Personal management skills (2000 words)
Terms of reference
I have been employed by Fab Sweets Ltd to analyse the production side of their business, and to suggest and develop solutions to the problems that exist.
Procedures
Analyse the company
• Organisational climate
• Organisational culture
• Job design
• Work restructuring
• Motivation
• Leadership
Apply theories and best practice
Recommend actions to be taken (future actions!)
According to Charles Handy (1991), the modern organisation requires us:
‘To learn new ways and new habits, to live with more uncertainty, but more trust, less control, but more creativity.’
The shape of the current organisation
The organisation structure needs to be adjusted.
Peter drucker: operations of a manager
• Setting objectives
• Organising work
• Motivating employees
• Job measurement
• Developing people
It is clear that the management here are not doing all the operations which they should, especially as regards motivation.
“Effective organisations contain happy people. If organisations are run in a way that everyone can give of their best, then we will all be happier, more prosperous with greater security”. (http://managementlearning.com/topi/mngtorgb.html)
In this case the workers are unhappy, this is because:
1. they have no responsibilities
2. they are not motivated
3. there is no job satisfaction
4. lack of communication
5. grading and payment levels are not implemented properly
The leadership is inappropriate,
It is clear that the production supervisor is only concerned with the production targets, she has no concern for the employees, this compares to the theory x manager by Douglas McGregor (1960). A better type of management would be the theory y manager.
Management models
MODERN TRADITIONAL
Theory y Participation Control Theory x
&...
... middle of paper ...
...y utilised?
Improving Evaluations
• Suggestions for Improving the Effectiveness of an Evaluation System
– Ask employees to participate in the evaluation process.
– Set specific performance goals.
– Provide supervisor’s training in evaluation subordinates’ performance.
– Communicate the results of the evaluation process to employees.
– Do not focus entirely on problem areas; good performance should be actively recognized and rewarded.
– Make performance evaluation a continuous, ongoing process.
The Reward Process
Herzberg's Two-factor Theory
Hygiene Factors Motivators
Salary
Job Security
Working Conditions
Level and Quality of Supervision
Company Policy and Administration
Interpersonal Relations Nature of Work
Sense of Achievement
Recognition
Responsibility
Personal Growth and Advancement
Maslow's Hierarchy of Needs
Top management is spending too much time on employee development and not enough on the overall strategy of the business.
Herbert Otto, an esteemed author, once wrote, “Change and growth take place when a person has risked themselves and dares to become involved in experimenting with their own life” (Wilderdom: A Project in Natural Living & Transformation). Essentially, Otto is saying that in order to grow as a person and become educated, one must break free from what bring him or her comfort, which allows him or her to be daring and adventurous. Christopher McCandless holds a similar view point on education and experimentation or adventure, which can be seen in Jon Krakauer’s Into the Wild. McCandless believes that once people find a way to break free from the default and comfortable setting that so many of us function on, are we able to discover our adventurous
uncertain of what change will bring. He thinks change will bring adventure and exhilaration, but
“I have lived every day of my life asking myself ‘is what I’m doing reflective of who I am? Or who I want to be?’ If not...”
6) “We succeed in enterprises which demand the positive qualities we possess, but we excel at those which also make use of our defects.”
Maslow believed that there was a hierarchy of five innate needs that influence people’s behaviors (Schultz & Schultz, 2013, p.246-247). In a pyramid fashion, at the base are physiological needs, followed by safety needs, then belonginess and love needs, succeeded by esteem needs, and finally the need for self-actualization. Maslow claimed that lower order needs must be at least partially satisfied before higher level needs are addressed. Furthermore, behavior is dominated by solely one need
Abraham Maslow, a psychologist, created a theory about how humans fulfill their needs. Robert Gwynne emphasizes Maslow’s theory that “human beings are motivated by unsatisfied needs, and that certain lower needs need to be satisfied before higher needs can be satisfied” (Gwynne). In Maslow’s Hierarchy, he explains that humans must fulfill their basic necessities before they can reach a higher level of contentment. Accomplishing needs allows for humans to stay motivated in their daily life. The ability to attain their goals originates from the order of the hierarchy. Saul McLeod helps to provide information about Maslow’s Hierarchy of Needs. He explains that the levels of needs include physiological, safety, social, esteem, and self-actualization (McLeod). The beginning level, physiological, includes essential needs: food, water, air, sleep, and shelter. After filling those urges, a person would move on to the safety level which ensures that they are protected from the elements and have security. Then the social level of the hierarchy should be met because humans have to feel a sense of connection and belonging. The higher levels of the hierarchy are more challenging to satisfy, so not everyone completes them. Esteem consists of a person’s achievements, independence, self-respect, and respect from others. Once a person feels that they have accomplished esteem, they arrive at self-actualization. The last level requires for the person to reach self-fulfillment and to realize their full potential. Humans do not approach maturity until they make their way through all five levels of the hierarchy. However, completion of the hierarchy does not happen often because people neglect their impulses. If a person chooses to ignore their needs, then they can be negatively affected: “The need to fulfil such needs will become stronger the longer the duration they are denied. For example, the longer a
To be able to take responsibility for your own personal and professional development using a variations of different tools.
In 1943, a paper called A Theory of Human Motivation was published by the U.S. psychologist Abraham Maslow, in which he argued that people had five types of needs coming in a specific order (Kremer and Hammond, 2013). These five human essential needs are physical needs, safety needs, social needs such as belonging and love, esteem and self-actualization. The specific order arranged these needs in a pyramid which Maslow called the hierarchy of needs. At the bottom of the pyramid are basic needs, physical needs, while needs of self-actualization are at the top. According to Sadri and Clarke Bowen (2011), for the purpose of progressing to the higher level, an individual has to satisfy each need. With the great reform and opening, there is an increasingly
The contemporary leadership we researched was Situational, Distributed, and Collaborative. We researched all these because we thought that this type of prInciples would make the game more interesting for the players and leaders. I felt that with these principles we would have a chance to show how to effectively apply it, the research we did supposedly told how each principle worked and how to effectively apply it. Some other examples of the research were that what games apply to these principles the most which were for situational was capture the flag, this game was that you had to get the ball and bring it to your side, but when the opponent gets the ball from your goal. The team would have to go from attacking to defensive instantly which show that when a situation changes how a person reacts to the change, for distributed was the four squared game In which the team with the ball had to get the other team out, in this game there was a use of two principles in one collaborative and distributed as an example some people would have to mark the opponent and work together to get the person out. We used Situational, Distributed, Collaborative, we delivered collaboratively and the distributed perfectly because we worked with each other and the rest of the class to work out an outcome since our game wasn't that good and people kept asking if they could change the rules which made us think if we needed more time to execute our game , since we only had 50 mins to play . I felt that we all had a say in how to apply the principles of the group Kent said by playing the game While I went into some depth to try and think how it would affect the game and we as leaders, which came to the conclusion to play more games that would high...
Similarly, Maslow's theory also reflects that humans have an internal force to reach their highest potential (Maslow, 1968). Maslow examined the hierarchy of basic human needs and developed a pyramid of requirements which motivates human beings and shapes their personality. At the bottom of his pyramid are found the basic physiological motivations which are necessary for survival such as food and shelter. The next level incorporates the need for safety, both physical and psychological. This is followed by love and belongingness which relate to receiving and giving affection. Presuming the love need is met, the next level up is the need for esteem which includes the feeling of self-esteem and self-respect. At the top of the pyramid stands the complex need for self-actualization which is a meta-need as per Maslow (1964) and we can reach it through peak experiences. It is the highest level of growth when someone reached her or his capacity to the fullest. Maslow estimated that only 1 percent of people ever really fulfil this need (Maslow,
In 1943, psychologist Abraham Maslow developed a theory of basic human needs: Maslow's Hierarchy of Needs. His theory suggests that embedded in the very nature of each human being are certain needs that must be attained in order for a person to be whole physically, psychologically, and emotionally. First, there are phys...
In the twenty first century, leaders are required to build a greater impression in which people believe in strategy, trust in management decisions, and trust in their work. Once people believe in management choice, there will be enthusiasm inside an organisation. Such an environment helps the organisation growing or flourish. A doing well leaders create a surroundings in cooperation inside and outside the organisation. (Subir chowdbhury management, 21c financial times prentice hall (2000)
The Hierarchy of needs theory, by Maslow, shows the basic and the advanced needs that the person should fulfill to reach his or her highest potential. That is why the theory is best depicted as a pyramid including seven stages. The first stage is physiological needs: water, body temperature, sleep, and sex. When one satisfies those needs, he or she can go to the next stage. Safety needs is the second stage. Here, the person is concerned about his safety and stability, so he tries to find a good job to support himself financially, and also find a good home in a safe place. The third stage is belongingness and love. To love and be loved and accepted becomes very important in this stage, so the person starts to worry about his relationships. Being accepted and loved will lead successfully to the fourth stage, which is esteem needs. In this level, the person is more concerned about achieving and gaining approval. Ones those needs are fulfilled, the cognitive needs come to be a priority. This fifth level is attained by seeking knowledge and explor...
my hard work ethic. It taught me that to be able to work in a team