The academic context and background
Since wellbeing is a trending focus nowadays, people started to rethink their way of management in order to achieve this goal in the workplace. Few decades ago, people had invented the Green paradigm, where it emphasize on culture and empowerment to boost motivation. Yet, Frederic Laloux, writer of The Future of Management Is Teal, introduced the Teal paradigm which he claimed is the new ideal style as it promotes self-management and wholeness (Frederic Laloux, 2015).
From the above, a comparison between the two paradigms by using example of a green company (Google) and a teal company (Morning Star), can be useful to evaluate if the newly proposed way of management is truly more effective in boosting employee’s engagement. While most of the research focused on how Green and Teal paradigms worked out well in different companies respectively, a comparative study on the effectiveness of both paradigms have not been fully discovered yet.
Google, as a technology company based in Silicon Valley, it has wide range of practices to boost employee engagement (such as “20% time”, gDNA, etc.), where they focus on people analytics and data-based people management (Google Inc, 2015; Dr John Sullivan, 2006; B. Geier, 2015; Martin Luenendonk, 2014, ; Weena Yancey M Momin and Dr. Kushendra Mishra, 2017). And for Morning Star, it is an American based company which aim at providing financial services, typically investment research and management. It uses different approach where it focuses on total responsibility and honourable commitment so that employees have larger freedom to sense and act (Francesca and Bradley, 2014; Gary Hamel, 2011; Corporate Rebels, 2016; Tony Hsieh, 2015).
1.2 Scope of the research
In order to precisely narrow down the breadth of this research, it will be focusing on how the Teal and Green paradigms work theoretically and practically to measure them in terms of the employees’ engagement level.
The example of Google and Morning Star are excellent targets as they are running the two paradigms individually. Google has been known as a Green tier company for a decade which helps obtaining a broader and precise data. As for Morning Star, one of the few Teal tier companies, their example will be useful to analyse if this paradigm can work functionally in different circumstances.
The scope of the research will be fairly limited as it focuses on two outcomes on building the future management style.
- The adaptability of Teal paradigm on other different size and industry of businesses
- The pros and cons of Teal paradigm after being adopted by others
It is devoted to evaluating the effectiveness of the paradigm with the above method. In such sense, the research will reveal if it will become the new management style that all cooperation can adopt.
1.3 Initial research aims and objectives
The aim of this research is to identify how Green paradigm and Teal paradigm shape organisations to build their own model of Human Resource practices to enhance employee engagement. And to justify if the Teal paradigm is more effective on improving this sector by comparing the policies and its effect on two organisations, Google and Morning Star.
The research objective is to understand how Google and Morning Star can succeed in building a better workplace where both have maintained high level of employee engagement. And, by measuring both organisations under the “development theory”, ”Long’s theory” and engagement metrics etc., the level of engagement for both organisations would be proven within the frame. From that, it will reflect how effective are the two models in enhancing engagement as well as the limitations. The last objective is to identify the pros and cons of both Human Resource practices so that other companies can learn from them and adopt it adequately.
1.4 Theoretical foundation
Before going deep into different management style, the basic company management consist of few principles. Henry Fayol, the father of management, purposed 14 principles which are division of work, authority and responsibility, discipline, unity of command, and direction, subordination, remuneration, centralisation, scalar chain, order, equity, stability, initiative and Esprit de Corps. These principles contribute to understand how management works theoretically.
- Division of Work – Dividing job duties among workers can increase the quality of the final product. The efficiency and accuracy are also higher as there are more people working on same project.
- Authority and responsibility – The management is responsible to facilitate the work is being done efficiently and under the general guidance.
- Discipline – Rules must be made to improve employees’ performance as well as to help managerial roles to have a sensible interrelation.
- Unity of command – Under Fayol’s ideal theory, there should be only one boss in order to prevent chaos in commanding employees.
- Unity of direction – A unified purpose in the company is vital where the whole company should aim at one goal and put effort in achieving it.
- Subordination of individual interest – Personal interest is less significant than organisations’ interest. This load on the whole operation in the company.
- Remuneration – There should be an agreement between the company and the employee. It can be monetary and non-monetary in order to motivate its employee.
- Centralisation – Fayol focus on the balance of hierarchy and division of power. Therefore, the decision-making process should remain neutral in such sense. Yet, it still depends on the size of the organisation.
- Scalar Chain – Employees should understand their position in the hierarchy steps so that they can ask for help and know their career path.
- Order – The working environment should be clean and tidy, where things are kept in order. And a positive atmosphere is vital to the company as well.
- Equity – Diversity in the workplace is necessary. All employee should also be treated fairly and equally as well. No discrimination should be allowed.
- Stability – HR and the manager should remain a low turnover in order to let the employee to feel secure and safe in their job.
- Initiative – Employees are allowed to voice out and make plans on projects. Manager should encourage them to take the initiative as this motivate its employees.
- Esprit de Corps – The authorities should encourage the workers from time to time and enhance the team’s unity and spirit in order to maintain a high productivity and quality of work. It also helps building a mutual comprehension and trust in this process.
Type Of Service: Rewriting
Type of Assignment: Dissertation
Pages / Words: 10/2750
Number of sources: N/A
Academic Level: Master’s
Paper Format: APA
Line Spacing: Double
Language Style: UK English