The Strategy of Structure: Architectural and Managerial Style at Alcoa and Owens-Corning

2011 ◽  
Vol 12 (4) ◽  
pp. 863-902
Author(s):  
Stuart W. Leslie

The Alcoa Building (1953) and Fiberglas Tower (1969) exemplify “architecture parlante”, literally buildings that speak of their function and meaning. They said—in steel, aluminum and (fiber)glass—this is who we are; this is what we do; this is how we do it. They provided prestige, visibility, and a sense of collective identity. Alcoa and Owens-Corning intended their signature buildings as larger than life advertisements for their signature products. The executives who commissioned them also expected the buildings themselves to reflect, and reinforce, new management styles. In the early 1990s, Alcoa and Owen-Corning commissioned new headquarters buildings that reflected a new management style thought to be appropirate for an emerging era of the flat organization and the ‘networked corporation’. Like their predecessors, these buildings sent an unmistakable message about management priorities. The buildings – outside and in – helped bring the organization, and the organizational chart, to life, both symbolically and pragmatically. Read carefully, a signature building can be a revealing corporate memoir.

Author(s):  
Zahra Gholami

<p>The present study was aimed to examine the effect of relationship-oriented and task-oriented management styles on organizational atmosphere in Tehran's high schools in 2016. Research method was practical in terms of objective; and it was survey-descriptive in terms of data collection. The statistical population consisted of all high school managers in Tehran, from which 322 individuals were selected as sample size, using Cochran Formula and Stratified Cluster Sampling Method. Data collection was done based on Halpin and Croft's Organizational Climate questionnaire, and Bardtz and Matenkas's management Style questionnaire. After collecting the questionnaires, data were examined and analyzed using Structural Equation Modeling method and Smart PLS software in two sections: 1) measurement model and 2) structural section. In the first section, technical features of the questionnaires included reliability, convergent validity, divergent validity, which were examined through PLS. In the second section, the software's significance coefficients were used for examining research hypotheses. Finally, findings approved of the effect of relationship-oriented and task-oriented management styles on organizational climate in Tehran's high schools. </p>


2021 ◽  
Vol 14 (1) ◽  
pp. 170
Author(s):  
Zuzana Birknerová ◽  
Ivan Uher

The objective of our investigation was to verify a questionnaire’s suitability in identifying managerial competencies concerning managers’ personality characteristics. Methods: For the content validity of the questionnaire assessment of managerial competencies (AMC23), we investigated its coherence with the appraisal of the management style methodology, i.e., managerial grid (MG), with correlation analysis. The existence of statistically significant relationships between the assessment of managerial competencies and managers’ personality characteristics was determined using Pearson’s correlation coefficient concerning the BIG-5 model. Results: In total, 573 managers participated in this study. Our examination concludes that motivational competencies correlated positively with the compromise and cooperative style; performance competencies with the competitive and cooperative style; and social competencies with the cooperative, adaptive, and compromise style. Not least, target competencies positively correlated with the competitive and cooperative style. Further, neuroticism negatively correlated with social managerial competence, extraversion, and openness to experience, which positively correlated with motivational and target competence. Friendliness was positively associated with social competence, and diligentness positively correlated with motivational, performance, and target competence. Conclusion: We determined significant correlations between managerial competencies (AMC23) and managerial style (MG). Our findings might have implications for further investigation and the development of more comprehensive instruments to assess managerial competencies in connection with managers’ personalities. We point out the need for further research to verify, improve, and constitute a model that further elucidates and explains managerial competencies.


2020 ◽  
Vol 5 (1) ◽  
pp. 36 ◽  
Author(s):  
Ebere Chika JOHN-EKE ◽  
John Kalu EKE

Purpose: This study examined the influence of strategic planning and crisis management style in an organization.Methodology: The approach adopted is theoretical because it was assessed based on extant literature.Findings: The result of the findings revealed that strategic planning enhances management of crisis. Also, any crisis management style applied at a given catastrophe will determine if the destruction will be minor or major disaster. Lastly, organization that employs strategic approach to crisis management style will be pro-active in managing crisis.Recommendation: for any organization to seal through crisis with minimal loss, they should incorporate strategic approach to crisis management and also put in place strategic/crisis management team that will be able to manage crisis within the shortest period of time. Finally, employees should be trained and retained on the positive and negative effect of crisis; they should also be sensitized on how to adapt to changing circumstances that might occur before, during and after crisis.


2012 ◽  
Vol 18 (2) ◽  
pp. 159-174 ◽  
Author(s):  
Faruk Şahin

AbstractThe purpose of the present study was to investigate the relationship between McGregor's Theory X and Y management styles and affective commitment through the mediating mechanism of the leader–member exchange (LMX). Adopting a multilevel perspective to explain the complex relations among variables, data were collected from 56 supervisors and 173 subordinates from yacht building companies in Turkey. The results indicated that the Theory Y management style related positively to affective commitment and LMX. In addition, the results indicated that LMX partially mediated the relationship between the Theory Y management style and affective commitment. However, the Theory X management style had no relationships with either LMX or affective commitment. Implications for future research and practice are discussed.


2012 ◽  
Vol 02 (05) ◽  
pp. 52-57
Author(s):  
OGINNI Babalola Oluwayemi ◽  
OGUNYOMI Paul Olusiji

The research focus was to gain insight into the current employment processes practice and its impact on organizational image in the insurance organizations in Nigeria. The study investigated the relationship between employment processes and organisational image; examined the issues and challenges in organizational image and employment processes. In the course of conducting the study, 80 insurance employees were selected from the chosen 15 insurance organisations and 40 inhabitants in community where these organisations were located; and out of this 88 respondents responded properly representing 73%. The questionnaire was developed by using Likert five scales which consists of different questions on the variables in employment processes and organisational image such as recruitment and selection, job security, job design and responsibility, management style, working environment and job perception. In the study, statistical measures such as Z- test, mean and proportion analysis were used to examine the existing relationship between employment processes and organisational image. The findings reveals that recruitment and selection, job security and management styles have significant effect on the image of the organisation at 0.05 level of sig. while working environment was found to be on neutral level and job perception as well as job design and responsibility were not having significant effect at 0.05 level of sig. on the image of an organisation. It was recommended that there should be sound personnel policy to support job security and the recruitment and selection processes should be transparent, free of biases and fair to all and sundry so as to guaranty trust and confidence.


2011 ◽  
pp. 1668-1671 ◽  
Author(s):  
Hideo Yamazaki

The aim of this article is to introduce an Eastern CoPs’ specific approach that is quite different from that of Western communities. In a collectivist prevalent societal type, the “sharing of feelings should come first, naturally followed by knowledge sharing” type of approach works very well even in a business environment. One of Japan’s traditional manufacturers has launched several interesting knowledge communities that are different from the accepted Western KM approach that emphasizes cost and effect straightforwardly. Their approach emphasized the generation of social networking on intranet first, and at a later stage, they proceeded to knowledge sharing through communities of practice. This “go slow to go fast” approach may look like one of the typical and traditional Japanese management styles. However, in this approach, the culture of this company group steadily changes from introverted and closed to extroverted and open. Their approach to build open and extroverted collectivism that is generated by knowledge communities could be one of the new management style prototypes of Japanese companies in the future.


2012 ◽  
Vol 3 (3) ◽  
pp. 13-23 ◽  
Author(s):  
Kouroush Jenab ◽  
Selva Staub

This study reports on the effects of management style in successful implementation of Six Sigma. The authors collected data using a 18-item survey, classified managers from a wide range of industry, healthcare, military, and services into one of two management styles using Douglas McGregor’s Theory of X and Y, and compared these classifications among the survey respondents to determine the level of Six Sigma commitment and success. Six Sigma is just one of many tools used to improve processes within an organization that requires management commitment. This level of commitment will depend on a manager perception of worker motivation. Despite an existing body of literature on worker motivation, limited research has been conducted that explores the possible connection between manager perception of worker motivation and the organization’s commitment and success with Six Sigma. The results are explored further in the article.


Author(s):  
Thomas G. Reio ◽  
Jeannie Trudel

The purpose of this study was to examine the relations among conflict management styles and target and instigator incivility and job performance, organizational commitment, and turnover intent. Data from 270 employees suggested that experiencing and instigating uncivil behavior occurred frequently. Using an integrative conflict management style was positively associated with job performance and organizational commitment and negatively with turnover intent. Dominate conflict management style was negatively associated with organizational commitment and positively with turnover intent. Both types of incivility were negatively associated with job performance and organizational commitment, and positively with turnover intent. Target incivility was the most powerful predictor in the hierarchical regression models.


2019 ◽  
Vol 3 (Supplement_1) ◽  
pp. S594-S595
Author(s):  
Amanda N Leggett ◽  
Benjamin Bugajski ◽  
Breanna Webster ◽  
Brianna Broderick ◽  
Daphne Watkins ◽  
...  

Abstract Caring for a person living with dementia (PLWD) can take a physical and emotional toll, but understudied is the process of how family caregivers actually provide care (caregiver management styles). We interviewed 100 primary family caregivers regarding management of a recently experienced care challenge and values held which might impact care management decisions. Watkins’ (2017) rigorous and accelerated data reduction (RADaR) technique was used to analyze qualitative data through open/focused coding, determining commonalities of style components/themes, and finally defining caregiving management styles. Style for a given caregiver emerged from enacted care strategies, caregiver’s internal stances which informed their use of strategies, and broader engagement (or lack thereof) with the PLWD’s lived experience/reality. Styles emerging from the analysis will be described including the direct, rigid “Just do it” style, and the flexible, empathic “Teamwork” style. Individualizing caregiver interventions and supports based on caregiver management style is an important future direction.


2019 ◽  
Vol 49 (1) ◽  
pp. 125-148 ◽  
Author(s):  
Vijay Kuriakose ◽  
Sreejesh S. ◽  
Heerah Jose ◽  
Shelly Jose

Purpose The purpose of this paper is to test the activity reduces conflict associated strain (ARCAS) model with the aid of AET examining the direct effect of relationship conflict on employee well-being and also discussing the mechanism through which relationship conflict influences employee well-being, and also to test the ARCAS model examining whether passive and active conflict management styles influence this relationship. Design/methodology/approach Responses were collected from 554 software engineers using structured questionnaire and postulated relationships were tested using Process Macros. Findings The study established that relationship conflicts are detrimental to employee well-being. It also established the indirect effect of relationship conflict on employee well-being through negative affect state. Negative affect state is an intra-personal mechanism linking relationship conflict and employee well-being. The study also extended the ARCAS model by establishing that passive ways of handling conflict amplify and problem-solving conflict management style mitigates the adverse impact of relationship conflict. Contrary to the prediction, forcing conflict management style was found to amplify the adverse effect of relationship conflict on well-being through negative affect state. Practical implications The findings of the study highlight the detrimental effect of relationship conflict on well-being and highlight the vital role of individual affective states in the conflict process. Furthermore, the study provides valuable insights for managers on how individuals’ conflict management styles influence the effect of relationship conflict on well-being. Originality/value The study specifically examined the effect of relationship conflict on employee well-being and explored the psychological process through which relationship conflict diminishes well-being. Moreover, the study tested and extended ARCAS model with the aid of Affective Events Theory.


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