...Manage Your Boss How do we make our time most productive? What could be a more effective use of time than ensuring we have a mutually effective relationship with our own line managers? Here are our 8 tips to help manage up: 1. First try to understand your boss. 2. Don’t try to be a transformer. 3. Build on strengths. 4. Focus strengths on things that matter. 5. Find out what works. 6. Build your relationship. 7. How to avoid being overloaded or having your time wasted. 8. Build a bigger network. 1 – First Try to Understand Your Boss On This article suggest several ways to achieve this.They state that we need to ensure you understand your boss, and her working context, by understanding her/his: Goal and Objectives Pressure and Issues Strenghths, weakness and blind spots Preffered workstyle Then, we need to do the same our yourself. As Kotter and Gabarro discovered in their research, it may seem an unusual expectation to “manage up” but the need to do so is obvious. “Just think of the job and how to be effective in it. How do you get the resources you need, the information you need, the advice, even the permission to keep at it? The answers always point toward whoever has the power, the leverage – that is, the boss. To fail to make that relationship one of mutual respect and understanding is to miss a major factor in being effective.” Trying to manage your boss makes sense because it makes your job easier. 2 – Manage Your Boss: Don’t Try To be a Reformer...
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...review BEING THE BOSS is a must read for all managers. This document is an outcome of the book review completed by Group 8 of PGSEM 2013 batch. The intention is to capture the key ideas endorsed by LINDA HILL and KENT LINEBACK through BEING THE BOSS BEING THE BOSS is a must read for all managers. This document is an outcome of the book review completed by Group 8 of PGSEM 2013 batch. The intention is to capture the key ideas endorsed by LINDA HILL and KENT LINEBACK through BEING THE BOSS BEING THE BOSS THE 3 IMPERATIVES for BECOMING a GREAT LEADER BEING THE BOSS THE 3 IMPERATIVES for BECOMING a GREAT LEADER Group 8 Jitesh Gopal( 1312017) Pravar Ranjan ( 1312054) Rajesh Unnikrishnan(1312034) Group 8 Jitesh Gopal( 1312017) Pravar Ranjan ( 1312054) Rajesh Unnikrishnan(1312034) BEING THE BOSS is a must read for all managers. Linda A. Hill and Kent LineBack have comprehensively explained the paradoxes associated with Management Job. As becoming a manager is a journey – A journey most managers fail to Complete, it’s important that people are given tools and methods that will help them progress through the long road of management. Through BEING THE BOSS, Linda and Kent have provided us with such a tool. Jason, the protagonist in BEING THE BOSS, embodies the paradoxes that...
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...1. How can you build a good relationship with your boss/manager/superior? Answer: a. Put yourself in your boss’s shoes. Figure out the challenges your boss will encounter that day and be prepared to offer solutions. Anticipate the questions that your supervisor may ask about your work or a project and have thoughtful answers or next steps for them to take. Thinking ahead can really show that you’re an invaluable team member. b. Show value. They hired you for a reason, so make sure that you’re adding value to the organization and/or position. Bosses want employees not only to agree with them, but also be willing to speak up about the realities and challenges in the business that need to be addressed. Be the person that speaks with facts, confidence and reasonable suggestions that produce results. This builds your boss’s confidence in you. c. Know when and how to communicate with your boss. Learn how your supervisor likes to communicate and receive communication, and mimic this style. d. Ask for feedback. Don’t be afraid to ask your boss for feedback. Don’t assume that your work isn’t valued because your manager is juggling multiple deliverables and not spending as much time with you as you’d like. e. Get to know your boss personally. You don’t need to be friends with your boss or hang out with them on the weekends. However, it couldn’t hurt to ask them how their weekend was, or find out what their hobbies and interests are outside of work. f. Offer to help. You should...
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...7 Characteristics of a Great Boss The weekend is over and here we are, hello Monday and your boss has already started the morning off on a bad note. You feel like telling your boss “I quit” because her appreciation for anything or anyone does not exist. When was the last time you heard the boss say “great job, thank you for reporting in today, have a great evening; see you tomorrow”? These few simple words make a world of a difference. To hear the words “thank you” can modify your outlook of quitting or wanting to stay. Making that judgment varies on the person you work for. A noble boss is one who provides training and leadership to their personnel; however, some bosses are less efficient in their supervisory methods and procedures. To define boss - one who guides or oversees employees and exercises authority and control. Their responsibilities may include insuring the work is completed; policies and protocols are followed, and offer the crucial training to achieve these duties (Wikipedia, 2015). They have the ability to employ new workers and fire those that do not measure up. How responsibilities are conducted can be the distinction between a virtuous boss and an immoral boss. The personality of whether a boss is measured bad or good is contingent on the perception of the employee. A respectable boss directs his employees by assigning work based on an individual’s strengths. They take time to acquire what skills the employees have and in what way they can best be used...
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...greater prestige and reputation for offering excellent classical marketing training in a structured environment (Weber, 1994). Benton’s new boss, Deborah Linton, offered a cool reception. Linton made clear during their first meeting with Benton that she did not like Harvard MBAs and gave the impression that she had no time to help train and familiarize her new team member. Instead, Benton was shown around by Linton’s other report, associate product manager Ron Scoville, who struck her as arrogant and whom also was cynical of MBAs. This paper will discuss and assess Linton’s leadership approach, make recommendations on how Linton can build an effective team, determine the reason behind Lisa Benton’s ineffectiveness to influence her boss and colleagues, and finally discuss incidents Lisa could have handled differently and offer recommendations to get her career back on track. Introduction Lisa Benton was frustrated and dissatisfied with her new job at Houseworld where she started by a lack of responsibility and poor relationship with her boss, Linton, a colleague Ron Scoville and recently with the reveal of her negative performance review. Benton was concern of her career in Houseworld and was thinking of calling her former supervisor Kingston, of Right-Away Stores. During her first weeks at Houseworld, Benton developed a good relationship with others in the company. However, she was consistently relegated to analysis and excluded from strategy and, as such, felt that her...
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...GLOBALIZACION AND BUSSINESS CULTURE Basically this video shows us how we can be able to be successful in a business how to communicate with other people around the world, how to be intelligently on making new partner and how to run your own business. It shows how Japanese culture is successful with their own businesses, an idea they implemented was suggestion box for their employees, they got the chance to speak for them self and the head quarter listen to them and took notes on those suggestion to see what areas were needed to be improve. It is really good when a boss takes time to listen to and hear what time of ideas you have in mind, since basically the own employees are the ones that are down there making the job and are able to see much better what is going on. Also the Indian culture they are really dedicated to their work they’re the ones that can improve our technology base on their intelligence not saying that other culture can’t but they have been the leading culture on technology base on the video. They also work with really close friends and hang out with people of their own interest so they can be able to share ideas. Many countries try to imitate japan such as kores, Korea is a very intelligent country they build relationships with other countries so they can grow as a company in Korea they are really loyal people they respect their jobs and take it really it real serious. They will respect their boss as if they were in the military, and over the time they...
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...living by doing good works instead of living through faith in Jesus Christ. The Galatians needed to die to the law in order to fully center their lives on Jesus (The International Bible Commentary, p. 1421). Paul points out what the Galatians are doing and then gives and example of how living through the law instead of by faith was not valuing Jesus Christ’s death on the cross. To the Galatians it meant that their whole doctrine of belief was wrong. They believed in salvation through following the law completely and Paul showed them that is not how you get salvation in Jesus Christ. You receive God’s grace by having faith in Him because no one can fulfill all of the law (The IVP New Testament Commentary Series, p. 74)....
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...can’t seem to recognize a good leader from bad ones. A leader is generally defined as someone who inspires, rules or guides the work activites of others. A good boss creates clear focus on desired outcomes, properly equip their operations for high performance and above all build strong working relationships and foster teamwork. He creates a climate where employees receive ongoing feedback and coaching and they strive to maintain a work-life balance. Flexibility, understanding and the ability to listen to the employees makes up some of the important characteristics of a good boss. On the contrary, a leader who criticizes, belittles and disrespects his employees earns the label of a bad boss. A bad boss fails to give recognition for the little things his employee does. Such leaders not only make life miserable for their employees, but hamper organizational performance. No one starts out their career trying to be a horrible boss. Yet, it is amazing to see that a vast majority of the folk seem to accomplish this feat with absolutely no training. It is possible that a good leader turns into bad under difficult situations. This could be personal or professional. Ergo, the perception of whether a boss is considered good or bad, should be based on factors considering the psychological state of the boss and the outlook of the employees being supervised. It is believed that every person has had a bad boss at one time or another...
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...attention to the people holding positions I aspire to. • If someone is seen to prosper, there is a social psychological tendency for observers to decide that the lucky person must have done something to deserve his good fortune. He or she becomes a better person simply by virtue of the observed rewards. • Conversely, if something bad happens to someone, the belief in a just world causes the conclusion that the victim must have been a bad person. • Success, however achieved, will promote efforts to find the many positive virtues in those who are successful – thereby justifying their success. • Paying attention to what departments are represented in powerful positions provides an important clue as to where the power lies. Obstacles o Belief that the world is a just place. People want the world to be controllable and predictable, thus they want to believe the world is just, and thus if you behave by the rules you will be all right, or if you fail to follow the rules bad things will happen. Hand-me-down management formulas that reinforce this false belief. o Yourself. Don’t self-handicap. People are afraid of setbacks and implications for their self-image; so they often don’t do all they can to increase their power. Get over yourself and beyond your concerns with self-image, or, for that matter, the perception others have of you. Others aren’t worrying or thinking about you that much anyway! They are mostly concerned with themselves. Politics vs. Performance ...
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...INTRODUCTION TO ORGANIZATIONAL POLITICS POLITICS Power is the capacity to influence others through the control of instruments of reward and punishment – which can be tangible or intangible. Definitions of power abound. German sociologist, Max Weber defined power as "the probability that one actor within a social relationship will be in a position to carry out his own will despite resistance." Along similar lines, Emerson suggests that "The power of actor A over actor B is the amount of resistance on the part of B which can be potentially overcome by A." Power appears to involve one person changing the behavior of one or more other individuals – particularly if that behavior would not have taken place otherwise. Sources of Power are: (vi) Legitimate power – derived from the position e.g. kingship, managerial (vii) Reward Power – derived from control of resources e.g. promotion, recommendation, training etc (viii) Referent power– derived from association with powerful people (ix) Coercive power – uses the ability to force other people to act against their wishes through the fear of punishment. (x) Expert power – derived from the possession of expert knowledge or information that others need but have no alternative access. Politics is also the study of influence and the influential • Influence is measured on the basis of the number of shares one or a group has in the preferred values or attributes • The more values or attributes shared...
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...- JustJobs.com Academy - http://academy.justjobs.com - The complete career guide to working smart – how to succeed at a great company Posted By Eric Shannon On February 21, 2012 @ 8:00 am In Lessons | 50 Comments I sucked at my first job. It was 1992 and I had just been hired during a recession at Metropolitan Bank. Barely out of training, my boss Michael called me into his office and explained that my (evil) coworker had blamed me for missing her deadline. What I learned working for Michael and in the last 15 years hiring and managing my own team will help you avoid career-ending mistakes and help you succeed at a great company where the standards are high. Below, I share how you can be better than 95% of your teammates and get consistently promoted. [1]Back at the bank, when Michael reviewed my work he couldn’t tell if I had screwed up or not because my documentation was weak and unorganized. Even if I was a little humiliated to be put on probation just a couple months after starting my first permanent job, Michael turned out to be an awesome boss. What he wanted was simple and correct. He just wanted me to work smart. It’s easy to suck at your job if you don’t know what your boss wants. Today, if you follow a lot of career experts, you’d think your boss wants you to ‘brand’ yourself. ‘Personal branding’ might be hot now, but we don’t want it. It’s a lot of crap. We crave honesty and sincerity. You’re not a corporation or a cow. [2]Creating a brand image or personality...
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...Communication is all about passing messages on from person to person, or organization to organization. Proficient communication is a fundamental component in a Health and Social Care setting. For example: at a nursing home, a hospital, a nursery or a care home. People that have a job in the Health and Social Care field need effective communication skills in order to provide help for the many service users that they will meet whilst working. Having effective communication skills will help workers in this field to develop a trusting relationship between them and the users of Health and Social Care services. This essay will go into greater depths with the subject of effective communication. Health and Social Care settings are places in which workers in the field offer their help to users of the service if it is needed. People who might use these services are: the injured; school children, the ill and working class citizens from infancy to later adulthood. For each setting under the Health and Social Care field there is a different user and situation, so the method of communication depends on the situation and the service user. For example, in a GPs surgery, the method of communication used would be one-to-one communication as the interaction generally only happens between two persons (the doctor and the patient). An advantage of using one-to-one communication in a GP’s office or a doctor’s surgery is that the patient’s issues are kept confidential by the doctor or GP. The two...
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...fundamental that we often overlook it: becoming a boss for the first time. That’s a shame, because the trials involved in this rite of passage have serious consequences for both the individual and the organization. Executives are shaped irrevocably by their first management positions. Decades later, they recall those first months as transformational experiences that forged their leadership philosophies and styles in ways that may continue to haunt and hobble them throughout their careers. Organizations suffer considerable human and financial costs when a person who has been promoted because of strong individual performance and qualifications fails to adjust successfully to management responsibilities. VEN FOR THE MOST GIFTED INDIVIDUALS, O S S hbr.org | January 2007 | Harvard Business Review 49 THE TESTS OF A LEADER | Becoming the Boss The failures aren’t surprising, given the difficulty of the transition. Ask any new manager about the early days of being a boss – indeed, ask any senior executive to recall how he or she felt as a new manager. If you get an honest answer, you’ll hear a tale of disorientation and, for some, overwhelming confusion. The new role didn’t feel anything like it was supposed to. It felt too big for any one person to handle. And whatever its scope, it sure didn’t seem to have anything to do with leadership. In the words of one new branch manager at a securities firm: “Do you know how hard it is to be the...
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...How to ‘Break the Glass’ and move ahead in life. Do you feel that you've gone as far as you can with your current employer? Despite knowing that you have much more potential, is there a limit for "people like you" in your organization? If so, you've hit what's known as the "glass ceiling." This is the point at which you can clearly see the next level of promotion - yet, despite your best effort, an invisible barrier seems to stop you from proceeding. Traditionally, the glass ceiling was a concept applied to women and some minorities. It was very hard, if not impossible, for them to reach upper management positions. No matter how qualified or experienced, they simply were not given opportunities to further advance their careers. Today, there are many more women and minorities in powerful positions. However, the glass ceiling is still very real. And it's not always limited to gender or race. Have you been pushed up against a glass ceiling? This can happen for many different reasons. Are you too much the champion of change? Do you have difficulty communicating your ideas? Are you quieter and less outgoing than the people who get promotions? Whatever the reason, you have a choice. You can accept your situation and be happy with looking up and not being able to touch what you see. or you can smash the glass with purpose and determination. If you do, indeed, want to break through that glass, here are some steps to take. Identify the Key Competencies within Your Organization ...
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...Fran Hayden Jones Case Study What are the main issues in the case? Dairy Engineering showed a serious lack of communication among employee’s, from Fran’s experiences working for the company we have been able to gather that employees feel mistreated by managers, while managers are unable to communicate effectively. Organizational commitment is a large factor influencing the flaws in this companies ability to have a positive work environment. Employees are easily becoming stressed which is having a direct impact on their effectiveness, and their roles are not specifically outlined for them. Why did the problems/ issues occur? Continuance Commitment: Continuance commitment is the view that the employee is only attached to the company because of money motivation, and if they were to leave it would be costly to that employee; therefore the employee continues to work although they may be dissatisfied. In this particular case Fran is over her head in student debt and simply cannot afford to begin looking for another job. Although she is frustrated with the lack of communication from management and by the way she is treated by her managers she continues to work in her position working towards paying of her student debt, Fran is demonstrating continuance commitment. Task Identity: In this case, it is evident that Fran task identity is very inaccurate, along with the other employees at Dairy Engineering. The first flaw in task identity is that of the recruiting department;...
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