Managers : Good And Bad

Management is the activity of getting things done with the aid of people and other resources (Boddy, 2010). Stewart (1967, cited in Boddy, 2010) defines management as the activity of getting things done with the aid of people and other resources. Management is the process of things done, effectively and efficiently, with and through other people (Stephen et al, 2013). According to Stephen (2013) there are four function of management, this include planning, organising, leading and controlling. All these four are used to achieve the organisation stated purpose.

Being a manager does not automatically make you develop specific qualities that promotes efficient and effective working habits, in fact, many managers display poor managerial qualities. A manager who shows a lack of integrity, lack of performance, has poor communication skills, is unsupportive to others, doesn’t have a vision, inflexible, cannot focus, never accepts responsibility and has a self-serving attitude is one that can be deemed to have poor managerial qualities.

People manage people; it is a part of everyday life especially in the workplace. In the workplace, how you treat your employees will not only reflect back on you but also helps to establish communication between yourself

We live in a world where communication is easier than ever, yet face-to-face conversations tend to be difficult to maintain. Interaction is becoming increasingly digitalised, with most of us rather sending an e-mail then arranging a meeting. But one management method challenges our communication strategies by calling for deeper integration of actual conversations into the workplace. Management by walking around has been around for a while, but what is the strategy about? We’ll explore the history and the concept behind this management theory. Before providing you tips on how to best utilise the method, we’ll look into the strengths and weaknesses of it as well.

The successful development of an ethical environment relies on individuals being responsible for their own professional behaviour within the provisions of the code and for compliance with the legislation (national, state and local government) that impacts on the organisation and the work done.

Consistent behaviour:  When managers behave consistently, it enables employees to identify the boundaries within which they can operate.  Inconsistent behaviour makes it difficult for employees to know what to expect – will their manager be pleased when they use their initiative in improving a certain process or be angry?  It is important to be able

There is no single definition of what makes a manager a bad manager. There are certain qualities that are lacking from a bad manager and they often have the wrong

The evolution of leadership might best be summed up by Mohandas Gandhi (NDI) who said, "I suppose leadership at one time meant muscles; but today it means getting along with people." There is an abundance of well-researched literature on the roles and functions of leadership and management, however the simple fact is that leadership and management techniques vary from organization to organization and situation to situation with respect to culture and the capacity of the leadership present in that organization at any given time.

Apart from culture and law, different business customs also can influence management styles. Business custom is part of a nation’s culture. It has been formed in a long time, maybe several decades, several countries, or even thousands years such as China and Japan. The custom includes how to manage enterprise, how to treat customers, how to get along with leaders and subordinates. Different countries and economic systems have different answers and standards. For example, in China, “face issue” is important for individuals in traditional custom. And appreciation or encouragements should be made before any criticism. If managers point out employees’ mistake in front of other workers directly, the employee might feel ashamed and reluctant to cooperate with the manager in future, which surely will bring barriers to management. There are also various customs in different regions, management styles are also changing according to such differences.

Work to develop an improved working relationship with senior managers in my next job opportunity. This particular goal is to establish a more direct working relationship with future managers, which will aid them in learning more about me. This would support them in forming their judgments regarding, my skill-set, work performance and in area’s where I need improvement from my mouth and not merely based on the judgment of others.

One of the goals of the reorganization was to cut a management layer. After the reorganization, the organization consists of a top management layer of a general manager accompanied by two managers. The assistant managers coach five department managers and play an important role in some major projects. The second management layer consists of ten department managers (figure 3 shows only five of them). Each department consists of about twenty to thirty employees, grouped in three or four teams.

During the 21s century, globalization in tourism industry has been concerned because the world is growing and trending. It is a big issue that industry of hospitality sector and cruise sector will be concentrated with their sustainability and reputation. Growing in marketplace is very important since they can attract more customers and increase revenue. Nowadays, people have a higher lifestyle and knowledge that they always have high expectation on travelling to a new place. Therefore, good management is the major issue for all hotels and cruise to keep their industry rolling and becoming success. Good management always look at the human resources development and the service performance to see how successful the industry have been. Industry working in an efficiency area and staff have a good service performance that can give customer a well impression. Therefore retaining staff, distributing area and training skills always need to keep moving and improving. To maintain a good balance on staff control, talent management and retention always are the best ways to use in the hospitality and cruise industry to operate their company well.

There are seven main types of managers. They are as follows; Problem-solving, pitchfork, pontificating, presumptuous, perfect, passive, and proactive. These seven types of manager’s best describe what personality you have as a manager as well as how you act towards your workers. The “problem-solving” manager is what you would call task driven. They mainly set out to solve disputes; it’s a common thing that they have to do. They’re always looking out for the other employees, but the majority of the time, it’s to solve any occurring issues. The “Pitchfork” manager is a lot different. They use harsh tactics to ensure that their employees get their work done. They are aggressive most of the time. These types of managers are more common than most. A “pontificating” manager will follow their own rules. They don’t usually use managerial methods, but they’re always doing what’s best for not just themselves but the employees as well. Bias is rare in this type of manager and they just do whatever they feel is right. The fourth type of manager is called a “presumptuous” manager. They focus on themselves mostly, and while it is as bad as it actually seems, it can cause some major downfalls due to the fact that it causes them to be quite assertive. Their ego tends to get in the way, a lot. A “perfect” manager is almost the complete opposite. They aren’t exactly what some would call perfect, though. They’re open to change, which is

There are many different challenges that managers face today that they did not face 50 years ago. Motivation as described by Maccoby consists of 4 R 's. Those 4 R 's include responsibilities, relationships, reward and reasons. These 4 R 's were prevalent in motivation 50 years ago and are the reason why it is harder for companies to keep motivating today.

Managers are people who combine different types of resources and coordinate them efficiently and effectively to achieve goals set by their organisations. The term “efficient” in the aspect of management means the managers employ the resources wisely and cost-effectively, whereas the term “effective” means the managers make the right decision and strive hard to achieve the objectives by performing planning, organising, leading and controlling functions. These four functions are extremely important and must be coordinated to ensure the management operates as a whole.