'Implication for Managers Essay\r'

'The European Model presented a distinguishable approach to care that is uniquely different from its counterparts in the United States. The innovative form of trouble in Europe discover popularity because of the noticeable faster cubic yard of innovation of Europeans as comp ard with the Japanese. The radical change in Europe is brought about by the tendency of firms from this pure to continuously seek new forms of presidency by reforming structures, processes, and boundaries.\r\nThe line of European firms from other countries is there stagecoach of lateral flexibility wherein they can adjust to the differences of cultures, socio- sparing, and effectual systems across national boundaries. As a result, European firms excel on temporal flexibility that includes innovations that are related to progress, recrudescement of technologies, and the changes in social and economic realms over time (Tsutsui, 2001).\r\nIn relation to this, European firms become more than competitive b ecause of the different way style that they carry out, which is based on humanizing work in couch to develop the necessitates of people in an fundamental law that is increasingly graceful more across the country diverse. Being the miscue, the European counsel style has enormous deductions on managers when it comes to the way they handle the cognitive operations and processes of the organizations and or so in particular on the way they manage employees (Grint, 1997). The digital Equipment Corporation’s ( declension) is a manufacturing plant in Ayr, Scotland.\r\nDuring the end of the 1980s, decline decided to respond to the need of American organizations to adapt to the commercial requirements of the European market when it comes to computer technology. The main problem highlighted in the Western-style of charge is that it strictly follows the Taylor homunculus of management. Western firms believe that rough-and-ready management entails that there should a stri ct distinction among administrators and workers. The executives piddle the responsibility of thought process what the employees should do and workers provided move over to follow it.\r\nIn line with this, DEC adopted the â€Å"high-performance work design” in consecrate to address the requirements for new increase development, especially in the Far East. Due to the changes in the operation of DEC, the management styles of the organization take a crap to change. The employees of DEC were adroit and autonomous work collections were established in order to respond to the need of employees for flexibility and skills acquisition (Armstrong, 2006). The employees of DEC need a supportive style kind of than a take awayive style of management.\r\nBeing the case, the management style veers away from the concept of mass turnout and too of Taylorism and point towards the idea that management is a natural process that can actually come to pass by means of flexible custody and labor organization (Andersen & Taylor, 2005). The change in the management style of DEC has a huge implication on the managers of the organization. The managers of an organization have a glacial role in the overall operations of the organization namely: planning, organizing, leading, and controlling (Lewis et al. 2006). In the case of DEC, managers have to do different tasks during the transition of the organization to a high-performance work design. First, the concept of focus is highly emphasized in the view of management when it comes to influencing the workforce when it comes to selling the development of new products. Second, managers have to thrust attention to the support of policies. Managers have to encourage employees to develop their skills by means of implementing a reward system.\r\nThird, managers have to establish a good and responsible working organization. DEC established work groups wherein each group that is compose of 12 members need to properly secu re their responsibilities, including clocking in and out somebodyly because flexitime was implemented. Fourth, the management style of the organizations greatly affected the managers because they have to implement a different style of leadership that gives individual support for employees rather than directive coordination.\r\nFifth, project managers also have the responsibility to create new product line and collaborate with other employees in order to get their opinion and help in creating a competitive edge for the product. Sixth, managers have to make positive(predicate) of engendering ownership when it comes to the process of the organization wherein managers have to gain the participation and enthusiasm of the employees (Jackson, 2002). The responsibilities of the managers of DEC during the transition in the management style of the organization represent the greatness and pivotal role of managers.\r\nContrary to the common feel that managers only have to deal with creating new ideas, planning, and managing the pay and other aspects of the company, a different perspective of managers is prone by the European vex that is exemplified in the case of DEC. Managers are viewed not merely as executive managers but rather leaders that actually inspire, direct, and leave their employees. In a world that is increasingly becoming competitive, managers of different organizations have to learn from the European model that humanizes the way of management (Leavitt, 2005).\r\nManagers in this kind of model do not merely relate themselves more with the employees but they are actually making the organization more relevant to the employees. The employees can actually clear up the objectives of the company and be participative and enthusiastic enough to stool part in achieving these goals rather than merely thinking of it as mechanical work that they have to do in exchange for money. Managers have the capacity to direct the organization towards its success and in do ing so, they also have to give importance to development and growth of the employees.\r\n'