The Little Black Book Of Supervision Essay

To accomplish the goals outlined during the planning phase managers need to link employees, responsibilities, and resources together through organisation. Henri Fayol stated that “To organize a business is to provide it with everything useful or its functioning i.e. raw material, tools, capital and personnel’s”.

Organizing requires management to develop a structure that allocates resources needed to achieve the organization’s objectives concerning financial management. Along with this concept there is specific direction that needs to be given to each employee regarding their specific contribution to the overall objective. Without proper guidance the proper jobs will not be achieved and the organization will ultimately lose money and revenue.

The four functions of a manager are planning, organizing, leading, and controlling. These are key elements that managers must understand to run a successful organization. I will view each concept as well as their roles to acknowledge how these functions have been related to my personal experience in the work environment. Behind the scenes of a manager, they spend an equal amount of time planning so that he or she can successfully achieve the leading and controlling functions. These functions are standard for any industry that is striving to maintain a strong organization. While reviewing this paper, try to think of the four functions as a method that is established to build on each other. The four functions must be performed efficiently, and when done correctly, an organization will reap the accomplishments from a well-defined plan. My own experiences of how the four functions operate illustrates that each role requires a manager to devote time and patience in order to ensure that the main principles are achieved.

Organizing: this is the second part of the function of management. After planning has been made and ready to be executed, organization becomes an integral factor. It is difficult to compose until plans have been

Through my own personal experience, rewards are certainly a motivator of performance. I went from being rewarded for my performance through bonuses and annual merit increases, to being rewarded by the same variable pay program through the use of merit increases and an intrinsic reward system. Four years ago my organization was providing its top performers with decent pay including bonuses, annual merit increases, and job enlargement. However in the past three years my previous employer, a private for-profit higher education institution, went bankrupt and sold the company and most of their holdings to a private non-profit higher education institution. Leading up to the sale of the company, the previous employer informed us that they could no longer provide merit increases until there was improved performance from the employees. This was unacceptable for most of us in lower paying roles, however, they wanted us to work on employee motivation can

In any organization one of the utmost crucial tasks is management. Management is the act of dealing with or the act of controlling people or processes. For an organization to run its activities it needs to have a very efficient management team. To manage a group can also be said it is the step of making the choice concerning people, systems, and objectives in an organization. It is not a science but an act which necessitates human attendance and determination. “The primary functions of any management are planning, organizing, staffing, directing, coordinating, report and budgeting” (Nahavandi, Denhardt & Aristigueta 2015). When it comes to planning, management is involved in the planning of all their department activities which leads to the production

Motivational theory and reward are linked highly with each other and the failure of one of these effects on the other .Therefore, human resource management at Tesco understand very much and aware about this. Motivation is what drives people or business to succeed in and reach desired points; business without motivated people is liable to fail and result high turnover of the employees.

The four functions of a manager are planning, organizing, leading, and controlling. These are key elements that managers must understand to run a successful organization. I will view each concept as well as their roles to acknowledge how these functions have been related to my personal experience in the work environment. Behind the scenes of a manager, they spend an equal amount of time planning so that he or she can successfully achieve the leading and controlling functions. These functions are standard for any industry that is striving to maintain a strong organization. While reviewing this paper, try to think of the four functions as a method that is established to build on each other. The four functions must be performed efficiently, and when done correctly, an organization will reap the accomplishments from a well-defined plan. My own experiences of how the four functions operate illustrates that each role requires a manager to devote time and patience in order to ensure that the main principles are achieved.

Moreover, with the help of reward frameworks it would be easier for the Human Resource manager to implement effective reward policies and it might comprise diverse types of recognition, advancements, reassignments, non-money related rewards for example vacations etc. Imran et al (2014) stated that when workers surpass their objective or surpass their standard they must be remunerated promptly as a process for motivating them. By doing this, representatives directly connect the prize with conduct and higher performance they have achieved. Also, the effective reward framework must concentrate on the positive feedbacks as well as uplifting response energises the desired method in companies. This wishes representatives to take constructive actions encouraging rewards as reward projects must be legitimately defined in the company to support positive conduct, this leads to higher

Employee motivation through the use of rewards systems has been used for a millennia as people tend to be motivated to work harder when offered rewards for good work. The 21st century has experienced major changes liked to motivation within the public sector where professionals are today looking for a wider verity of motivators and not limited to financial incentives (Sandhya & Kumar 2011). This makes challenging for managers and professional at work to coordinate and deliver high quality working environments and facilities so as to ensure the company professional remain on the job. Today a company workforce has become very choosy and they are becoming more particular on

Our reward system always link reward to performance. Workers who work hard and produce more or give better quality results would receive greater rewards than poor performers. Also the criteria for receiving rewards are clear and employees know whether they are going to receive rewards for quality performance, innovation, effort or attendance.

Employee motivation through the use of rewards systems has been used for a millennia as people tend to be motivated to work harder when offered rewards for good work. The 21st century has experienced major changes liked to motivation within the public sector where professionals are today looking for a wider verity of motivators and not limited to financial incentives (Sandhya & Kumar 2011). This makes challenging for managers and professional at work to coordinate and deliver high quality working environments and facilities so as to ensure the company professional remain on the job. Today a company workforce has become very choosy and they are becoming more particular on different aspect such as how they are treated and addressed by the superiors while at work. This has resulted public service motivation strategies greatly varying whereby professional are not limited to financial rewards and many professionals are actually concentrating on other forms of motivation besides money. To enhance motivation in the right manner at work and ensure high performance among employee it’s important to implement a wide range of motivational rewards approaches and strategies which will cater for each individual staff member’s needs (Dent & Holton 2009). This requires for direct involvement of the employee on most decision-making processes as this allows for the motivational drivers to be identified and implemented.

According to Bateman & Snell (2009), Management is a world of action. It is a world that requires timely and appropriate action. It is a world not for the passive but for those who commit to positive accomplishments. Management requires the organization and coordination of the activities related to the running of an organization based on established policies. Historically, organizing involved creating an organization chart by identifying business functions, establishing reporting relationships, and having a personnel department that administered plans, programs, and paperwork. Now and in the future, effective managers will be using new forms of organizing and viewing their people as perhaps their most

The rewards systems as part of the management control systems, are designed in organisations to motivate employees and managers to perfom better. A well designed rewards system is expected to motivate people to contribute to the attainment of

Being rewarded and recognised for their work or contribution is what keeps an employee motivated to work towards achieving the organisational as well as personal goals. When the employees is motivated by rewards, they will have job satisfaction consequently increasing the productivity of the organisation. It necessitates the need of managers to pay more attention in understanding their employees and come up with suitable types of reward systems for the organisation so that the employees are intrinsically and extrinsically motivated all the time. The hypotheses that I put forward here is to support this statement that effective reward management is critical to