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Full interview of a manager
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Manager Interview
By
Suhas Rajaram
IST 614 - Management Principles for Information Professionals
My Interviewee Mr. Niti Badrinath is working as a Senior Vice President, Head of Mobile Banking and Payments at U.S.Bank, fifth largest bank in the United States based on the total assets and fourth largest in terms of branches. He completed his under graduation majoring in Mechanical Engineering, from Indian Institute of Technology - Madras which is ranked among top technological schools in India. He then completed his Masters in Information Systems from Krannert School of Management – Purdue University. He has had a very illustrious career, working with major companies in the United States, holding highly responsible positions. He started off his career as Senior Manager with Ernst and Young, one of the Big Four consulting firms in the world. He then held the position of Principal with PricewaterHouse Coopers. He then went to become the Vice President of Gartner Group, another major consulting firm. Further he served as Associate Partner with IBM and then between 2006-2009, he served as Executive Vice President- Global Direct Banking with the Citi Group. He has been in his current position over 5 years working out of the San Francisco location.
Mr. Niti Badarinath is a very close family friend. It would not be an exaggeration if to say that he inspired me to pursue Masters in the field of Information Management. Though he is extremely busy and loaded with responsibilities, he was extremely kind to spare few minutes and provided me with valuable inputs, which has further bolstered my decision of pursuing Masters. I have never got a chance to meet him in person, but this meeting helped and it gave me a chance t...
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... interview gave me a lot of insight about management and made me realize the importance of communication. The kind of real time examples I got to hear from my interviewee was so inspiring and helped me in learning the diversity that exists in the market. And to deal perfectly with everything is very much necessary to be a good manager. Manager has to keep a lot of things in mind like the company budget, man power, time frame etc. And performing very well at the same time is possible only by developing all the managerial qualities. Observation and interaction with people teaches us a lot of things and a good manager should be able to differentiate between the good and bad. And continuous learning is the key to be a good manager. And I truly believe that the statement “Leaders must be close enough to relate to others, but far enough ahead to motivate them” holds good.
Management is the ability to get a job done using appropriate processes, models and systems to achieve an objective. Managers think radically, abide by principles, rules and use experience in their respective fields to make things work. A good manager goes about the ordinary activities such a staffing, organizing, planning (Robert, 2007). The very ability of his/her colleague to discover the uniqueness in each of the subordinates, capitalize on it, harnessing the best out of them to accomplish goals clearly distinguishes such a person as great when compared to others. Great managers develop people and enthusiastically transfer acquired skills to others, work progress is constant and usually by leaps and bounds. In addition, a great manager outlines and strategizes his/her team for project plans such that there is a “buy in” on delivered commitments. In contrast, the former just transfers the required skills to subordinates; work progress is notable, vice versa of the latter. Rupert Murdoch of the News Corporation is ...
I feel that my manager and the other managers performance include these being, technical skills, human skills, and conceptual skills which make up a good manager. Their roles as leaders include that they give us the “know how”, the personal relationship with trust and respect, and they have excellent conceptual skills to get us out of and through tight spots we might get into, sometimes regarding meeting budgets etc. Best Buy.com - Best Buy.com. Concluding, Best Buy has advanced and achieved so much since its beginning in 1966, and with the importance of its employees and managers being put first and into definitive roles, will only make the company go further on their road to success.
Polycom was founded in December of 1990 and went public in 1996. Its global workforce is comprised of approximately 3200 employees. Revenues for 2010 were posted at $1.2 billion. Polycom prides itself in being
As I sat down with Jordan Fisher, on April 30th, we looked out the window to a gloomy, rainy day. It was wet and nasty day, but Jordan agreed to sit down with me to discuss his position as an HR officer. Jordan started with the Federal Government, 30 years ago at the age of 20. Now 50 Jordan is looking forward to retiring with his wife, stating “I enjoy it here, I really do—but I can’t wait to retire.” While Jordan plans to work for one more year before retiring, the knowledge and experience that he has gained from the position will never leave him. Jordan has been a very successful H.R. official because he has integrity, used effective communication and proper documentation.
The employment interview has been the key element used for determining a candidates’ worthiness in filling an open position. Organizations rely on employment interviews as a way to predict the future job performance and work-related personality traits of interviewees. Over the years validity of the employment interview has been under scrutiny, so it is no wonder that is has been the topic of many research papers. The definition of the employment interview is “a personally interactive process of one or more people asking questions orally to another person and evaluating the answers for the purpose of determining the qualifications of that person in order to make employment decisions” (Levashina, Hartwell, Morgeson, and Campion 2013, p. 243).
I chose to interview Regina Geis, who holds the administrative role as acting supervisor for the County Mental Health adult day program, which provides services for individuals with intellectual disabilities. Ms. Geis has held this position for 15 months. This is her first managerial position within a human service agency. Her style of management has changed over this short period of time. She feels that she is now more direct with her direction with staff. She stated, “Maybe now I come across as a little bit cold. But I have learned that I now have to use the least amount of words to get my point across.”
best to interview as he is one of the smartest people I know. Of course I talked to him in our
After Bill George and Peter Sims interviewed all 125 managers, they found a common thread throughout each of their interviews: their life stories impacted their passion to lead. After expe...
To inspire and influence others, a leader must possess many skills and abilities. As motivational speaker Peter Northouse, states, “a leader should be strong, but not rude; be kind, but not weak; be bold, but not bully; be thoughtful, but not lazy; be humble, but not timid; be proud, but not arrogant” (Northouse, 2013) Moving an entire group of individuals toward a singular goal is a considerable undertaking. Without effective communication skills and a clear vision of what needs to be accomplished, one will feel like they are trying to herd cats rather than leading.
I have taken an interview of the Human Resources Manager Mr. John Smith of a respected University. I asked him to come for a coffee at Starbucks coffee shop. He did not refuse me and came at time. First, I shared my course content and whatever I knew about course and career. I started with explaining many things regarding human resource management, as he is the most competent Human Resources Manager in my eyes. I started by describing about what our College is teaching about Human Resource Management.
How well a business manages its assets and resources predicates its overall success. Companies that spend financial resources foolishly are apt to find themselves in bankruptcy. Companies that work capital equipment resources beyond the machine’s capabilities or for other than intended purposes are apt to experience downtime and/or lose the equipment to failure. The same premise holds true for a company’s human assets. However, unlike other company assets, which depreciate over time, human assets appreciate over time when managed properly. The article, Importance of Human Resource Investment for Organizations and Economy: A critical Analysis, explains the importance of managing human assets as follows:
The name of the interviewee is Seema Sivanandan and she currently works with Caterpillar Inc. Her designation is Senior IT Analyst. Her major responsibilities include Operations management, handling new applications deployment pertaining to engineering
Management is a very tough job in today’s world of ambiguity, uncertainty, stiff competition and threatening environment. You have to be mentally and physically very strong to cope up the challenges posed by the current business environment. Following are the most important management skills and qualities needed for a successful manager.
Robbins (1997) defines managers as those who are all oversee the activities of other people with the purpose of accomplishing organizational goals. Therefore, in order to provide organizations with the best outcome, effective managers are urgently needed for modern organization. This is simply because, according to Hunsaker (2001), that the increasing recognition is given to the importance of having managers with strong interpersonal skills rather than, that twenty years ago, managers were only valued primarily for their technical know-how.
I learned that for me to be an effective leader I have to be able to change follower’s behaviors, and make them both satisfied and perform well. When I become a manager I have to realize that I will be working with a diverse group of people and what works for one person might not work for everyone. It is important to have a leadership style that leads to positive outcomes that is valued by the organization. I think it will be important for me to make each employee feel like they are appreciated and that their voice matters in the company. I think it is important to give frequent feedback so employees can know how their performance and know how they are doing. I would like workers to see me as a fair manager that distribute duties and outcomes fairly doesn’t show favoritism. I would like to be able to keep everyone motivated and working together as one to keep employee moral high so it can benefit the