The Management Of The Middle Management

My name is Vik Seedheeyan. I have been working for the Raphael Medical Centre for the past 22 years. I started off as a care assistant. I then went to do my nurse training and became a Registered Mental Health Nurse. I took on more responsibilities and worked my way up becoming the Team Leader, then Nurse Manager and recently I was appointed as the Director of Nursing.

The case describes Clendenin’s multiple strategies for overcoming these difficulties. It Illustrates a range of management strategies for upward, lateral and downward influence in a complex organizational context, as well as the use of a number of innovative human resource management techniques.

When you show the resource-constrained network to top management, they are visibly shaken. After some explanation and

In this paper we will examine the management style of Google Inc. We will also evaluate two key changes in the selected company's management style from the company's inception to the current day. Indicate whether or not you believe the company is properly managed. As well as explain senior management's role in preparing the organization for its most recent change. Provide evidence of whether the transition was seamless or problematic from a management perspective. Also we will evaluate management's decision on its use of vendors and spokespersons. Indicate the organizational impact of these decisions. And we will look

Ineffective communication can be devastating to a department within an organization. This usually occurs when managers do not meet with staff regularly to check in or update staff of new occurrences. Even if the manager does follow through with regular meetings the manager must abide by the three “C’s” rule of communicating with clarity, completion, and conciseness (Juneja, 2011).

Improve our clients’ ability to manage their organizations through education, training, research, problem solving, and sharing of resources

I then moved down the chain and conducted interviews with their subordinates in the various levels of middle management. What I found to be the main issue within the company is the vast disconnect there seems to be between middle and upper management, both in terms of communication and basic interpersonal relations.

The three levels of management required to produce each of the deliverables described are low-level management, middle-level management, and top-level management. Top-level managers are responsible for controlling and overseeing the entire organization and its operations. Middle-level managers are responsible for executing organizational plans, project management and communicating up and down the chain, and also complying with the company 's policies. These managers act at an intermediary or mediator between top-level management and low-level management. Low-level managers focus on controlling and directing

Bateman, T. S., & Snell, S. A. (2009). Management: Leading & collaborating in acompetitive world (8th ed.). New York: McGraw-Hill. Available from theUniversity of Phoenix eBook Collection databaseDisney, March 2009. Corporate Responsibility Report, Retrieved from on 5/28/09http://corp

As a group we were able to analyze how each of these managers manages each of their workplace differently. Each of these managers has effective ways that have helped them be able to understand how each place has its own way of doing things. When we compared the different middle managers we came to the conclusion that the best techniques that are used between the four managers. We came to the conclusion that best middle manager that uses the best strategy and most effective than the others is Rebecca Hawkins. Rebecca Hawkins is the Senior Director of Early Childhood programs of the Choctaw Nation. As we compared each of her answers to the other managers, we realized how all her skills have helped her be successful in her job.

The inability to establish an effective management structure would be the case in this situation since there is no organization within the company such as; no clear lines of authority. To avoid this problem the owners should define the channels of communication among the employees, specify each employee's level of authority and

Analyzing the case study mGames prepared by Scott Hill (2002), several problems were identified as contributors to the issues the organization is going through. These consist of poor listening skills between the different levels of employees, lack of communication during important decision making endeavors, and ineffective group relationships.

When employees encounter problems within an organization, they take one of two approaches. They keep the problem to themselves, hoping to exit the challenge as a hero or savior, or they reach out to their, peers, key business partners, other groups, mentors, and senior leaders to help them overcome the issue. In all instances, the second approach is preferred as it is the best approach for dealing with organizational issues. For one, organizations responsible for creating problems are near always the best equipped to solve those issues. Second, organizational relationships create and contain the tremendous potential for creating better outcomes. This potential is measured by the type of interactions and the relationship networks that employees create within organizations.

Peter Spurgeon and Robert Cragg (2007) contend the current attention paid to the importance of leadership has diminished the value and contribution of management. The discussion concerning leadership and management, at the most extreme, is inclined to portray leadership as 'good' and management as 'bad'. These constraints are rooted in the proposition that people do not want to be managed, with its connotations of bureaucracy and control, but are happy to follow a leader toward a vision. At the core of this perception is the belief that leaders are concerned with the future and with the people in the system, while managers are focused upon greater efficiency and immediate results.

In today’s competitive landscape, organizations must utilize every resource to its fullest in order to achieve profitability. Peter F. Drucker, who is known as “the founding father of the discipline of management”, informs us that employees are assets, which should be treated as a company’s most valuable resource. The key players involved in utilizing this valuable resource are the managers of a company. Managers have a vital role in a company and the effort they put forth into their tasks and responsibilities will directly affect the success of a company. In Drucker’s book Management: Tasks, Responsibilities, Practices (Revised Edition), he explains the role of a company’s management team and the secrets to becoming a great manager.