The article deals with the recent situation within Dish Network and it’s director Gary Howard. With each company’s development, it is essential to provide the changes needed for it’s improvement and better realization on the market. While it is usual to rise the measures of products` production, as well as to widen staff within the company, some other steps dedicated to reverse activities are sometimes useful to be implied as well.
The situation is mostly concentrated on the problems in the inner organization of the company’s staff and their decisions towards the future of it’s development. If to take into consideration some of the main management principles, performed by Mr. Fayol and Mr. Stauffacher is can be observed that a number of them were violated. First of all, the division of work. In case there would be a person responsible for signing deals, another one, separately, for developing the strategic plan for the company, etc., there would not be any misunderstandings. Moreover, the discipline also tends to be non stable due to fact the company was not able to deal with the issues and problems appeared. Moreover, the fact that the Howard’s resignation did not actually was a cite of dispute, tells about weak unity of command, that also appears being a vital principle presented by Foyol and appearing being essential for the managing sphere in general. Mr. Howards was an eight year old veteran of the company’s main board, performing a lot for the company’s establishment and further development. As the strategies were not discussed initially, it means that the company had lack of centralization – one more principle defined by famous manager’s theoretics Fayol and Stauffacher. According to the already mentioned facts, Dish network company violated a number of essential managing principles, so the managing board needs to recover them as soon as possible for making the company flourishing and developing.
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