Management. Seniority in the Workplace Annotated Bibliography

Management. Seniority within the Workplace Annotated Bibliography

There are numerous issues that needs to be addressed within the office. There are points that typically only the top management can deal with, and there are points which would possibly be managed by employees of the same ranks. But no matter type of problem could come up, there could be at all times one frequent denominator in phrases of fixing it – and that’s the fact that efficient administration of the folks and good management style will never fail to handle whatever workplace problem there could be.

Indeed, the success of a company or of a enterprise relies upon highly on the leaders and managers who run it – strong management, that’s. Model leaders are oftentimes impacting the lives and way forward for everybody. Leadership is defined as a course of where particular person influences a certain variety of people to reach the top level of success and to achieve the common objective (Bolden 2004). On the opposite hand, management is a managerial process of forming a strategic imaginative and prescient, setting aims, crafting a method and then implementing and executing the technique. It focuses each from quick term to long run perspective.

Reh (2006) outlined management because the artwork and science; art as a end result of they make folks efficient even with out the supervisors, and it’s a science as a outcome of it oversees how it’s being carried out. There are 4 fundamental pillars (Reh 2006) that contribute to the management guides: plan, organize, direct, and monitor. Planning is very important since this would be the begin off of a certain project. Without planning, the project could cause delays and ultimately will reach the objective which is envisioned by the company. Having an exercise or an event, planning is always wanted. This plan will be the report of the objectives and aims the company wanted to achieve. In this fashion, there will be a verify and steadiness if the projects had been pursued or were they done.

It is a course of. Planning comes with organizing, directing people who might be concerned heavily in initiatives and be certain that there are changes, impacts that occurred by way of the course of implementation through monitoring. According to Reh (2006), managing individuals has by no means been straightforward, particularly when there are massive numbers of staff involved. But once the plan is finished correctly, in sync with organizing, directing and monitoring, then this is not going to be a heavy load after all. Later, it’s going to be realized that the challenging project is rewarding once it got here out efficiently.

Seniority within the workplace is likely considered one of the long-running points that at all times take place within the job. This is a matter that’s both seen as optimistic and negative. According to Atty, Lira (2006)

“…seniority is according a excessive degree of importance in employment regulation. For instance, if there’s a conflict between a bona fide seniority system and an settlement to settle a discrimination claim, in all likelihood, the seniority system will take precedence.”

It must also be famous that seniority within the office usually occurs if there is not a union or labour unions. It has been customary that if the union and the employer have both agreed that seniority will be adopted within the office, there that’s the solely time that the idea of union and seniority within the workplace will both happen.

However, unlike unions, seniority within the workplace is not binding.

Even if an employer units up a seniority system with no union being concerned, you want to do not neglect that employee manuals aren’t definitely worth the paper they’re printed on. Seniority systems arrange by employers in employee manuals most likely aren’t binding on the speculation, underneath the employment at-will doctrine, can always change the policy unilaterally” (Atty. Lira, 2006).

Employers or prime management can sometimes use seniority as the idea for some choice making for the company. Because most often than not, when seniority is used as the premise for choices, staff perceived the choice as ‘good, fast, non-discriminatory and objective’; hence it helps avoid confusion and sick feelings from the employees concerned.

But the disadvantage of using seniority within the office is the truth that it is rigid. It may be very inflexible in a method that once seniority has been the custom, staff would always expect it to be the sole basis for each determination. Another interconnected disadvantage is the fact that the “seniority system may prevent an employer from inserting its best folks in slots where they would be most effective” as a end result of employers or high administration would at all times have to think about the seniors or those that came in first in the company (Atty. Lira, 2006).

Whatever points that administration must take into account – corresponding to the issue of seniority in the workplace – it ought to all the time be taken into account that the wants of organizations function strongly within the successful management of the office; however, particular person, subjective issues similar to attitudes, commitment, motivation and self-image, have been included as these are notably essential to any office. Workers will only undertake new ideas, information or abilities if they are interested in it or discover some profit for themselves in doing so. Understanding the relationship between inputs, outputs and outcomes will help in harnessing the involvement of individuals whereas working.

Clearly addressing the wants of the employees – seniors or unions alike – can handle most of the current and future wants of managers and leaders and can take many varieties – both formal and casual. However, it’s not something that can be carried out in a single day; but a long-term dedication by each the group and the individual. As organizations begin to see the advantages of addressing the problem, they will turn into increasingly committed to creating more centered packages to meet their specific organizational needs, which will assist to hold up the momentum (Kaydo, 2000).


Atty. Lira, David (2006) “Seniority in the Workplace. Web.

Bolden, R 2004. What is leadership? Leadership SouthWest Research Report 1, University of Exter Center for Leadership Studies. Web.

Kaydo, C.2000. “The new skills of top managers”, Sales and marketing management, Vol. 152, (5), 16.

Kotter, J. 1998. Winning at change. Leader to Leader. Web.

Kegan, R. and Lahey, L. 2001. The actual purpose individuals won’t change. Harvard Business Review. Nov, 84-92.

LaClair, J. and Rao, R. 2002. Helping staff embrace change. The McKinsey Quarterly. No. 4.

Marshall, J. and Conner, D. 2000. Another reason why firms resist change. Strategy and Business.

Mathews, P.2005, “The role of mentoring in promoting organisational competitiveness”, Competitiveness Review 2005.

Mayer, E., Putting general education to work: The key competencies report, Australian Education Council and Ministers for Vocational Education, Employment and Training, Australian Government Publishing Services, Canberra, 1992.

Reh, F. John 2006, Management 101: Your Guide to Management., The New York Times Company. Web.

Leave a Reply

Your email address will not be published. Required fields are marked *