Manager Interview Essay

As a Naval Officer I had the opportunity to experience both leadership and management. Today's Navy operates with fewer people and resources than before. Therefore, leadership and management are more important than ever. Very early in my career I was taught leadership and as I advanced through the ranks I experienced management.

A- They should weight the criteria to optimize and determine the best of the best. For

I chose to interview Regina Geis, who holds the administrative role as acting supervisor for the County Mental Health adult day program, which provides services for individuals with intellectual disabilities. Ms. Geis has held this position for 15 months. This is her first managerial position within a human service agency. Her style of management has changed over this short period of time. She feels that she is now more direct with her direction with staff. She stated, “Maybe now I come across as a little bit cold. But I have learned that I now have to use the least amount of words to get my point across.”

One Minute Manager is a short story written by Kenneth Blanchard and Spencer Johnson. The story is about a young man who is in search of an effective manager because not only did he want to work for one but he is also wanted to become one. His search for this ideal manager took him to many places and made him interact with a lot of different individuals. He wasn’t pleased with what he encountered and he began to notice that most of the people he interviewed would fall into two categories: those who were interested in results and those were interested in people meaning their employees. He continued his search until he began to hear amazing stories about a manager that lived nearby. The young man met with this

The organisation’s main aim is making a difference, as outlined in their Programme for and to make the Company t a “top performing organisation”. This mirrors my personal objectives to make myself a better worker. In order to achieve this I need to adhere to the Civil Service Competency Framework’s (2015) main aims of Setting Direction, Engaging People and Delivering Results.

3. Any travel/accommodation for interstate attendees would need to be arranged. Also the same for the guest speaker (if needed). Transfers to and from the airport would be advisable.

To inspire and influence others, a leader must possess many skills and abilities. As motivational speaker Peter Northouse, states, “a leader should be strong, but not rude; be kind, but not weak; be bold, but not bully; be thoughtful, but not lazy; be humble, but not timid; be proud, but not arrogant” (Northouse, 2013) Moving an entire group of individuals toward a singular goal is a considerable undertaking. Without effective communication skills and a clear vision of what needs to be accomplished, one will feel like they are trying to herd cats rather than leading.

Management is a “process, comprised of social and technical functions and activities, occurring within organizations for the purpose of accomplishing predetermined objectives through human and other resources.” In order to achieve the desired objectives of the organization, managers carry out technical and interpersonal activities and work through and with other people. PPG 4. This paper will summarize my interview with such manager, along with the description of the purpose of interview, brief introduction of the interviewee and his organization. The paper will also relate ideas and topics covered in the interview with the management principles in healthcare and finally explain what was learnt in this process.

The following explanation is structured based on the decision making model: Define the problem (A), Analyze Alternatives (B), Make a Choice (C), Take Action (D), Evaluate Result (E). For each of the steps in the decision-making process, I will list each situation in order (1-4) stated in Case 9, W-115.

The Management Assessment profile was extremely helpful to me and how I can move forward in my career as a leader. The assessment covered many topics such as: This profile unveiled some things to me that I was not privy to in the past. One of the things that Tom mentioned during the debrief with me, is that my results are fit for a large organization or a small business. This was great information for me because I can take either approach and make it work for me. Ideally I like working in a large corporation, because there is room for growth. I believe there is also more room for cross training and changing positions if need be. So the tract that we went with as far as how I was scored was that of a small venture. Innovation and the three keys to innovation which are problem solving, process and product development. An important fact surrounding innovation, is having very high problem solving scores. The caution in this would be to have a team with little or no problem solving skills. As far as innovation I scored high for the need to be innovative and being creative. I am driven by being able to provide creative products and services to people, and in return the recognition that is given soothes the need for external recognition. Tolerance for, and ability to assess risk was another topic from the assessment. This is about the ability to assess the risk and the ability to tolerate the consequences of taking chances. This is very important for early stages of entrepreneurs, being able to quickly assess risk and take action. I also felt like I was one who was

Price is the most important criterion in this award algorithm. The final decision on the award of the contract is based on price. Technical proposals are evaluated well before reviewing any cost proposals. The technical proposal is reviewed on a pass/fail basis typically. State DOT can also choose direct point scoring or adjectival ratings for the purpose of evaluation. In this case, RFP should mention the minimum score required for the proposal to be considered responsive (GDOT 2012). Technical proposals which meet the minimum proposed requirements are then taken forward and their price proposals for those are opened. The contract is then awarded to the proposer with the lowest price. This algorithm is

Hogan, M. (2014, June 16). 6 qualities of bad managers that send employees running. Retrieved from http://www.ragan.com/Main/Articles/6_qualities_of_bad_managers_that_send_employees_ru_48433.aspx

Below are the criteria that will inform her decision on which alternatives satisfies her objective:

Each factor is assigned a weight ranging from 0.0 (not important) to 1.0 (very important). The weight indicates the relative importance of that factor to being successful in the industry. Then each key external factor are assigned ratings from 1-4 to indicate how effectively the firms current strategies respond to the factor, where 4 = response is superior,

1. Comparison of the decision factors created with the criteria established to arrive at a decision