MGT 240 One Smooth Stone Video Transcript We Produce Busines

Mgt 240 One Smooth Stone Video Transcriptwe Produce Business Theater E

Produce a comprehensive analysis of the organizational structure, management principles, and strategic approach of One Smooth Stone as described in the provided transcript. The paper should examine how the company's unique management practices, organizational design, cultural values, and application of management theories contribute to its success. Additionally, compare these practices to traditional management models and evaluate their effectiveness within the context of a dynamic, client-focused industry.

Paper For Above instruction

The organizational fabric of One Smooth Stone exemplifies a modern, client-centric approach rooted in adaptive management principles and a decentralized structure, diverging significantly from classical models. The company's success hinges on its ability to respond swiftly to client needs, driven by a flat organizational hierarchy that empowers project teams and fosters innovation. This analysis explores the management strategies employed by the company, their alignment with historical management theories, and their effectiveness within today's competitive landscape.

To understand One Smooth Stone’s organizational approach, it is essential to examine its underlying management principles. Traditional theories, such as Fayol's principles of management and Weber's bureaucratic model, emphasized hierarchy, formal rules, and specialization. Fayol highlighted functions like planning, organizing, commanding, coordinating, and controlling, advocating for centralized authority. Weber's bureaucracy accentuated formalized rules and a hierarchical pyramid to ensure efficiency. However, these models often resulted in rigid organizations unfit to respond rapidly to market changes, a critique that the company consciously embraces in its contemporary structure.

In contrast, One Smooth Stone employs a decentralized, flat structure that grants project teams autonomy, aligning with modern management philosophies emphasizing agility and responsiveness. This approach allows for tailored strategies to meet each client’s unique needs, from corporate event planning to entertainment productions, echoing the shift from rigid hierarchies to flexible, empowered teams. The company's recruitment of highly skilled employees who are trusted to think independently supports this decentralized model. Such an organizational design embodies principles of "horizontal coordination" and employee empowerment, fostering innovation and quick decision-making, critical in a fast-moving industry like event production.

The company also exemplifies a culture driven by core values of being "smart, fast, and kind," which underpin its operational ethos. This value system influences employee behavior and client interactions, emphasizing agility, intelligence, speed, and a caring attitude. These cultural tenets support the company's strategic improvisation approach, whereby plans are continuously adapted in response to changing conditions, rather than rigidly following initial strategies. This reflects a shift from classical, prescriptive management to a more dynamic, learning-oriented approach, akin to contemporary concepts of strategic agility and organizational learning (Teece, Peteraf, & Leih, 2016).

Strategic improvisation is central to One Smooth Stone’s approach. Instead of fixed long-term plans, the company divides its operations into key areas with flexible ground rules. This adaptive strategy aligns with the modern view of management as a responsive, iterative process. It demonstrates an application of contingency management principles, recognizing that successful strategies depend on situational factors (Fiedler, 1964). By fostering a culture that accepts change and encourages ongoing innovation, the company enhances its capacity to deliver meaningful, impactful events.

From a management theory perspective, the company integrates elements of behavioral management by emphasizing interpersonal skills, employee motivation, and a supportive leadership style. Mark, a company member, highlights the importance of top-down support, collaboration, and aligning employee values with organizational goals. This reflects the human relations movement, which posits that employee satisfaction and motivation are vital to organizational success (Mayo, 1933). The emphasis on fostering a positive organizational culture further underscores the relevance of behavioral theories in One Smooth Stone’s management practice.

Furthermore, the company demonstrates systems theory principles, viewing itself as an open system that interacts dynamically with its environment. An open system continuously exchanges feedback with clients and the marketplace, adapting to new trends and demands (Katz & Kahn, 1966). The film’s depiction of the company’s responsiveness, diversity of services, and flexible structure exemplifies the principles of a responsive and adaptable system, capable of thriving amid market turbulence.

When evaluating how One Smooth Stone applies historical management theories, it effectively combines classical, behavioral, and modern approaches. The classical emphasis on structure and process is exemplified by its recruitment and outsourcing practices that ensure the right talent is employed for each event. The behavioral focus appears in the company’s investment in employee development, cultural values, and support systems. Finally, its modern emphasis on strategic improvisation and agility reflects contemporary theories, such as complex adaptive systems and organizational learning (Senge, 1990).

Comparing these practices to traditional management models reveals notable differences. While classical models focus on hierarchy, rules, and standardization, One Smooth Stone prioritizes flexibility, empowerment, and continuous adaptation. For example, conventional organizations often rigidly separate departments, whereas this company’s flat structure facilitates cross-functional collaboration around client needs. This structural divergence enhances the organization’s agility, enabling it to respond swiftly to diverse client requests, an essential capability given the variability of event planning and entertainment demands.

The effectiveness of this management approach is evident in the firm’s sustained client relationships and reputation for delivering impactful events. The decentralization promotes innovation and rapid problem-solving, allowing the company to anticipate and adapt to evolving client preferences. Empirical research supports the notion that flexible, employee-empowered organizations tend to perform better in dynamic industries (Birkinshaw & Gibson, 2004). Furthermore, fostering a positive organizational culture centered on shared values of kindness and speed enhances employee motivation and external client satisfaction, contributing to long-term success.

In conclusion, One Smooth Stone exemplifies a progressive management model that departs from traditional hierarchical structures. Its decentralized, empowered teams, cultural emphasis on core values, and strategic improvisation reflect contemporary theoretical frameworks that prioritize agility, responsiveness, and human-centric management. Such a model proves highly effective in the context of a rapidly changing, competitive industry, underscoring the importance of adaptable organizational design and vibrant company culture. As industries continue to evolve, firms adopting similar flexible and culturally aligned management practices are likely to sustain competitive advantages and foster enduring client relationships.

References

• Birken shaw, J., & Gibson, C. (2004). Improving organizational agility: Strategies and best practices. Journal of Management Development, 23(5), 453-464.
• Fiedler, F. E. (1964). A contingency model of leadership effectiveness. Advances in Experimental Social Psychology, 1, 149-190.
• Katz, D., & Kahn, R. L. (1966). The social psychology of organizations. Wiley.
• Mayo, E. (1933). The human problems of an industrial civilization. Macmillan.
• Senge, P. M. (1990). The fifth discipline: The art & practice of the learning organization. Doubleday.
• Teece, D. J., Peteraf, M., & Leih, S. (2016). Dynamic capabilities and organizational agility: Risk, uncertainty, and strategy in the innovation economy. California Management Review, 58(4), 13-35.