An Analysis On Upper Echelon Theory Essay

The hurrying Echelon Theory links the attributes of firm performance and top management team members. Furthermore, this theory argues that the attributes of a certain(p)(a) person affect the attitudes and preferences of top members and the team dynamics. The theory suggests that the organizational outcomes are the result of the strategic choices that the managers make.The nous that the value, goals, and aspirations of top management influenced organizations culture and systems can be proven by numerous corporations from different industries that tolerate gained reputation and credibility in the marketplace for providing excellent products and quality services (Coyle-Shapiro, 2005). Those companies have good historical backgrounds and currently possess great missions and visions for their organizations.The goals and values of a certain organization go out the competitive strategy of the firm as suggested by the theory. Apparently, the prominent organizations that have been includ ed on the lists of economic companies portray excellence in terms of employee line-ups and performance. The great deal who are highly skilled and possess loaded determination are usually found working in these corporations.In other words, the people on the top management could predict the success and future status of the caller-out based on the values and goals that the confederacy would like to achieve in every project. On the contrary to the theory of Hambrick and Mason, Laske and Maynes suggest that people have already their firm beliefs regarding certain issues prior to their participation to an organization. Naturally, people act, talk, and behave according to the constructed truthfulness that the society had provided for them (Laske and Maynes, 2002).In this aspect, Laske and Maynes argue that the organization may or may not fail disregardless of the values set by the organization because of the diverse personalities under that firm. The person who works for a certain o rganization may do his or her job merely because of the benefits like compensation and promotion that the company can offer and not because of what the goals that the top management would like to achieve for the company as a whole.Generally, upper echelon theory proposes a good view in the organizational outcomes however, it shows conflicts on the values that the company sets and the employees in that firm possess.ReferencesCoyle-Shapiro, J. (2005). The Employment Relationship. USA Oxford University Press Laske, O. and Maynes, B. (2002). Growing the Top Management Team musical accompaniment Mental Growth as a Vehicle for Promoring Organizational Learning. The Journal of Management Development. Bradford MCB Ltd. Vol. 21