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Applications of Theory Management Science to Prevent Employee Disruptions

Organizational effectiveness is an art within the management sciences.  Applying evidence-based theories to the organization's infrastructure may produce sudden changes that could affect the performance of first line managers and subordinates. 
          The knowledge can be applied as a holistic venue by getting employees involve in the transition for change in departmental and/or the organization.  It is recommended that the Unitarian approach would be the best theory to apply in improving organizational effectiveness.  Management employees must focus on what’s best for the business and not their own biases.  Employees may express discontent with organizational change with protest, but overlooking the major component of company culture and existing policies and procedures may produce negative outcomes for the organization's future. 
           I would apply theory and science to approach pragmatic areas within the organization's infrastructure.  Theories may produce profitable outcomes and produce/establish more sound decision making when the company is faced with internal disruptions.  Disruptions can not only cause the community to seek their services and goods from other vendors, but it also can create high turnovers with subordinates and first line management employees.
           Management theories and organization sciences may give the scholar practitioner an option in preventing negative outcomes in business.  Scientific approaches may also give the organization an inside look into problem solving and provide education to first line and executive managers.  Organizations can retain workers by keeping them healthy, productive, motivated; and involved (Wynne, 2012).  Applying inclusion theory application to workgroup may produce a healthier environment for faster assimilation with new employees.  Establishing links of communication between management and subordinate employee may also create an open dialogue to prevent internal disruptions within the organization.

Reference

Wynne, D. (2012). Diversity in the workplace: Benefits and challenges, International Journal of Diversity 1(1), pg 1

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