...My Turn to be a Manager 1. I wasn’t really surprised with my scores. My knowledge in culture awareness is low. If I were to become a manager in a different country, I would be in trouble. After taking the quizzes here are a few things I learned: * Eating with your left hand is taboo in Saudi Arabia. * The further South you go in Europe the more authoritarian the boss is expected to be. * Shaking hands with women is not acceptable in Indonesia. I find all the culture differences very interesting. I look forward to learning more about culture awareness. 2. The two countries I chose were Kenya and Germany. They are very opposite of each other in all things. Managers need to know these things if they are going to meet with Kenyans or Germans. Germans like to be direct and blunt while bluntness makes Kenyans uncomfortable. Kenyans want to get to know you before the business while Germans want to get down to business. If you want to manage all types of people, you have to learn about their culture first. Kenya Kenya is a multilingual country. There are 62 different languages spoken in that country. Kenyans would rather work in groups then by themselves. After shaking hands it’s normal for them to ask about you, your family, and your health. To skip this is considered rude. To show respect Kenyans are to lower their eyes when greeting someone older or of higher status. Kenyans are not direct when it comes to communication, and blunt statements make them uncomfortable...
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...Jasmin Cisneros Organizational Theory Week 3 Reflection How can a manager turn that dynamic around? This may sound like a difficult questions and may seem very difficult to do. It really isn’t. A manager must know his employees and understand what it really is that they are looking for. For most employees, they want to feel valued, trust, and overall respected for the work that they do. In my opinion, it all begins in the leadership skills that a manager has. A good manager knows when and how to delegate, motivate his employees, and gives them the respect and recognition that they deserve. Many time employees feel as if they don’t have a true purpose and that their work is very insignificant. This enables employees to slack off and not care about the quality of their work. Working with managers that don’t know how to delegate is very hard to do. In one of my previous positions, the manager at the time took over all the important and difficult duties even if they weren’t under her job description. She delegated other duties to us and ultimately we felt very demeaning. As employees, we didn’t care to come to work and produce quality work. We had no motivation to get anything done and we were constantly upset with the decisions made by the manager. This didn’t help the dynamic in our department. Communication is key when trying to turn the dynamic around. Managers should consider the thoughts and feelings of all their employees. Surveys and questionnaires and other forms of...
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...they do then I would lose trust in that person. Values underpin how we all behave, work and treat others, each person’s values can be very different, one of my values is that every person should be treated fairly, this value stems from my upbringing where as a child in a family of five children, my parents ensured that we were all treated fairly. This follows into my working life where I try to ensure that I treat all of my staff fairly and give each person the opportunity to progress in their career. A value is a principle or standard of behaviour and is a person’s judgement of what is important in life, the importance, worth or usefulness of something. A company may have a set of values that may be different to your own, in time you may accept these values as your own. Our values may be added to over time for instance as you start your working life you may value earning money and progressing in your career, as you have a family you may value family time over career progression. Abraham Maslow’s hierarchy of needs model shows the value of money in turn providing food, warmth and shelter which are out basic needs in life, once we have met our basic needs then we are able to reach our full potential. This model is explored further in section AC 2.1 A persons attitude is influenced by their values and beliefs, in my previous employment I believed that as a female staff member I was...
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...they do then I would lose trust in that person. Values underpin how we all behave, work and treat others, each person’s values can be very different, one of my values is that every person should be treated fairly, this value stems from my upbringing where as a child in a family of five children, my parents ensured that we were all treated fairly. This follows into my working life where I try to ensure that I treat all of my staff fairly and give each person the opportunity to progress in their career. A value is a principle or standard of behaviour and is a person’s judgement of what is important in life, the importance, worth or usefulness of something. A company may have a set of values that may be different to your own, in time you may accept these values as your own. Our values may be added to over time for instance as you start your working life you may value earning money and progressing in your career, as you have a family you may value family time over career progression. Abraham Maslow’s hierarchy of needs model shows the value of money in turn providing food, warmth and shelter which are out basic needs in life, once we have met our basic needs then we are able to reach our full potential. This model is explored further in section AC 2.1 A persons attitude is influenced by their values and beliefs, in my previous employment I believed that as a female staff member I was...
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...assessment as it relates to leaders today. Understanding human behavior is critical to managers at all levels inside any organization. Individual managers within the organization can especially benefit from conducting self-evaluations. It is essential for managers to be self -ware and understand how their own behavior and personality can give them a better perspective while working with others. Being self-aware allows one to recognize and improve their strengths and weaknesses in order to maximize their leadership potential. In Organizational Behavior, Robins & Judge (13th Edition) tell us that organizational behavior is the knowledge gained about individuals, groups and the effect of structure on behavior in order to make organizations work more effectively. A major goal for any organization should be to work more effectively and to continuously make improvements, this is summarized by the Japanese Philosophy of Kaizen. For an organization to strive to continuously improve the leadership and management must adapt and learn. There are many ways in which a manager can strive to improve and one of those is through self-evaluation. What is a self-assessment or evaluation? Daniel Goleman (2000. Page 80) tells us that an accurate self-assessment is a “realistic evaluation of your strengths and limitations” . A manager conducting a self-evaluation can evaluate and assess many aspects of themselves and their...
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...articles explain the concept of peeling of excess layers in organizations in order to make the command chain easier for the managers and the employees of a company. A rigid layer of command chain makes it difficult for low-level employees to make their voices reach to the top. This isolates the top management with the lower management sector and in most cases slows down the decision-making time, as the top executives do that. Many companies have started adopting a thin-layered organizational framework or can be called as a lean organization. These companies are giving their managers more responsibilities and are merging different departments into one, thus making the organizations framework flatter and more efficient. The companies are taking such measures in order to fasten their decision making time and to eliminate waste in order to run the processes more efficiently. But, there are some disadvantages of having a lean organisation. Having a lean framework means that sometimes an employee may have more than one boss and that results in a poor performance of that employee. In the article “Lost in Transmission – Behind GM’s Slide…” the company was facing a similar problem. The employees often felt they had more than one boss and were given too much workload from many superiors. This results in under performance and fatigue of the employee, which in turn will harm the company’s goal and efficiency. It is mentioned in the article that marketing ideas often got lost in the between...
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....What’s included in this cost anyway ? Receptionist: A full continental buffet every morning, free airport shuttle service, and use of the hotel’s safe are all included. Guest: so what’s hot included in the price? Receptionist: Well, you will find a mini-bar in your room .Use of it will be charged to your account .Also, the hotel provides room services, at an additional charge of course. Guest: mm, ok, so what room am I in ? Receptionist: Room 487.Here is your key. To get to your room, take the elevator on the right up to the fourth floor. Turn left once you exit the elevator and your room will be on the left hand side. A bell boy will bring your bags up shortly. Guest: great, Thanks Receptionist: should you have any question or requests. Please dial 0 from your room .Also there is internet available in the lobby 24 hours. Guest: ok, and what time is check out? Receptionist: At midday, miss Guest: ok thanks. Receptionist: My pleasure , miss. Have a wonderful stay at the ivory inn Hotel. After 30 minutes in the room . Receptionist: Room...
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...was a face to face medium or channel; I received the message directly from my supervisor whom was standing with our CEO at the company. The misunderstanding seems to be from the previous message that was via company memo. In the memo there was a map of the designated area of where employees where to go on smoking breaks. The area for the designated smoking zone seemed to be inside of the underground parking lot. This was the misunderstanding, so my supervisor made it clear by physically showing me the correct area to smoke at. The message would have not been misunderstood if there would have been signage in place where employees should lounge. Also misunderstanding of the message would have been avoided if the proper information was displayed in the original message. Another misunderstanding at work is when I was given the task of inventory while my manager was on vacation. It was a simple task that I definitely was capable of completing, but I completely misunderstood. It started when I was given the message from my supervisor, he told me that he was going on vacation and that I was to work from opening till closing for at least six of the seven days he would be away. During the first couple of days my general manager to check for any quality assurance issues, and to help if any problems arose. Well we passed the general manager project by having the shop in tip top shape, by me having a couple of my crew stay a little later to clean and reorganize the tools and supplies. While...
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...the big boy stores like BestBuy, Walmart amazon and other big electronic stores. RadioShack wanted to do a complete re branding and re make over by getting a new CEO, by changing the colors inside the store and launching new more interactive stores. When I first got promoted to being a manager just threw in the field, sure I had experience from my background and that my previous manager was helping with any questions that I had but I think that’s some of the problems with small companies is that they think that providing videos and slide shows online that is an affective teaching method but its not true I would rather have hands on learning, have a couple one on one conversations with experience managers that have been through a lot. And in my first month in November 2012 my manager gave me a list of everything he wanted to get done from sales goal, profit goal, and how I’m I going to get the team on board with what the company wants to get done. So of course we went through the holidays with no problems sure it was busy so I really didn’t get the team to jump on board all they cared about was their commission that they needed. I wasn’t disciplined because of how I drove profits and met all my sales goals. But what I started to notice was that the company was going to announce big changes when the quarter 4 results came in, what the first thing they announced was commission changes that’s when we had a lot of employees leave the company because they just could not afford to...
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...negotiation which include three different characters: a manager (Dale Williams) and two subordinates (Pat Taylor and Chris Johnson), in which I was assigned to act as Pat Taylor, an experienced technical personnel in a medium-size company. From this role play I gained a deeper understanding of my preference of influence skills as well as a clearer vision of what I can do to improve them and apply them into practice on daily basis. Natural preferences for influencing tactics In the first role play my preference of tactics tend to be focusing on pressure and emotional appeal in that I did not really have enough time to prepare for the reasoning. When the manager Dale Williams mentioned the accident happened before which result in the new rigid policy of wearing safety glasses I failed to figure out how to refute except using the emotional skills such as pleading and flattery. When these moves turned in vain I changed my strategy into pressure. I cited that I was the most respected person in my team and I knew better in safety than anyone else in this firm. However I am aware that this statement is untenable and without support, which makes me even more passive in this situation. Afterward the manager Dale Williams finally begin to use the legitimized appeal. He told me If I do not abbey the company rules I had a good chance to be kicked out of this firm. In response I threatened him that If I am dismissed I will take my team members with me, because I am very confident that those...
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...Week 2 As the analyst for this project it is my responsibility to ensure that all the information needed is obtained and passed along to the developers in an organized and prompt fashion. The first step in which I will proceed to gather information from is by selecting which individuals inside the Riordan manufacturing company I will choose to gather information from. The individuals will vary from the CEO all the way down to the frontline employees. Currently for this project we will interview the individuals who the new program will affect as well as their managers and direct supervisors. Since the new program that is being analyzed and updated deals with the actual production line, I will be interviewing the production line team as well as the supervisors and managers for the production department. It is important to hear the issues with the current systems from the people that use the program everyday and experience the issues first hand rather than say get the information from someone like the CEO who rarely steps foot in the plant and does not know half of the issues that take place on a day to day basis. After I interview the first tier employees I will then interview the supervisors who are next up on the chain to gather any information from them. It is always key to hear multiple peoples side of things and make sure you see that current flaws from every tier and every persons point of view. The supervisors play a great role because they are the bridge between the tier...
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...in which a manager can use in order to be successful among Executives, clients and his/her employees. These functions serve as the foundations of management. There are four functions in which a manager can use in order to be a great leader to his/her subordinates and be received as a respected and knowledgeable professional in their field. The first and would be stated as the most important function in management is planning. Planning is something of a foundation which should be used in all areas of management. A planning gives an overview of where the project or process is currently, and where the end result should be. Once a manager has assessed where the company, project or process is currently and where it should in the upcoming months or years there should be goals and objectives set. What are the goals and objectives of the company and in turn what should the goals and objective for your project be in order to fall in line with the company’s vision. Planning is a process that will continue throughout the course of a project. Deadlines and objectives and even the end result may change many times before the end result. My company currently has a planning department, but it is only utilized for certain tasks. This is an area where my company can definitely be better developed in. We are at the moment very reactionary more than proactive. The next function in the management is organization. It is extremely important for a manager to be prepared...
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...One of the problematic areas which I identified where further development is required was planning and organizing. I have currently been experiencing a huge backlog in the various functions in my department. I have been struggling to plan my functions and that of my staff due to constant absenteeism, underperformance and training of new staff which we employed in my department and an existing backlog. The first step in attempting to resolve this problem was to have daily meetings with my manager, where I would provide him with feedback on the progress of the department and to discuss a plan of action to combat the backlog, and to get as much advise and guidance from him. I presented any suggestions that I received during the meeting, with my staff and encouraged my staff to give me feedback on how we can manage the functions more efficiently, especially the critical functions. A suggestion that I came up with was to draw up a timetable and allocate various functions to various timeslots- where the most critical functions would be allocated the most hours. I have struggled to implement this due to certain staff members that were underperforming. I approached my manager and he advised me of a different approach: he suggested that I handle all the functions in the following way- by running my files in such a way that I can calculate exactly how much work I have inside the 48hr turnaround time and outside the turnaround time- for each function. I then calculate how much staff I have...
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...INTRODUCTION TO ORGANIZATIONAL UNITS My workgroup and its function within my organization – I work for a Fortune 500 Telecommunication company with branches or stores all over the country. My workgroup is one of AT&T stores, which comprises of my manager, I as the Assistant and thirteen other employees under me (Sales Representatives). We are Sales set up considered as one stop shop for all AT&T products and services. From sales to new customers, maintaining existing ones through outstanding customer services, issue resolution to home products and solutions. We sell wireless phones, advanced TV, high speed internet, Netbooks, Tablets, Ipads, and Broadband products. My organization has a mission to be the most regarded wireless provider in the world, with a driving focus around best-in-class and services. Our vision is to connect people with their world, everywhere they live and work, and do it better than anyone else. PREFERENCES AND TENDENCIES FOR MY WORK GROUP: I considered my Supervisor PG, and three other coworkers - AG, RP and SG. My Preference for organizational procedure is Relationship with a Horizontal secondary tendency. This is a bit like me because I love to work with people, counsel and care with a view to making sure that the required task is done to time. The Procedural preference for: Rational PG Relationship DAVID Process AG, RP, SG Reformer PG- Is Rational, he has strong task orientation, sometimes...
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...role of the manager. In your main topic response, discuss the role of a manager including these elements. * How would you describe the role of a manager? * Do you think the definitions given in the assigned articles and the video describe the role accurately based on your own experience? * Is there anything you would add? Be sure to incorporate references to the readings to support the points you make. You also should refer to the definition given in the video, comparing and contrasting it with the readings and your own experience. The readings and video have reconstructed my earlier views of a manager's role. In the past, my understanding of a manager's role matched what was described by the HR Consultant, Julie Gebauer, as the present thinking of managers, in that I believed that a manager was a person who directed, followed-up, and ensured completion of tasks completed by lower-level employees to meet the initiatives set forth by upper-level management. It was also my understanding that managers were responsible for administrative duties as well as performing some output; especially, in situations where he/she was shorthanded or beleaguered with incompetent employees. Successful managers were most associated with having qualities such as intelligence, charisma, an ability to be fair, dependable, and resilience during instances of failure and the resulting stress. Based on the readings (specifically Savage and Sales and Senge), my position has...
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