Management Approaches – Traditional Vs. Quality
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Management Approaches ÐÐŽV Traditional vs. Quality
Ask any manager as to their approach and/or skill set in managing employees; often the response is that all attributes are up to date. A second glance may reveal a different climate within an organization. Research indicates that managerÐЎЦs style will be greatly influenced by the approach adopted ÐÐŽV either traditional or quality. This is the basis of the Quality Management theory; at the other end of the spectrum lays the traditional management approach; considered to be outdated, this approach does not utilize the full potential of a firmÐЎЦs human capital. The schematic below illustrates the attributes of two approaches:
Traditional Management
Quality Management
Expectation that individuals possess required knowledge
Reactive
Goals independent of reality
Communications impaired by trepidation
Interim returns
Management by Objectives
Notoriety of individuals achievement in crisis management
Investment in professional development and training
Penetrative
Goals based on firms capabilities
Effort to reduce factors that impair communication through trust
Long term goals
Long term relationships
Team efforts, employees are recognized resulting from efforts of contribution and improvement.
Perhaps the biggest distinction of the two approaches is the ability of Quality Management to create an environment in the workplace that encourages everyone to contribute to the continued viability of the firm. The traditional management approach is considered to be autocratic, demanding and relatively uncompromising