Top Down Management Case Study

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Management style can effect morale, productivity and turnover. In the case, top-down management style in the kitchen does not seem to be the right way to manage their employees, because it causes the high annual labour turnover of 75% and low morale. To “Kaizen” the situation, one should know the right time to use top-down management style and implement other strategies to manage employees. Top-down Management Style Top-down management style is also called “command-and-control” leadership. The results of effectiveness make this kind of management style a common strategy used extensively in the obedience-oriented Military and the industrialized period when most of the employees were low-wage and uneducated. Several advantages can be seen…show more content…
• It can efficiently settle problems: There are some circumstances where employees do not seem to be able to solve themselves. Situations such as dispute between employees or in emergency when immediate decision needs to be made and taken responsibility. • It is a handy tool to control quality: When what employees have to do is to follow the central authorized commands given by the supervisors, there is less risk of things getting out of track and is easier to maintain the consistent quality. It is indeed that top-down management style can bring some advantages; however, it is also criticized for its loss of humanity. It kills their creativity and creates robotic employees who can only say “yes,” because they are only encouraged to follow commends but not think, which in long term when employees find the management style is not what they want, they will decide to leave the company and find other places that is more suitable for them. “Kaizen”…show more content…
Top-down distribution may be efficient in the beginning stage, but it would be vital in long term when it is not the suitable management style for employees; therefore, bottom-up exchange of ideas should be helpful to the organization. It is not only a useful tool to know employees’ needs and wants but an emotional comfort to employees, making them feel that they are involved and valued. However, conversation can fail to truly reflect employees’ real opinions when it is not carried on properly. To have an efficient conversation, there are several points supervisors should keep in mind when approaching to employees: • Build up trust and respect relationship: It is hard for employees to put trust in their supervisors; therefore, it is important to let them know you are at their side and that you want to help them. It is said that “they don’t care how much you know until they know how much you care.” • Stop talking and start listening: Two-way conversation should be maintained; it should be talking with employees but not talking to them. Moreover, to improve business performance and quality, some crucial points may only be seen from the front line. • Take employees’ opinions sincerely: Something like “I’ll check into that and get back to you” which never happens should be avoid. If employees find it useless to have the conversation, they will refuse to give their real opinions,

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