative managers taking part in decision-making. Both posted articles included goals of efficiency, effectiveness, and delegation. Both posted articles also used education related institutions and organizations.

The application of Human Relations Management Theory to the personal field of work seems to be positive and realistic, with statements such as, “…I recognize that my mood can influence others and vice verse..,” and, “As I have been able to learn, the core foundation of any entity lies in its people and if people and their wellbeing are prioritized…” My application of the Administrative Management Theory to my field of work architectures solid foundations, impacting all types of businesses.

It is likely that I had taken this discussion assignment too literally – redacting keywords to my article simultaneously leaving enough quotation visible to research – as I read this post, I was still able to sharpen my research skills as I found this article in [the] library. Redaction is used in my field of work in order to protect confidential and sensitive information of clients and cases, and so this is a learning moment for me to switch over into student-mode while still accumulating lessons to implement in my evolving business practices. I wonder if my business mentality will make it a bit too challenging a task for blooming researchers to take a swing at, although my intent is balance. I must say the work of redacting does feel like an extra mile, so this also helps me see that is a service worthy of business providing.

Article:

Omodan, B. I., Tsotetsi, C. T., & Dube, B. (2020). Analysis of human relations theory of management: A quest to re-enact people’s management towards peace in university system. South African Journal of Human Resource Management, 18(1), 1–10. https://doi.org/10.4102/sajhrm.v18i0.1184 (Theory: Humans Relations Management -- Organizational Theory Part 1 - Estefania Quintero)

References:

Lumen Learning. (2020). Organizational behavior and human relations. https://courses.lumenlearning.com/wm-organizationalbehavior/

Post 3 Response 2

Theory: Scientific Management

Review Analysis:

· This posts successfully selects the position that machine use for maximized productivity has an effect to dwindling of individuality or humanity in the workplace.

o “Taylor’s Scientific Management Theory was completely centered around establishing the maximum level of productivity for every task.” (Lumen Learning, 2020).

" Frederick Winslow Taylor developed and published his Scientific Management Theory in 1909. At its core, scientific management theory believes that it is vital to find the most effective way to complete each and every task, no matter how small." (Lumen Learning, 2020).

The articled featured in this post, emphasizes the human-factor being considered and prevalent while maximizing productivity.
“In the controversy that broke out in 1911 over Frederick W. Taylor's scientific management, many critics contended that it ignored “the human factor” and reduced workers to machines. Psychologists succeeded in positioning themselves as experts of the human factor, and their instruments and expertise as the necessary complement of Taylor's psychologically deficient system. However, the conventional view that the increasing influence of psychologists and other social scientists “humanized” management theory and practice needs to be amended. Taylor's scientific management was not less human than later approaches such as Human Relations, but it articulated the human factor differently, and aligned it to its own instruments and practices in such a way that it was at once external to them and essential to their functioning. Industrial psychologists, on the other hand, at first presented themselves as engineers of the human factor and made the human mind an integral part of management.” “We are not mere machines; we are human beings, and protest against being discussed and considered as coequal with machinery.” Duncan ([ 8] , p. 383)“The human factor cannot be ignored in the industries.” Frey ([ 12] , p. 300)” (Derksen, M., 2014).
“The introduction of technological thinking to shop management by Frederick W. Taylor spurred the articulation of what was sometimes called “the human factor.” Taylor's inclusion of workers in the ambit of his scientific management—the exact way they performed their job; how they worked together and with their machines; how, when, and how much they were paid—raised the question whether one could treat people on a par with the machines in the shop, as Taylor appeared to be doing. To bolster their position, proponents as well as critics of scientific management formulated ideas about the human factor, and in particular about what makes people different from or similar to machines. Although the debate was at times almost philosophical, the point was always practical. How should men and machines work together? Are workers becoming the “living appendages” of machines, as Marx had said?” (Derksen, M., 2014).

AaliYah’s Response:

It was a challenge for me to locate this article. I found that I had positively recognized the theory of management, but every time I searched the theory in [the] library, it populated many other articles and never this one. It was not until I reread this post on the article and keyed in on its mentioning of robotic machines, that I realized how my first response post dealt with Human Relations Management and how this post seemed to exclude humans. With adding the keyword, “human,” to my search, I was finally able to locate the article. Further, and interestingly enough, while writing this response, I was prompted to research the definition of, “robot,” it being, “a machine resembling a human being and able to replicate certain human movements and functions automatically; a machine capable of carrying out a complex series of actions automatically, especially one programmable by a computer.” (New Oxford American Dictionary Version, 2023). The latter of the definition being the common thought of this bot-machine, but the first part of the definition really stuck out to me. Because, my first thought would be like Artoo from Star Wars, or a desktop computer, a clothes washer/dryer, a vacuum, coffee/tea maker, or a cell phone. But where have we seen a machine resembling a human? Perhaps See-Threepio as humanoid, but to add skin… hmmm. If maximizing productivity is the goal, what of aesthetic? Aesthetic, defined as, “concerned with beauty or the appreciation of; giving or designed to give pleasure through beauty.” (New Oxford American Dictionary Version, 2023). So, I ponder further of the intent behind the goal and at what point is Taylor’s Scientific Management Theory applied, and at what point is something else at play? When we think of organizations, the initial thought is of educational institutions and so forth, but there are other forms of business organizations that are not as moral as the simplicity of a college/university, a grocery store, the post office, a restaurant. Indeed, how common it is nowadays to see bots at stores, but with so many games, movies, and shows out about the first definition, could Taylor’s Scientifc Management Theory be used to construct a town, city, country... a matrix world? Like Rollercoaster Tycoon, Westworld, or They Live. I enjoyed this post about this article as it made me think, and that is something I enjoy doing. Basically, I don’t think it would be hard to use these theories for reprobated and secret organizations.

The only application of this theory to my field of work is the use of devices such as laptops, desktops, tablets, smartphones, and app and software. These tools have done well with managing and growing productivity for each task. CRMs do well with Administrative Management productivity with delegation and record of each and every task. Automation is an appreciated feature as well. I’ve not explored machines such as Alexa or the like, and I’ve not taken the time to consider a bot with the God-form (allah): arm, leg, leg, arm, head. I find beauty in the external of things matching the internal of them. For something to take this form on the outside, and be comprised of wires or other beings on the inside, is not beauty, to me. Beauty is in being yourself, which is also very freeing. They say beauty is in the eye of the behold, and behold I see beauty in all appropriate forms, not in the falseness of something trying to or designed to imitate me.

Article:

Derksen, M. (2014). Turning Men into Machines? Scientific Management, Industrial Psychology, and the “Human Factor.” Journal of the History of the Behavioral Sciences, 50(2), 148–165. https://doi.org/10.1002/jhbs.21650 -- (Robots in the Workplace? Nicole Lowery).

References:

X
Lumen Learning. (2020). Organizational behavior and human relations. https://courses.lumenlearning.com/wm-organizationalbehavior/
New Oxford American Dictionary Version 230 (294) (2023). Aesthetic. Apple Inc.
New Oxford American Dictionary Version 230 (294) (2023). Robot. Apple Inc.

Post 4, Response 3

Theory: Human Relations Management

Review Analysis:

· This posts successfully selects the position that talent management is needed for organization productivity.

o “Command: select and lead workers” (Lumen Learning, 2020).

" The Hawthorne studies showed that people’s work performance is dependent on social issues and job satisfaction.." (Lumen Learning, 2020).

The article featured in this post, emphasizes the need for accurately hiring employees with the skills matching the position.
“Due to the current global economic situation, jobseekers in employment market has increased worldwide, but there is still scarcity of talent in different countries and sectors which leads to increasing problem of “Talent Mismatch”.As today’s corporate world requires a person with multitasking skill, talent acquisition is becoming very difficult. As a result, it is more challenging to find the ‘right’ person for the job.” (Hyde, A. M., 2021).
“It is difficult to acquire the right talent. Talent should fulfill job requirement and should be able to achieve goal of the organization. Today, job market in the world is facing the problem of “Talent Shortage” [i.e. talent not matching job’s skill or requirement]. There is no combination of demand and supply of the right talent.” (Hyde, A. M., 2021).

AaliYah’s Response:

The seeking of talent is constantly expressed in the article. Talent is defined as, “natural aptitude or skill.” (New Oxford American Dictionary, 2023). The writer of the article points out the demand for skill specific employees as opposed to general hiring and training. It is less pressure on everyone involved in filling a position if the employee is matched with tasks that they have the natural ability to complete. To hire someone who is unbalanced, unfair, unjust, and lacks the natural ability to actively listen to presented evidence, seek truth while filtering lies, and assign appropriate consequence would be senseless to place them in the position of a Judge. The same is true for an attorney without credentials, a doctor without ability and desire to heal, gardeners without a passion for vegetation, bankers who are terrible at math, architects with no creativity and subpar design ideas, coaches with no leadership skills, cooks who can’t cook and so forth. Hiring is a major part of an HR department and is relative to my Administrative management. Although the tone in this article is quite clear, it is not a smooth read. This post about the article was a way more enjoyable read. As clear as the objectives are in this article, I do wonder why there is such competitiveness. We have people, who have families, who grow and find their place in the world – whether they take the route to schooling or not – everyone will fit somewhere into some organization. Why is it that there is a large amount of applicants to a small sector of industries, creating this competitiveness? If natural ability is the subject, is there an overpopulation of one type of ability or is it that many are not honing in on their natural ability to instead migrate over into a lane they are not naturally positioned for? For example, majority of people are interested in the music industry. This is a completely saturated field, that many people – if not themselves – know someone who [would] like to pursue this career field. To the point that one would wonder if the entire [world] is to be a musician or something of the like, who will build homes, or properly dispose of sanitation, or be janitors/custodians? Who will coach sports, or enforce justice, or invent innovative technology, or be scientists/physicists? There are so many lanes besides the one or two that you have one traffic jammed lane while the rest remain completely open and abandoned. Could we say that it would be less competitive, making for an easier and accurate matching, if everyone was honest and comfortable with utilizing and enhancing their own natural abilities? This could also be applied to dating: if everyone is looking for their, “one,” (or two or three), wouldn’t it be easier and accurate matching if imposters and liars were eliminated, if people dated to their level and not out of their league, if people recognized and were satisfied with having the exact thing they wanted standing right in front of them?

Article:

Hyde, A. M., & Jain, N. (2021). Study On Impact Of Talent Management On Employees Performance In An Organisation. Turkish Online Journal of Qualitative Inquiry, 12(6), 7657–7671. (Talent Development - Discussion Post Week 1-- Dalia Colon De Rubera)

References:

Lumen Learning. (2020). Organizational behavior and human relations. https://courses.lumenlearning.com/wm-organizationalbehavior/
Hyde, A. M., & Jain, N. (2021). Study On Impact Of Talent Management On Employees Performance In An Organisation. Turkish Online Journal of Qualitative Inquiry, 12(6),7657–7671.(Talent Development - Discussion Post Week 1-- Dalia Colon De Rubera)
New Oxford American Dictionary Version 230 (294) (2023). Talent. Apple Inc.

Post 5, Reference list added to Initial post

Analysis of Discussion Activity for Weeks 1 and 2:

For me, this discussion activity was an exercise to enhance my research skills. Reading classmates’ initial post was practice for reading comprehension and selecting key points to use as clues to find the articles they were completing their summative assessment for. The posts I responded to were well-written, some better than the article they were referencing. I also learned a bit about perspectives, because different people can read the same article and have different or similar takeaways. As for APA, I do very well with this style in the Microsoft Suite, however, I experienced difficulty with having the formatting properly transfer into the reply thread of the discussion webpage. There is no option to select things such as hanging spacing, and so I try to manual apply – which seems to rarely appear to have worked once posted. I am hoping this analysis and the reference list below is kept while posting.

Article for Classmates’ Initial Post Responses:

-- (AaliYah O., in-text citation: (Uzuegbu, C., 2015 pg 2).)

Hyde, A. M., & Jain, N. (2021). Study On Impact Of Talent Management On Employees Performance In An Organisation. Turkish Online Journal of Qualitative Inquiry, 12(6),7657–7671. (Talent Development - Discussion Post Week 1-- Dalia Colon De Rubera, in-text citation: (Hyde, A. M., 2021).)"