First, Break All The Rules What The World’s Greatest Managers Do Differently Book Report Samantha Cordon ENGL 3303 Dr. Hudson November 4, 2015 First, Break All The Rules What the World’s Greatest Manager’s Do Differently In order for a company to be successful, the employees must have a leader who can motivate and guide them. That is the role of a manager. The best managers in the world are different in all aspects, except that they break set boundaries and take risks to thrive in the business world. The methods that may seem unconvientional and unethical to most, are what sets apart good managers from great ones. Over a span of 25 years, the Gallup Organization interviewed over one million employees asked each of them one hundred questions. They used these interviews to identify the challenges of many companies and explain how great managers attract, hire, and keep their most talented employees. The first step in running a successful company is identifying what employee needs must be fulfilled in order for the best employees to stay longer and perform to the best of their ability. The six most important employee needs are: 1. To know what is expected of them. 2. To have the materials and equipment needed to do the job well. 3. To have the opportunity to do what they are best at. 4. To receive recognition for work done well. 5. To have someone at work who cares about them as a person. 6. Have a supervisor who encourages their development. After creating an environment that fulfills the needs of your employees, there are four keys to success that must be followed. The first key is to search for your employee’s talents. Normally, managers try to hire those with experience, intellect and determi... ... middle of paper ... ...it would also benefit employees. Its methods can be useful to all types of companies, as proven by the broad research. If an employee reads this book, it will help them better understand how the company will run and how they can use their strengths to help develop the company. I believe managers can set up a presentation on this book for their employees and this would put everyone on the same page toward their goals. This book covers exactly what employees need to deliver extraordinary results, and the four key things managers need to do to create the environment that makes those extraordinary results possible. The insights of these managers are not just for certain companies or a fad, they work in the real world. These ideas, thoughtfully implemented, have created workplaces where high productivity, high profit, low employee turnover and high customer satisfaction.
Managers tend to motivate people by threatening them. Foster creativity and innovation by micromanaging them. Inspire people by enforcing conformity.
The second implication for the Boston Market was unable to retain skillful employee, lost of key employees, lost of skills and knowledge, turnover cost. The implication is the observation that comes out from Sash, AJ and April. These three people are very talented in their jobs. They are fast learner, very energetic in their work, and have a positive thinking. Boston Market needs to retain their talented employee in order to keep the important source of competitive advantage from others competitor. Therefore, employers must take good care of their employee in order to retain the employee and give them trust and loyalty because it is the foundation of relationships in the organization to achieve the organization’s goal (Aguenza & Som, 2012).
The author Tracy Mullen states exactly what all ownerships, supervisors and managers spend time thinking about when it comes to their employee’s, how do we increase morale and productivity? Owning, running and even managing a productive organization is not an easy task to say the least. However to have a productive organization you must have productive employee’s and management staff. Organizational success it is required to implement managerial functions appropriately. How a company is structured can lead to overly productive employees or it can lead to employees whom are ineffective and not trust worthy of your organization. Companies are spending millions of dollars on researching how to hire, train and maintain great employee’s, the flip
Sandra Reid answer is that a manager has to be a great visionary and have a vision. They have to understand
To be an effective manager one must be able to mange with purpose not just manage the daily activities. All of the manager’s responsibilities need to be molded and developed to align with the company’s vision and mission. Mintzberg discusses a model image of what a manager’s job looks like from the inside out. His concept of new managers are “putty to be molded” (Mintzberg, 2005, p. 55) provided insight that not everyone that is a manager should be a manager. Many new managers want to take their own direction and work towards their own vision of what should happen. Whereas, managing with purpose is the fundamental framework of a manager’s job. I have always maintained that managers and leaders had very different roles and not every manager can lead and not every leader can manage. A manager focuses on deadlines, metrics and budgets while the leader motivates the people, develops the culture and focuses on the vision of the business. I found it interesting that Mintzberg contends an organization becomes dysfunctional if the manager is not a leader. I feel that organizations, in the 21st century, need to have managers that lead and leaders that manage. These positions should be synonymous in order to synergize innovation and cultivate creativity.
If the organization succeeds then the employees also succeeds. Employees must see the bigger picture and must feel that they are part of the organization and not just a one man show.
Effective managers understand how planning, organizing, leading, and controlling are used to achieve organizational success. Unfortunately, I do not have a rebuttal for those of you who have ineffective managers, but perhaps learning a little more about the four functions of management will help to identify what steps your ineffective manager needs to take to become an effective one.
Managers nowadays do not actually do what a manager really should do back in the eighties. Changes that occurred in the new economy, the increasing use of technology in business, and the effects of globalisation towards business world have led management into a whole new dimension. New managers are expected to be able to manage on an international scale, act strategically, utilize technology, establish values, and of course, act responsibly as well. (Crainer, 1998) Henry Mintzberg once asked, "What do managers do?" After conducting his research based on a study of five CEOs, he concluded that managerial work involves interpersonal role, decisional role and informational role. And the fact is that, managers get things done through other people. Therefore, managers are required to possess certain skills and competencies which allow them to play these roles effectively and efficiently throughout the four functions of management. (Mintzberg, 1998)
Erickson, R. (27 July 2005). How to hire the right employee for the job and your company.
Leaders can improve employee satisfaction by employee orientation, creating a positive work environment, provide competitive benefits, career advancement opportunities, involve and increase employee engagement, evaluate and measure job satisfaction, recognition, and rewards.Employers should look for ways to give employees more control over their schedules, environment, and/or work habits. Employees will be able to create a place they enjoy working in rather than being stuck in a bland office cubicle. Each employee can set personal goals, and they will feel a sense of accomplishment rather than obligation. Employers can create an atmosphere of growth by providing training, acknowledging benchmarks,
Waldroop, James and Butler, Timothy. (1999). Job Sculpting. The Art of Retaining Your Best People. Harvard Business Review, 143-52.
It is no secret that at a core of every successful organisation lies the management of people. When the employees are successfully managed, they work more effectively and efficiently to deliver desired output.
A successful manager must take into consideration all avenues of approach in making the right
Management is not just about making decisions, watching over employees, and bossing others around. Good management result is satisfied customers, who provide better customer service. In order for new managers to be successful they need to be about to have good communication, human skills, and ability to motivate others. The ability to do these skills effectively makes a big difference in a manager and the company’s overall success. Companies depend on managers to fulfill skills and knowledge to help their company excel. The knowledge managers need to possess is technological inclined and globalization. Effective management can enhance a company’s performance by contributing to employees and customer satisfaction, productivity, development (Noe, Hollenbeck, Gerhart, & Wright, 2010).
The most critical asset too many company is there Human resource department, they play a significant part of the organizational growth. Any company should be motivating their employee’s and retaining employees that are capable in doing what is needs for the company. Both motivating and retaining employees are essential to develop new customers and their needs as well as quality improvements throughout the company. “Motivation ranks as one of the most commonly used terms in business. Seeking to understand the nature of motivation, increase levels of motivation, and subsequently improve levels of performance has been a constant goal in management and organizational literature” (Baack, 2012). Motivated employees improve, contribute and effectively enhance the company’s performance by connecting with their behaviors, personal goals along with the company’s goals.