...CHAPTER 1 Managers and Managing Learning Objectives After studying this chapter, you should be able to: LO1-1 Describe what management is, why management is important, what managers do, and how managers utilize organizational resources efficiently and effectively to achieve organizational goals. LO1-2 Distinguish among planning, organizing, leading, and controlling (the four principal managerial tasks), and explain how managers’ ability to handle each one affects organizational performance. LO1-3 Differentiate among three levels of management, and understand the tasks and responsibilities of managers at different levels in the organizational hierarchy. LO1-4 Distinguish between three kinds of managerial skill, and explain why managers are divided into different departments to perform their tasks more efficiently and effectively. LO1-5 Discuss some major changes in management practices today that have occurred as a result of globalization and the use of advanced information technology (IT). LO1-6 Discuss the principal challenges managers face in today’s increasingly competitive global environment. Management part 1 A MANAGER’S CHALLENGE Steve Jobs has Changed His Approach to Management What is high-performance management? In 1976 Steven P. Jobs sold his Volkswagen van, and his partner Steven Wozniak sold his two programmable calculators, and they used the proceeds of $1,350 to build a circuit board in Jobs’s garage. So popular was the circuit board, which...
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...Who is Ricardo Semler? Ricardo Semler is one of the successful Chief Executive who breaks all the traditional rules and regulations to manage an organization and succeeding day by day. For bold innovators, Ricardo proposes a more radical way (when comparing to traditional and commonly practiced) to run an organization and workplace environment that leads to greater productivity and greater flexibility for managers and employees alike. And for business leaders everywhere, he offers fresh alternatives to business as usual that inspire creative solutions to modern management problems. Anyway he is not afraid to identify and challenge the bad and useless habits which follow most of the big giants in the world. He completed the MBA from Harvard business School when he was 21. Then he joined to his father’s company called Semler and Company who manufactured hydraulic pumps for the ships. Ricardo didn’t want to continue his father’s management style which more traditional autocratic style. So once he has taken over the ownership of the company he wanted to deploy more decentralized and employee empowered management style called “Participatory Management”. He introduces three fundamental values to run a business called democracy, Profit sharing and information. He eliminated the organizational pyramid, instead of that he introduced the three circles consists of councilors, partners, coordinators and associates. And it is having only one corporate level management layer and two operational...
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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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...Name-Desmond P. Williams DSI-D013889997 HR587 March 12, 2011 ASSESSING CHANGE MANAGERS’ IMAGES Introduction This exercise was carried out to assess change managers’ images. The work so far gives an in depth discussion on the actions of two change managers as they relate to the six images of change. In this regard two change managers were interviewed and both of them are in the retail business entity. For convenience, they are labeled as Change manager A and B of A and B companies respectively. The responses of both change managers were compared and contrasted to make this assessment. Based on the responses of the mangers in question it was clearly evident that they were using the images unconsciously. The actions and approaches they adopted to augment change in their respective organizations show that they were implementing change influenced by the images. The company of Manager A is a well established business on a larger scale unlike that of Manger B which is a small grocery store. In the interviews both managers told their stories regarding change in their respective organizations. In the case of Manager A, he said it was a kind of transformational change that took place in his organization. There is a policy of the Home office to transform all its retail stores to supercenters based on the performance these stores in terms of profit-making and meeting the demands of the customers .In addition,he pointed out that the store was doing well in business ,consequently...
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...Assignment 1: Starbuck’s Strategy MGT 500 Marcus Rowland October 18, 2014 Dr. Sandra Bryant Organizational culture is a term that has been used and defined in many different ways. Mainly organizational culture is the set of key values, beliefs, understanding and norms shared by members of an organization. (pg.75). A lot of companies use organizational culture to express to external factors what their organization truly believe and what is exactly important to them. A Company such as Starbucks expresses their key beliefs and values daily. Starbucks managers use this concept to understand the hidden aspects of organizational life. Starbucks, being an organization that deals with internal and external problems daily rely on these elements to cope with them. Starbucks visible values are well embedded with the company when you think of this organization. The Starbucks Logo is well known throughout and represents a green twin-tailed mermaid, known as Siren in Greek mythology. The Starbucks logo is so familiar the company has removed the company's name from around the logo and people can still easily recognize the logo as Starbucks brand. This reminds people who they are when customers see this mermaid. I However there are less obvious values that this company that are invisible and can only be perceived from what people believe and justify. For example one could interpret that Starbuck’s slogan is green because of their commitment to saving the environment and recycling. Starbucks...
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...between Indian Railways and Indian School of Business to train top brass in the Indian Railways, signed last month, has started delivering results. The Centre for Executive Education (CEE) at the ISB, recently, conducted the first management training workshop for senior administrative officers in the Indian Railways. The aim of the six day workshop was to get the top brass of the Indian Railways to develop competencies and skills that focus on three objectives - developing strategic thinking, developing crossfunctional perspective, and managing complexity and uncertainty in their current roles. The course structure was geared to develop a general manager's perspective - decision making; develop understanding of own department's role within Indian Railways' overall goals; long-term thinking and planning; how to lead change, moving from ideas to implementation; financial evaluation of projects, etc. Participant Sanjay Gehlot, chief commercial manager, passenger services, Eastern Railways said, "This programme gave us a good idea of where we stand and where we are heading for. We acquired a theoretical framework as to what we should be aspiring for." He also pointed out a session that he found particularly interesting . "It was about how in order to have happy customers you must first have happy employees, and that employee orientation is equally important as customer orientation ," he said. The workshop comprised sessions like one on operations and supply chain/IT strategies mentored...
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...\\ ANDHRA PRADESH BEVERAGES CORPORATION LIMITED HYDERABAD RTI ACT INFORMATION HAND BOOK A.P. BEVERAGES CORPORATION LTD., 9 & 10, Proh. & Excise Complex, M.J.Road, Nampally, HYDERABAD-1. 1 ::1:: ANDHRA PRADESH BEVERAGES CORPORATION LIMITED 1.0. INTRODUCTION: The Andhra Pradesh Beverages Corporation Limited (APBCL) was established in the year 1986 as a fully owned undertaking of the Government, with the main objective of supplying hygienic packed arrack to the licensees and is incorporated under Companies Act,1956. The Corporation had set up 22 field units for carrying arrack operations at capital outlay of Rs. 32.65 crores, various district locations with a total which includes buildings and civil works. The various fixed assets like Plant and Machinery other than buildings valued at Rs. 24.70 crores were transferred to the Corporation in the form of Debt and Equity in the ratio of 2:1. The authorised share capital of the Corporation is Rs.10 Crores and the paid up share capital as on date is Rs.833.37 lakhs. The erstwhile Arrack Bottling units are converted into IML Depots for the wholesale trading activities of IML & BEER. 2.0. OPERATIONS: 2.1. ARRACK PACKING OPERATIONS: (from 1-1-87 to 30-9-93) The Corporation commenced its commercial operations on 1-1-1987 and successfully handled the arrack packing operations from 1.1.1987 to 30.9.93 i.e. till the imposition of ban on arrack by the Government. 2.2. WHOLESALE TRADE OF IML & BEER: (from...
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...Performance appraisal system: Name: Institution: Performance appraisal is a human resource management practice, which has attracted a lot of attention from scholars and practitioners. It refers to the process by which a person’s job performance in an organization is scrutinized and evaluated. The reason for the implementation of performance appraisal is accomplish the goals and objectives of a firm. Performance appraisal has become part of a more strategic approach in integrating human resource activities to a company. Today, it has increasingly become a major focus in business and every organization. The system is crucial to the performance management and it directly reflects the strategic plan of an organization. The focus of PA is on an individual and not the performance of a team and this has made it to unpopular with workers in different fields. There are two types of performance appraisal, informal approach and formal approach; this paper will look at the later with respect to AMACO insurance company. The company taken for research was AMACO insurance. The company is based in Nairobi but has branches all over Kenya. The first process in which the company’s appraisal system is carried out is establishing performance criteria. The most common appraisal criteria in the company are goal achievement, behavior, traits, competencies, and improvement potential the company carefully selects each performance criteria because it pertains to achieving the company’s goals. Certain...
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...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 employee, willingness to work with the employee, regarding the employee as unique, suspending critical judgment, and expressing reasonable warmth. 3. Genuineness- managers must be “who they are” and openly express their true feelings to the employee. They must be real, honest and up front with no pretense. Managerial role in the Counseling Model *...
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...Powers and Duties of Officers and Employees The procedure followed in the decision making process, including channels of supervision and accountability, the norms set for discharge of functions and the rules and regulations held under the control of the organization and used by its employees are detailed below. Shri Raji Philip Chairman-cum-Managing Director The Chairman and Managing Director is the Chief Executive of the Corporation and is responsible to the Board of Directors. He is responsible for all the activities of the Corporation including personnel, financial and commercial management, and corporate planning and project implementation. He is responsible for the effectiveness of the organization in the pursuit of the Company’s goals and objectives and in particular for the performance and supervision of the technical, administrative and day-to-day operations of the Company. The powers exercised by CMD are as per “Delegation of Powers” of CMD in vogue from time to time. Shri A K Bhatia Director (Operations) Director (Operations) is a member of Board of Directors and reports to Chairman and Managing Director. He assists the CMD in all technical matters, in procurement of providing support to the mills for efficient operations, forestry raw material and other major inputs, setting technical parameters and monitoring the operations against the set norms, closely inter-acting with the Chief Executives of the mills on all technical matters including innovation...
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...The Changing Role of the Relationship Manager The relationship between wealth managers and their clients is not what it used to be. Public opinion of the financial sector, as a whole, has become sharply critical—people are outraged by the inability of the industry. Clients have become far less trusting and increasingly likely to jump to another wealth manager. But the relationship between RMs and their clients has actually changed well before the onset of crisis. Rise of the Product-Push Model before a Crisis At many wealth-management institutions, particularly the larger ones, the continuity of client relationships has— over time—been disrupted by organizational changes and the shuffling of client portfolios among RMs. In some cases, the goal was to bind the client more to the institution than to an individual advisor. In other cases, however, the institution itself simply could not maintain a consistent service model. At the same time, investors became more interested in diversifying their wealth across institutions. And as information about financial products became more accessible, some investors became self-directed. They tended to be less interested in holistic planning and more interested in specific types of support or investment recommendations. The role of the RM has also changed. Since the beginning of the decade, the RM has become less of a confidant and more of a salesperson. This shift was most apparent in the brokerage model, where RMs began providing targeted...
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...The Humane Manager: Role and Relevance in managing people in an organisation “Great management is about character and not technique “ Presenters - Anurag, Ashish, Abhishek, Sumanta, Suvrodip There are two categories of managers we come across in our daily life.One the Good Managers and the other Great Mangers. A good manager has all the technical proficiencies one expects a manger to have,what a b-school may instill in him/her,the stats,the data analysis,the curve-fittings,the collective bargaining and negotiation skills,the strategies.These are the subjects which can be taught.But we are still in the dark ages when it comes to teaching people how to behave like great managers- how to instill courage and integrity,how to stand up for human dignity and rights.These are things that cannot be taught.Managers are not responsible for other’s happiness we say,the workplace is not a nursery school we say, we have market shares and profits to bother,power is too useful to and entertaining to dribble away on relationships,we have go tour own nests to feather. But the only people who become great managers are the ones who believe in their guts that managing is not just a set of mechanical processes but a series of human interactions. We may love and work hard for the manager who knows little for a manager who knows little about pay roll management, marketing or computers ,but we almost invariably dislike and thwart managers who are mean-spirited...
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...Managers who are clearly experienced and properly educated and want to be sophisticated need to have the following qualities as a manager: globalization, technology, innovation, diversity, and most importantly ethics. Managers would use globalization to expand their business globally, and to increase sales and representation of company’s existence. The use of technology is very important for a manger to know as an instinct. Technology is everywhere in today’s modern world. Managers who don’t know how to use the computer or know how to type, is really pretty much useless in reality. It is very important for managers to learn how to communicate efficiently with the use of modern technology such as chat and e-mail. Innovation is a key success point in a creative manager. Managers should always be looking for new innovative ways to do things. For example if a manger uses chat and e-mail to communicate, will a manger will be better off if they were to use social website to not only represent and market the company but communicate broadly to all employees at once. Therefore the use of social websites has 3 advantages oppose to just the use of e-mail and chat. Social websites advantages are free marketing, so the public can view what the company has wrote. Second broad communication to all employees at the same time, and third representation; making positive remarks about the business to consumers and these are few examples a manager can demonstrate innovation. Diversity is one...
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...There are some components to these arguments that make a compelling case for a company to implement a diversity program. In the Cost Savings argument the example is given that if an employee is valued and respected they will be more productive and stay with the company longer. Productivity and employee retention are very important to a company. The cost of losing an employee, the recruitment process and new employee onboarding is both costly and time consuming. Treating an employee as a valued employee to me would be intuitive, but this is not always the case. I discussed briefly during our last class about an experience I had with a small start-up Pharma company that did not respect or value me. Within one month of starting this position, I noticed changes in my mangers behavior that at first were subtle. It started with her not making eye contact with me when we were speaking or in a meeting. This progressed to her not acknowledging my greetings when I would see her. Towards the end of my employment with this company my manger was blatantly disrespectful of me in front of all employees including upper management. I was ignored in team meetings and was not asked to contribute or provide the team with updates on my projects. It is very difficult to be a productive employee when you are afraid of what your manger will do or say next. After eight months I left this company. The experience left me not only doubting my skills but also depressed and anxious. It...
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...THE MORAL RESPONSIBILITIES OF MANAGERS 'The moral responsibilities of managers, whether in the public or private sphere, generally include upholding the law, fulfilling the legitimate duties of their positions, observing relevant codes of ethics and otherwise abiding by generally held moral principles such as honesty and not knowingly doing harm.' (Teehankee, 2007) In the past, traditional duties of managers were recognised to only focus on administrative work and controlling the employees so as to ensure productivity was efficient and profitable. However, Henry Mintzberg, a Canadian academic, disagreed with the typical view of mangers and found that managers were not the 'robotic paragons of efficiency' that they were usually made out to be (The Economist, 2009), but were figures of authority that had great responsibility to ensure employees were happy, safe and motivated within the workplace. Mintzberg's book, 'the Nature of Managerial Work' looked at the different responsibilities and 'managerial roles' that are enforced on a manager today. He divided the roles into three categories: a)Informational b)Interpersonal and c)Decisional. Interpersonal roles are those important to the moral duties of a manager, and Mintzberg rated these just as highly as administrative duties. These interpersonal duties include role and moral responsibilities included being a “figurehead” for employees i.e. someone the workers can come to for help and who can voice the complaints and opinions...
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