A good manager is someone who can plan, organize, instruct, and sprinkle their activities with a dose of leadership.
A good manager doesn't require a strategic plan for the next millennium. They do need to know what objectives must be achieved within stated time frames, and be able to communicate that information in a meaningful way to other people. They also need to know how to put a plan in place to meet those objectives. Being organized doesn't mean putting life on a spreadsheet, as much as it means setting and implementing priorities. Leadership means setting standards and living up to them, and showing others how to do the same.
Other management qualities to look for:
Action-oriented;
Approachable;
Able to deal with ambiguity;
A sense of humor.
Here are 10 tips for managing
Cultivate a creativity-inducing space.
Give creatives some structure.
Give employees time to dream.
Stress the importance of balance.
Trust the process.
Direct them at your actual problems.
Be generous with praise.
Allow for employee input.
Build a team..
Be open to new ways of working.
Employee Development
Assessments & Evaluations
Employee Ethics
Employee Productivity
Leadership
Problem Solving
Team Building
Time Management
Inspire Your Staff to Generate Healthy Change and New Ideas
For most managers, getting employees to generate fresh ideas is a never-ending task. Obstacles include low morale, misunderstood motivational techniques, inadequate training, and high employee turnover. However, inspiring your staff creates a win-win situation: your team will be more eager to come
Make sure everyone wins. Healthy change and great ideas won't happen if employees see no specific benefits in it for them. They need to know that giving their all will be mutually beneficial. In other words, if they believe you're exploiting them for their ideas, you're doomed. Inspiring your employees requires everyone and every department, from the mailroom clerk to the president, to be mutually supportive. If your employees don't feel appreciated, even the best pep talks will fall flat.
Provide recognition. Publicly acknowledging fresh ideas and achievements builds morale and encourages healthy change. And praise needn't always be formal either; verbal compliments are often more effective if you make them part of your daily communication. Celebrate your employee's successes with e-mails sent out to the entire department. Or buy them lunch if they come up with a really great idea. Even small rewards are guaranteed to make an impression. L etting your employees know you appreciate their contributions will motivate them to strive for more.
Not all managers are leaders. There are managers that are not effective leaders, just as there are leaders that do not have a clue how to manage. Typically, a manager denotes a position whereas a leader can be someone who simply influences regardless of title or position. Warren Bennis, a pioneer in leadership studies explains that managers “do things right” and leaders “do the right thing” (Bennis, 1982). Managers have a fiduciary relationship normally requiring them to ensure the process or routine is maintained. Where managers produce
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
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.
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.
When one goes into a place of business, one may realize that those who have worked at the company for a large amount of time often lose their drive to provide excellent service to their customers. This is something that all companies deal with unfortunately. Motivation lacks, causing the employees service skills to lack. When one gets to this point, the question then becomes how to increase motivation of fellow employees. This is when the employer must use their skills to provide seminars, meetings, motivational speakers, or even a small little break to get their team back on the same page.
Many business managers today are not aware to the response that motivation can have on their business. The size of the business is not a factor when considering motivation: whether you’re trying to get full potential from one hundred or an individual everyone is in need of some form of motivation. It is something that is tackled differently by different organisations and the reasonability of its integration lies with all the supervisors of staff. However, it is the owner who must introduce motivation as a way to attain the businesses goals. It is key to understand the various tactics that managers and supervisors will use to motivate there working staff also why it’s important to initiate extrinsic and intrinsic motivation into the work place. “There is only one way…to get anybody to do anything. And that is by making the other person want to do it” Dale Carnegie.
What is leadership? Leadership is having the ability to give guidance to those that will follow. Those that follow will help to complete the mission. Leadership is a soft science, just as anthropology, sociology and psychology. It cannot be proven exactly what it is. Leadership is an art, the skillful application of leadership behaviors beyond techniques is much the same as the skillful application of brushstrokes by a master painter. Leadership is both rational and emotional. It involves both sides of human experience. It includes actions and influences based on reason and logic as well those based on inspiration and passion. Leadership is a social process shared among all members of a group. Leadership development comes through experience. We all learn from our different experiences. Whether positive or negative, they are our tools for growth and development.
There is a wise saying in a business world that, ‘Competence is a factor for entry into good office, but inspiration to others is the success measure.’ Executive leaders should note that the super trait sought for by the Board of Directors and organizations, in senior executives, is the ability to lead and motivate others. This is according to a market survey of 1200 business leaders globally by IIC Partners, a leading worldwide executive search. This trait enables the leaders to coalesce organization practices into a single command. The action draws teamwork in service rendering. This is an important product that fuels maximization of service output by employees. An executive also needs to inspire employees by recruiting from within. The strategy inspires employees to work hard with optimism that their services would be recognized. For executives, although entry point is merited, work sustainability is pegged on the ability to inspire others.
It is important to motivate staff and earn their respect. Motivating staff starts with simple acknowledgement. For example, I might say to one of my workers, “I like how you exhibit good team work, Jane”. Employees like to be recognized for their work and abilities. Recognition also includes providing regular feedback about their performances, which promotes staff motivation. As a manager, motivating staff will hopefully allow me to earn his or her respect through genuine compliments, frequent acknowledgment of strong attributes, while focusing less on negative attributes, and involving my staff in the decision making process. Staren (2009) says, “Staff members work harder for managers they like and respect. In addition to the evident interpersonal skills of being approachable, friendly, and polite, the manager must ensure that he is behaving in a manner that will engender trust and admiration” (para.16). I want to be that manager whose staff will work hard for him. I also want to be the manager that when I call my staff to ask if they can come to work because the facility is short staffed, he or she will come because of me. When you motivate your staff, respect follows and your workers will do more for
The world of business has undergone radical and dramatic changes in the last decade changes that present extraordinary challenges for the contemporary manager. A manager is an organizational member who is responsible for planning, organizing, leading, and controlling the activities of the organization so that the goals can be achieved. According to a widely referenced study by Henry Mintzberg, managers serve three primary roles: interpersonal, informational, and decision-making. Management is process of administrating and coordinating resources effectively and efficiently in an effort to achieve the goals of the organization.
Leadership and management are two words that are commonly mistaken; the relation and the differences between them are often unclear. Leadership can be defined as the ability to influence a group toward the achievement of a vision or a set of goals." Managers are there to plan, organize, lead and monitor employees' activities. Leaders also have to be able to guide an organization through change. As we will see later, vision is a crucial component in the success of this task.
Planning and organizing is another vital quality needed for managers. If manager can do effective planning he can really contribute in the long term progress and development of his organization. Proper planning helps in useful and efficient use of the existing resources of the organization. After planning if you are not able to organize the things, this can really worsen your planning.
In my summary I want to say is that not everyone who is given an opportunity to become a leader or manager can be a good manager or leader it takes a lot of time effort and mind to make someone a successful leader/manager. To become a good manager or leader I think they have to be active listener and passive speaker but goal oriented no matter if it’s a long term project or short term project, they also have to be passionate and compassionate, they should have expertise and knowledge of their area of expertise.
I would create a positive environment where the employees would feel comfortable to solicit their ideas. I would encourage the employees to express their ideas. I would give constructive feedback to them when they share their
Management can be simply defined as ¡§getting things accomplished through other people¡¨. Management is then the term describe the work done by the manager, which are planning, organizing, leading and controlling the use of human and other resources, in order to help the organization to achieve a higher organization performance. Planning is to define to goals or targets of the organization and devising action plans to meet organization goals. Organizing is to determine what tasks should be done, arrange jobs to subordinates, controlling the budgeting and divided tasks to individuals or teams. Leading is to motivate staffs to work, maintaining the progress of activities and good relationship and to ensure to work done effective and efficient. Controlling is to measure work performance, assess whether goals have been met, compare the set targets, and make corrections when it is needed