...Effective Managers and Leaders Gary Martin Argosy University Introduction In this paper I will identify the characteristics of what I think are an effective leader. It will compare and contrast the differences between male and female leaders. I will evaluate based on gender the degree with which each gender possesses the leadership characteristics I will identify. Four characteristics of an effective leader One of the keys to being an effective leader is integrity, as the leader you must adhere to moral and ethical principles. The ability to influence and lead subordinates is directly tied to their belief in you and your soundness of moral character. People will not give their best efforts if they perceive a lack of integrity in the leader. Honesty is a must in a leader, people need to believe that you will be honest with them on all levels. Honesty goes a long way in building respect and a mutually beneficial working relationship. If the honesty of the leader is ever in question this will result in a fragmented and thus ineffective team. The work ethic of the leader must be above reproach. The leader has to lead by example you can’t expect people to work harder than you do. If you are in charge but you leave the office early everyday your nonverbal communication is clear, I have more important things to do than to be here working with the group. As the leader it is paramount...
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...Ten Characteristics of an Effective Manager 1. Positive attitude (value) – When managers display a positive attitude they are more likely to encourage their staff which creates a positive and more productive work environment. 2. Customer service (knowledge) – Having excellent customer service skills is very important when managing an organization that serves people. Managers need to be able to make sure that their clients needs are being met to the best of the organizations ability. 3. Organization (knowledge) – Being organized allows for more productivity and less issues. 4. Motivation (value) – Effective managers are self-motivated and able to motivate their staff. Lack of motivation means lower expectations. 5. Team player (value) – When managers are team players they set a good example for their staff and their staff will be more willing to perform tasks that their management also performs. 6. Leadership (knowledge) – Managers must have good leadership skills to give direction, solve problems, and take disciplinary action when necessary. 7. Innovative/Creative (knowledge) – Managers who are innovative and creative are not afraid to try new tactics or procedures. Finding new ways to keep the job interesting keeps employees from getting bored with their jobs and many even create better ways to perform certain tasks. 8. Ability to remain calm (value) – Managers who are able to remain calm during emergencies and/or conflicts solve problems and handle issues more effectively...
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...DAY YEAR Effective Versus Ineffective Managers Examples of effective and ineffective management: Effective Manager: A manager who stresses and knows about the relationship between individual growth and company growth is an effective manager. An effective manager has more credibility than a non effective one. Ineffective manager: A manager who does not understand the importance of company ethics is an ineffective one. Policy makers for the company always device ethics for the growth of company. Manager ignoring core issues tend to be ineffective one. Traits of effective management: One of the important trait of an effective manager is flexibility. Flexibility imparts stable growth despite of all odd situations. Effective managers can prove beneficial for both worker and company heads. The second important trait is proper utilization of resources. Resources are prone to depletion. A company which utilities resources judicially is always in profit. Traits of ineffective management: Ineffective managers are less flexible. Their stereotypical behaviour leads company towards the de -growth. Improper utilization of resources is a very crucial factor, that can severely affect the working of an organization (Holmes, 2012). An ineffective manager is least worried about this concept. Personal management style: My management style is a flexible one, which has room for every good managerial policy. Effective traits such as utilization of resources,...
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...When we hear the word manager a person would automatically say “my boss” but the role of manager is much more than being a person in charge. Managers have been around since the Industrialization Revolution because of the employees that were needed in the factories. One of the first well known managers was in 1842; his name was “Daniel C. McCallum, Superintendent of the Erie line for the New York and Erie Railroad Company” (Makkamson, 2000, para. 7). The way Mr. McCallum managed is completely different than a typical manager nowadays. Since the revolution period the responsibilities of a manager increased instead of overseeing twenty workers in a factory and disciplining them anyway they saw fit. The business concept has changed since then and managers have to follow a plan in order to manage their team effectively and still continue to grow the company. The traits of leadership skills, integrity and honesty, knowledge and expertise help a person fill the functions of planning, organization, leading, and control; all of which help make one more effective in their manager roles as a motivator, guide, teacher and leader. A typical manager is one that will oversee the day to day functions of their teams and help the organization achieve its overall goal. Some managers may seem to just sit in the office and work on the computer or tell employees what to do but one must understand the work that they have to do to truly appreciate it. Managers are responsible for the organization,...
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...Some managers are known for “never having missed a budget target.” Do you believe that is possible? Does such a record suggest that the managers are extremely effective managers; very lucky managers, or devious, manipulative managers? Are such managers to be congratulated (and, possibly or likely, promoted in their organizations) for their budget-achievement record? Almost every business and managers use pre-set performance targets as it stimulates employees, helps evaluate their performance, increases their commitment and reduces the cost of intervention and game-playing. Those targets are defined during the budgeting process which is the third planning cycle and are usually financial. They are typically expressed on an annual basis and are related to the measurement of performance and possible rewards and incentives. Financial targets are fixed in most firms which mean that managers are accountable for achieving their targets regardless to the changing environment during the year. Targets need to be right and set the proper way. They need to be a correct amount of challenge. Indeed, targets need to be achievable otherwise the manager will feel demotivated which is counterproductive. Consequently, achieving a budget target doesn’t only depend on the manager’s performance but also on how the target is set by himself or his superiors. Studies shown that at corporate level, budget targets are set to be achievable 80 to 90 % of the time by an effective management team (Marchant...
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...training for all of their managers across the country. By the end of their training the managers will have learned the new platform as well as the new policies that were introduced to them. The goal is to have a set location that all managers from across the country will meet at for their training. All traveling expenses will be paid by Kaiser Permanente. The CEO Bernard Tyson will be provided a compilation of the feedback from every manager that participated in the training. Mr.Tyson will then use this information to evaluate how effective the training was. Project Scope: Will have 30 days to book all of the fights, hotels, order catering, and book a central location for the training. This gives the managers enough time to work their schedule around these training sessions, as most of the managers will be flying in from other states across the country. Tasks: * We need to obtain a list of all of the managers attending the training. * Book a flight a hotel package for each of the managers based on their location. * Researching a catering company that will provide both breakfast and lunch. * Give each of the managers a $60 gift card to help pay for their dinners and any other minor expenses. * Set a date for the trainings to begin and end. * Set an agenda for the trainings sessions such as what is to be covered for what specific duration and on what day. * Put together a small brochure that will handed out to each manager containing the link to...
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...innovation from the bottom up in a big company. It was possible because Mr. Cohen already had years of experience in the company, so he could understand and navigate general company politics. Lone, obsessive geniuses may do well in a garage start-up but, in big companies, to make innovation happen, the manager first needs to embrace both the corporate machine and the people in it. On a personal level, Mr Cohen had a keen grasp of his shortcomings and knew when to recruit different thinkers for his team. He understood the iterative nature of the innovation process, accepting that nothing is perfect in the beginning. As a result, while Mr Cohen did run some personal risks in undertaking such a project in this way, he minimized the risks through a careful management of the various stakeholders and created his dream job as head of PfizerWorks. Discussion question 1. Pfizer is the world’s largest research-based pharmaceuticals firm and also a well known Pharmaceutical company. So their most of the work depends on research, developing Strategies and innovate. They were trying to find a new way of system which makes their Work more effective and efficient. Pfizer find out that their worker spends more time on Business research and data analysis to the creation of documents and other routine Support like Goggling and making power points and also spending so much time on Menial tasks rather than knowledge work. The average Pfizer employee...
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...come up with a way in which the company can thrive even better than it had before. In order to do that they came up with four steps that would help them to promote diversity in the workplace. Using the model for goal setting, evaluate Allstate’s goal setting process to determine whether or not Allstate has an effective goal-setting program. After comparing the model for goal setting with the steps that Allstate had put into effect, I believe that they do have a successful goal-setting program already established. Nevertheless, when you are trying to make sure that a business is operating as smoothly and efficiently that it can, there will always be room for improvement. One way they could improve is instead of giving, each manage a twenty-five percent of each manager merit pay, and why not break that down to at least five percent for every employee (Hellriegel. 2010). That way even thought the percentage is lower but all the employees would be getting a reward based on the Diversity Index and QLMS. Everyone in the company, no matter what background that that individual may have, needs to feel like what they do for the company is not taken for granted. Managers at this time are receiving a twenty-five...
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...founded in 1970. It is engaged in selling non-life policies especially those related to fire and allied lines, motor car, marine, personal accident, bonds and miscellaneous lines. The company is a stock corporation with 51 branches all over the Philippines from Northern Luzon and Southern Mindanao. It employs a total of 305 employees manning the head office in Makati City and all the branches. The Company’s Human Resource Department is composed of five (5) employees including its head, Mrs. Emerenciana Soriano. The department maintains a file of the company’s record of personnel. The branch managers are responsible for recruiting branch personnel who we trained at the head office from one week to one month. When the position of branch manager becomes vacant, the general manager pulls someone out from the Marketing Department to fill the vacancy. The performance of new branch manager is lackluster in the first few months. After a year, either their performance improves, or failed totally. When a BM’s position becomes vacant, the HRD immediately coordinates with the Vice President for marketing and without much fuss, facilitates the transfer of the most senior of the eligible’s to assume the BM’s post. This year, the vacancies for BM’s were unusually higher than last year. Last year’s vacancy for BM consists of only one and it was immediately filled up. At the beginning of the third quarter of this year, six vacancies have already occurred of which only three could be filled...
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...You Decide: New Sales Manager John M. Curton SOCS 350 Cultural Diversity in the Professions DeVry University May 19, 2014 In the attempt to select a new sales manager for the fiber optic cable, a manager has to look at various aspects before they can select an appropriate candidate. Managers need to know the specifics and qualifications of the job that they are hiring for. Once these areas are defined then it is time to post the job. Job postings are going to bring in a variety of possible diverse candidates those that are qualified and those that aren’t. After the allotted time for the posting has passed it’s time to review the applications and resumes that were submitted. Candidates that meet the requirements will be contacted and a phone interview will be conducted first to narrow down the selection for the in person interviews. After reviewing all of the candidates, Joyti is my choice for the position. Joyti was chosen because of her experience in managing a wireless phone company’s regional sales office and training sales people. She has a strong background in working with a diverse group of people in sales. Joyti has also demonstrated her abilities by increasing sales by 60%, which is an accomplishment in itself. That demonstrates the ability to be a quick learner and problem solver. She also demonstrates her willingness to listen to the customer and learn what they want and she is able to meet their needs. These are all important traits that are...
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...newly-appointed Project Manager of a research team, you believe that you will be able to manage the project virtually from your office in London, even though the other six members are located in Munich. This will solve your personal dilemma as your family does not want to be relocated. The project has a six-month deadline. What factors should you consider in order to make this virtual assignment effective? Answer: First of all, virtual assignments is where the employees and managers are located in different areas as in this case, the Project Manager’s office is in London whereas the other six team members are in Munich. Thus, the Project Manager has to rely heavily on communication technologies such as telephone, email or video conference. In my opinion, the factors that has to be taken into consideration include effective use of technology, invest time in building relationships and trust, provide specific intercultural training and arrange face-to-face meeting occasionally. To bring a success to virtual assignments, I will need to be aware of the full range of technology tools available to us and become practices and proficient in their use. Without familiarizing the technology, it is difficult for managers to keep in touch with the team and it might end up slowing down the team performance. For instance, it will be a waste of time discovering the function of Skype tools during the virtual meeting. Besides that, as a newly-appointed Project Manager, trust and a comfortable...
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...Email objective | Template email | 1. Applying approval mail sent to unit manager. | Dear Unit manager,Please note that I applied for the new announced position sent from the recruitment side as my interest to have career development and I am kindly seeking your approval as mandatory to complete the applying cycle process or the request will be not eligible Many Thanks | 2. Not eligible reason. | Dear Employee,Thank you so much for your intrest nd time invested to apply for our vacancy please note that you are not eligible to complete the applying process due to below reasons hre will depend on the system to be as per below reasons:- * Not eligible due to the unit manager nin approval * Not eligible due to OD feedback about ( performance agreement or PDRs and promotion eligibility * Not eligible due to ER feedbacks with warning letters * Not eligible due to Recruitment feedback ( transfer dates eligibility or qualifications) | 3. Assessment date notification. | Dear Candidates,Please visit our portal or check your email as the assessment details was sent to your side , kindly check the guidelines assessment including the location , date and time.Many Thanks and Good Luck | 4. Acceptance emails:- Titles could be changed Dear Employee, On Behalf of all TE Data Assessors Team, we are pleased to announce your acceptance for the position of (Title) We are all looking forward for your positive contribution to the company in your...
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...people to see things from a different viewpoint and encourage them to draft their action plan. IMPORTANCE * Whatever the case may be, a helpful and timely and effective advice is the valuable source to support him/her in all walks of life * Helps employees in solving their job related problems so that they can perform their tasks effectively. * It makes an employee feel less anxious or worried about the existing problems BENEFITS * Increase in productivity * Helps in superior decision making * Decrease absenteeism * Improve employee performance Identifying an Employee in Need 1. Job-related Problems - can be generated in many ways from poor working conditions to dissatisfaction with the job itself. 2. Family-related Problems – can have a profound effect on employee job performance. Family crisis such as death, divorce, and major illnesses, as well as family pressures that conflict with job demands, are all situations in which employee productivity is likely to decrease 3. Other problems generated from outside the organization - other employees concerns such as legal, financial and social troubles outside the organization can cause problems of which managers need to be aware. ------------------------------------------------- Carrie Core Conditions for Effective Counseling 1. Empathy- 2. Respect – is often communicated by actions rather than words. Examples of such respect oriented behavior include being “for” the...
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...difficult for management to exist. Many of Google’s employees are also highly independent and do not like being micromanaged. Garvin (2013) described a 2002 experiment where Google made their organization flat, eliminating engineering managers, the company realized that managers do more than just manage projects. Managers contributed to the company, “by communicating strategy, helping employees prioritize projects, facilitating collaboration, supporting career development, and ensuring that processes and systems aligned with company goals” (Garvin, 2013, para. 2). Google then created a people operations department in charge of performance reviews and creating the Google company survey. The people analytics group was created one year later which set out to collect data and in an evidence-based manor to solve problems in the organization. Having been data-driven in every other department in their company, Google wanted their human resources department to use the same approach. To contribute to the data-driven change, Project Oxygen was born. Project Oxygen set out to prove that managers don’t matter, in order to find that mangers do matter. People analytics examined the Google ratings, semiannual reviews, and exit interviews to determine how managers affected employees. Oxygen identified eight different characteristics that high-scoring mangers shared and used those characteristics to describe ideal leaders. People ops used the findings in Oxygen to build their training and assessment...
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...Governors University Course: TJP1 TASK 1 What Makes a Good Manager? The purpose for the presentation is to inform the audience about my perspective on a good manger; and also the skills that employers may want in a manger. The audience for the presentation is any individual or company that is interested in a subordinate’s views of a good manager. The significance of the chosen topic is to shown several key management skills, which managers should strive to have. Presentation Outline I. What Makes a Good Manager? A. Hi. I am a student at WGU. The topic that I will be discussing is “What Makes a Good Manager?” I have worked for several companies, while dealing with different types of managers. My experience with these managers has shown me that not everyone can be a good manger. I believe that there are different types of skills; a good manager should have in the workforce to develop the company and its employees. At the end of this presentation, you will not only know my perspective on a good manger, but also the skills that employers may want in a manager. II. The Seven Management Skills ☺ Delegate tasks wisely to the employees ☺ Establish goals for the employees ☺ Be adaptable in your communicative skills ☺ Make time for the CEO, clients, and employees ☺ Identify achievements of their employees ☺ Think about permanent solutions, not quick fixes ☺ Don’t take things too seriously III. Delegate Tasks Wisely ☺ A good manager must be able to delegate tasks wisely to the employees...
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