Reply to student discussion #3


Management Theory Contributors (1,2,5,6)

Rebecca Morey

The below consultants are recommended with the corresponding issues. Each consultant was carefully selected to match their expertise and management style to the specific issue at hand for resolving. The outcome will be a proficient, steadfast, and agile workplace to produce innovative products, provide superior service, gain profitable growth and ultimately have a competitive advantage through professional people management (Kotter, 2013).

1. Manufacturing Functions are Disorganized.

Recommend Frederick W. Taylor to bring organization to the manufacturing department. Taylor was born at a time when employees lacked incentives for cohesion and job completion. Taylor’s management theory will encourage specialized workers to do their job in a standardize method that will bring cohesion. Cohesion is needed when experts cannot agree on the varnish and dye to use. He considers jobs that are simplified and systematized will increase productivity (Learning, Scientific Management).

2. Production Schedule is a Mess.

Recommend Henry Gantt to balance the schedule to monitor timeline of product completion. Gnatt worked with Taylor and came from the same industrial era. Gantt first identifies key tasks and then assigns estimated completion time to ensure prompt delivery. He focuses on the sequences of tasks to identify bottlenecks. Gnatt believes employees should be rewarded for delivering early and when the deliver is late their pay should be docked (Learning, Scientific Management). Gnatt’s system will ensure products are delivered on time to the customers.

5. Lack of Formal Rules/Record-Keeping Processes.Recommend hiring Max Weber to strategically produce structure, rules, and establish authority striving for consistent record keeping. Weber believed in the management theory that it is far superior for organizations to be run by competent and qualified managers versus by one’s social status or time in job. The key to success is the establishment of formal rules and regulations. All employees go through an orientation to become familiar with rules and regulations. This drives employee’s accountability by managers when employees fall short in meeting those rules and regulations. The concern of inconsistent record keeping will be fixed by have set rules on how the record keeping is to be done and then the employees will be held accountable to maintain status. Weber maintains competent managers will result in highest level of proficiency (Learning, Bureaucratic Management).

6. Basic Needs and Job Satisfaction Overlooked.Recommend hiring Mary Parker Follett to tackle the employees concerns for lack of job satisfaction, being overworked, and feeling as though their basic needs are unmet. Follett has dedicated her life to a newfound people management style and brought a fresh wave of theories that state employees will be more willing to comply and work when there is less competition and more social interdependence. She encourages employees to socialize outside of work, far from management, to build cohesion and develop new processes they can then report solutions to the managers (Learning, Humanistic Management). Follett promotes conflict resolution through the understanding that everyone within the company has their place, they all intertwine and encourages employees to see through the lenses of the managers and vice versa. By bringing the employees together they will find their voice, to unite the company, and encourage job satisfaction in the workplace.


Kotter, J., Dr. (2013, September 18). Accelerate! The Evolution of the 21st Century Organization. Retrieved February 21, 2021, from

Learning, L. (n.d.). Bureaucratic Management. Retrieved February 21, 2021, from

Learning, L. (n.d.). Humanistic Management. Retrieved February 21, 2021, from

Learning, L. (n.d.). Scientific Management. Retrieved February 21, 2021, from