All 2 entries tagged Management
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February 13, 2014
In todays class was more about yesterdays reflection on leadership and after clearing our thoughts we started off with presentations. I represented my group in the presentation and with in the limited time of 5 minutes and a sore throat explained what leadership meant to us and explained the road towards our definition.
In today’s active session on does and don’ts of leadership, Paul Robert explained what micro management is and how important is it for us as leaders to not intrude in other employees working space and work itself. It’s usually seen in almost every other company of how the boss hovers over his/ her employees just because they are subordinates or closely located to their offices.
The interference of a manager in other departments violates micro management. This is rightly said, as the person in charge of that department or tasks has no passion or concentration to invest in the work if disturbed, over ruled or deviated with extra work. This brings up to the most important factor of us as leaders to learn how to say ‘NO’.
The easiest way to determine what is important to an employee at work can be determined by understanding what is important and urgent. By doing so one can control bad blood for the company at a much early stage when it is not urgent. Deming said the same thing about fire and controlling it is better than putting it out, eventually that does save the company but leaves it badly burned.
Lastly we spoke about how to value our employees in order to get the most out of them and form a strong bond. Paul said “the brain comes free when you hire the body” a simple yet an excellent statement to understand.
At the end of our lecture Paul dropped the question on me and my group mates to tell us what is the definition of leadership. We weren’t prompt with our response. This was Paul’s way of make us understand how important it is for us to know exactly what leadership is and to which we should stand by in life whilst leading.
We also talked about how our area of concern can grow and step by step one indiviual can increase its area of concern to match the anticipated area of influence. This is majorly seen in NGO's but in a company i believe one can do that in a sophisticated way to voice his/ her opinion.
October 11, 2013
In organizations, promotional policies, employees and customers are closely knit together as variables. Therefore if even one of them is tampered will have either a negative or a positive outcome for the business itself.
To begin with, in a training program for fresh employees it’s engraved in their minds of what their goal should be in an organization. So there emphasis is more on making them comprehend that work towards the increase in shareholders value and satisfy the customers needs and wants as customer is ‘God’/ always right.
There is nothing wrong in educating the employees regarding what the organization wants from them and how customers play a vital role, after all shareholder is a king and customer trumps him by being a God but when they (employers/trainers) eliminate the most important factor of valuing the employees efforts is an abrupt ending for any workshop/ training program that the employee ever attends.
Affects of abrupt endings; he/ she might not be happy with their work or may fear dismissal and even consider the employers as slave drivers.
All these factors will lead to a negative affect on performance, as it wont be their 100%. Employee’s satisfaction is achieved by letting them know that employers care and can’t bare the thought of their (employees) discomfort as that has adverse affects on the working environment at first and performance outcome as latter. We may all relate to this school of thought with the web diagram explained by Paul Roberts in class, “employers happiness leads to customer satisfaction” & “connection between the enablers and the results.”
Having said that there are other pressing issues when it comes to employees happiness which are, ‘promotion’ and appraisal. In organizations we witness via self experience, documentaries, articles that if a certain employee is highly skilled, performs well along with its long lasting commitment to the organization itself believes that he/ she deserves a promotion. Now many companies promotes such devoted employees with the fear of loosing them or in many cases not having a strong enough point to rationalize with the deserving candidate of why they are not ready yet to take charge and that they might not be happy by getting just an appraisal.
Paul Roberts earlier in class explained how an employer should rationalize with an outstanding employee and retain him/ her at the same time by making them realize the value they hold for the organization. In short it’s an un-bias decision with reasons to support the rejection of promotion.
Henceforth promotion comes with responsibility of how to manage not only yourself but also numerous co-workers, which are usually under one department. In fact, the employer/ selection committee may also vouch for the idea of asking coworkers if they would want a certain well-deserving candidate amongst them selves to mentor them and lead them. This reflects the decision power every employee will hold and attaching value to their take on the matter itself, further more a unanimous decision leads towards working in harmony with each other and achieving performance excellence. “You must be both, a manger and a leader as management without leadership is a disaster” Paul Roberts.