Introduction
The management of Motorola is not following the best management principles, affecting the company’s ability to perform optimally. Motorola’s workers are not guided well by the management on what roles they have to perform. Segregation of the workforce is known to enhance performance and is a fundamental management principle (Griffin, 2021). The managers of the mobile company are also unable to lead the employees because they lack authority and do not take responsibility for the company’s performance. The lack of management authority has resulted in a lack of discipline from the employees, hence poor-quality products and services. It has also led to a loss of unity of command as no known leader spearheads and drives the overall goals and objectives of the company. Companies without a common, well-known leader and CEO often lack unity of direction, and this Henri Fayol’s fact statement has been demonstrated in Motorola.
Motorola’s employee’s perception and the company’s organizational culture have been impacted negatively by the management’s performance. The company managers are known to put individual gains over the well-being of the organization, giving workers an indifferent attitude towards the company. Firms, where leaders and subordinate workers strive to achieve a common goal are more likely to have a common and productive company culture (Purwanto, 2019). The things that the management of the company communicates in public are not what is implemented on the ground. This aspect has resulted in a weak corporate culture filled with demotivation, incompetence, and a lack of commitment. Although Motorola promises and has achieved being an integral company, the complacency culture caused by the top leadership has negatively impacted the company’s innovation.
Motorola’s poor communication strategies are one of the reasons that have led to the company’s struggle over the years. Studies show that organizations with good communication strategies are likely to have streamlined operations (Kinicki & Williams, 2020). In contrast, organizations with poor communication strategies often run inefficiently, resulting in unnecessary wastage and loss of competitive advantage (Kinicki & Williams, 2020). Motorola’s management did not prioritize good communication; therefore, it lost its leading position as a top mobile phone production company. The company has been accused of lacking a common culture which is key to an organization’s growth. The management of Motorola did not effectively communicate the importance of culture to the enterprise. Moreover, the management did not transfer its innovative abilities to the junior workers thanks to the inability to form good communication structures between top leadership and subordinate employees.
Management Plan Recommendations
Implementing the fundamental management principles will help improve Motorola’s business processes. For a company to achieve its goals and objectives, it has set a company has to follow a simple, orderly process. One area that the company will enjoy upon implementing the principles is order in the way Motorola conducts its various activities. Orderly processes are a factor in effective planning and implementation (Kinicki & Williams, 2020). Similarly, the company’s management should communicate and act to promote equality and equity among the workers. Motorola has been accused of unjustly treating some of its employees, especially those from countries with poor incomes. The management of Motorola should focus on promoting a positive mood and spirit in the company by using effective communication strategies to liaise with its workers.
The company can implement and communicate aspects of fundamental management principles by training its employees. It can achieve this goal by using lead training people or effective motivational speakers (Kinicki & Williams, 2020). The firm could also utilize technological advancements and set up E-learning platforms where the organization’s mission, vision, and objectives can be taught. A more old-fashioned but effective method that Motorola can use is classroom training. This method is effective in passing important information about the company and provides room for effective workers to share with the other employees. The company should also set up on-the-job training resources to ensure that employees continuously improve their skills as they work. Motorola’s top workers should set time aside to mentor junior employees in various business-related fields. Finally, the company should set up video content that can be recorded and distributed to all workers to learn more about principles that result in a firm performing well.
Application of ethical principles that form part of fundamental management principles and are also a part of Motorola’s mission statement can be sustained using the following methods. First, incentives have to be set up for all employees who are ethical and punishment for unethical employees. Secondly, the organizational managers have to act as role models and demonstrate how they expect the rest of the workers in the organization to behave. Thirdly, the training methods discussed above should include lessons on how the organization can maintain ethics. The company should also incorporate ethical principles such as autonomy and justice in its daily operations.
Conclusion
Implementing the fundamental principles of management and using effective communication and training techniques can change the direction in which Motorola is heading. For instance, if the managers are ethical and communicate this to the rest of the workers, the company will be received well by the clients resulting in better sales. Likewise, if the orgnaization sets up proper management strategies, it will have orderly processes, making it more innovative and less wasteful. The aspects of fundamental principles have a big influence on a company’s culture and can be a catalyst for change in the way Motorola operates.
References
Griffin, R. (2021). Fundamentals of management. Cengage Learning.
Kinicki, A., & Williams, B. K. (2020). Management: A practical introduction (10th ed.). New York, Mcgrawhill Education.
Purwanto, A. (2019). Influence of leadership, motivation, competence, commitment and culture on ISO 9001: 2015 performance in the packaging industry. Scholars Journal of Economics, Business, and Management, 577-582.