I will be analyzing the article Managing Your Boss by John J. Gabarro and John P. Kotter. The authors define managing your boss as the process of consciously working with your superior to obtain the best possible results for you, your boss, and the company. It requires that you gain an understanding of the boss’s goals, problems, pressures, and work style. Managers should pay attention to the boss’s behaviour. Consciously working with your boss also requires that you truly understand your own needs, strengths, weaknesses and personal style. The authors recommend developing and managing a relationship that fits both parties’ work styles, is characterized by mutual expectations, keeps the boss informed and selectively uses boss’s time and resources. It should also be based on dependability and honesty. The article stresses that a compatible relationship with your boss is essential to being an effective manager.
I believe this article is definitely relevant to the overarching theme of developing interpersonal skills for managers. There is great value in building a healthy relationship network with your boss. Thus one lesson I learned from reading the article is the importance of being people-centered. People-centered people seek out personal meaning and interaction with others. They achieve their goals by learning from other people. This is beneficial because it allows me to figure out the void in my boss’s work life then filling it. It enhances my ability to understand the boss’s hopes, fears, and motivations. For example, I am a person who values trust, respect and fairness in a workplace but also understand that a boss values profitability and productivity. Without that understanding, I realize that I will nev...
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...procedures and methods. I was rewarded with more hours and responsibility in the organization. I became trustworthy and dependable in the eyes of my superior.
A potential risk of managing my boss is that peers will think that I am sucking up. As a consequence, they may try to sabotage my efforts. To avoid this in the future, I will not show special treatment to superiors. I will remain committed to my core values and being a team player. A U.S. News Weekly article explains that “You are not doing this to pleasure your boss rather you are doing this to help your team and your organization. When you help the team, you are helping your boss.” Gaining the trust and respect of everyone in the organization, not just my boss, will strengthen my credibility in the workplace. Managing my boss will lead to a vibrant and healthy community where people can flourish.
Their problem solving skills, intellectual potentials, and any other skill that can be utilized should be utilized to help build a better Whole
The manager has different functions, attributes and skills. Different subordinate needs to have different leadership style. Finally, difference powers would have difference use on leadership influence. MANAGEMENT DEFINED Management can be defined as the process of planning organising, directing, and controlling organisational resources in the pursuit of organisational goals. LEADERSHIP DEFINED Leadership is frequently defined as a social influence relationship between two or more persons who depend on each other to attain certain mutual goals in a group situation.
Sutton tells one “Learn to be just assertive enough, and don’t become an overbearing asshole” (Sutton, 2010). As a boss one has to act confident because acting makes one feel confident this is the self-fulfilling prophecy. Acting confident Sutton says “magnify the illusion and reality that you are in control of what your followers do, how well they perform, and they ...
Carpenter, M., Bauer, T., Erodogan, B., & Short, J. (2013). Principles of management. (2nd ed.).
Leaders: Strategies for Taking Charge is an organizational management book written by Warren Bennis and Burt Nanus for those who aim to become better leaders. The authors emphasize that having executive positions or being a manager does not automatically make one a leader. A leader is one who inspires his staff, help them find purpose in their work, and effectively implement their plans. They separate the book not quite into chapters on different topics, but rather by four strategies that they have determined are vital for any leader to take on. The strategies are effectively concluded as attention through vision, meaning through communication, trust through positioning, and the deployment of self. A prominent feature of Leaders is the various
We all yearn to feel important. Demanding respect, wants of approval, and seeking accomplishment. When our ego is starved, we seek for nourishment for it in any way we can get it. We have to have an affirmation every day that our worth as a human being is still intact and that we are appreciated and notice. So to satisfy our ego, we throw away our voice and instead put effort into completing our work in order to hear those praises or compliment. In result, we turn exactly into what is depicted in Andy Singer’s the cartoon picture, “Quitting Fantasies” (pg. 259). In fantasy, no matter how we wish to voice our opinion to our boss and tell how we feel about them, when it comes to reality we want to feel wanted by our boss. Wanting to be recognize therefore satisfy our need for personal worth. It is, however, essential to enhance our prospect’s ego in some way. Make sure that the praises that we give to people is sincere and genuine, so that everyone will feel welcome. That when presenting oneself, we are not in a manner that would instills the feeling of threats, competition, jealousy, and
The same thing can be applied for organization perspective. A leader must be clear on his higher values. He has to have an accurate view on his weakness and strengths. He must know when to push the button, when to calm down, be decisive and be pro active rather than react to the situation. He has to act as the situation demands, keeping goals in mind.
Robbins, S. P., & Coulter, M. (2009). Management (10th ed.). Upper Saddle River, NJ: Pearson
Meshanko, P. (2013). The respect effect how to use the science of neuroleadership to inspire a more loyal and productive workplace. New York: McGraw-Hill.
The ways employees connect to the leader are important. If the employees do not like or trust the leader, this can impact the outcome of the job and create future hurdles. If you work for someone, you have to be able to relate to him or her. There has to be a formal relationship in order for the formal authority to be respected.
Today's business world is a very delicate model and can break down with the slightest of ease. One of the most important aspects of a successful business is a good, strong management team followed by a good, intertwining associate team. The two groups serve, as different operational structures yet need to coincide on a very strict level. For a business's employees to be at arms with each other can create a big problem that happens to be at the prime area of business. This area is the area of direct customer interaction. To not keep the customer happy is to douse oneself with gasoline and proceed to striking a match. This problem brings us back to the introduction of trust and professionalism among workers.
Creating the right work environment is priority number one for every CEO. Employees at all levels must feel proud working at the company and the CEO should make sure that they have the chance to feel that they are adding value to the company's operations. The golden rule of 80/20 can be a very useful tool to make sure that the CEO provides positive reinforcements to his or hers employees. For every interaction with an employee, the CEO should try to say four good things about that particular employee's work and one slightly bad. In this wa...
By allowing for employees to be increasingly engaged in workplace activities, they are then given the opportunity to develop new skills. Most leaders also encourage for employees to participate in team building activities so that any employee would be more comfortable and have stronger chemistry when working with other members of their respective departments, and with other employees in the company as a whole. Leaders are capable of motivating their subordinates through a series of actions, such as words of encouragement, acts of appreciation, and allowing for employee involvement in key decision making processes in the company. For instance, leaders who appreciate, constantly encourage and assist in the improvement of the tasks performed by their subordinates will be able to build a strong and healthy employer-employee relationship. This good relationship instils the traits of confidence in employees and motivates them to enhance their performance. Excellent leaders commonly try to develop a dialogue or establish open communication with their subordinates. Employees who are well
Will facilitate the employees to get a better understanding of the working of the company.
...ll benefit when the employees are well equip with the excellent oral communication, critical thinking, strong work ethic, teamwork, competence and setting the goal which requires a lot of thinking process.