ARMSTRONG, M. (2011) How to be an even better manager. 8th ed. London: Kognan Page.
Katzenbach and Khan believe there are three categories of manager: a good manager, a people person and a pride-builder. A good manager is fair and rational working toward equality and efficiency. They focus on the development of individuals with potential using formal development plans. A people person is typically hands on and explains the reasoning behind their decision. This individual is easy to work with and uses their connections to create development opportunities for their favorites. A pride-builder encourages staff to be actively involved in problem solving and empowers staff to pursue ideas. They strive to get the personal best effort from every team member and are often a role-model for expected behaviors (2010).
“Managers should manage in a way that brings good people into the organization and makes good people want to stay. Managers, especially immediate supervisors, largely determine whether employees stay with or leave a company” (Crews).
Famous people such as Steve Jobs, Michael Dell, and Anne Mulcahy all exemplify managers with a high level of Human Skills. They are all managers who are good at what they do by remaining in control and are especially good at getting their workers to do what they need them to do in order for their companies to be successful and operationally smooth and communicative.
After the meeting with the one minute manager the young man meets with three of the people on the list the secretary has given him. From the list the three people include, Mr. Trenell, Mr. Levy, and Ms. Brown. As he goes and talks to each one of them, he learns more and more about what it means to be a “One Minute Manager.” Mr. Trenell tells the man about “One Minute Goal Setting.” This involves a six step process. First, you must agree on your goals. Second, see what good behavior looks like in order to achieve goals. Next, you write out each of your goals on a single sheet of paper using less than 250 words. After that you read and re-read each goal, which requires only a minute or so each time you do it. Then, take a minute every once in a while out of your day to look at your performance. Finally, see whether or not your behavior matches your goal (pg. 34). Once the young man learned “One Minute Goal Setting,” he was on his way to meet Mr. Levy to learn the next step.
The conducting or supervising of something, like a business is the definition of being a manager, according to Merriam-Webster dictionary. This definition is the simplest one, but it gets to the point. Management teams makes a company a great one to work for or a bad one. A company who shows exceptional management teams is Costco. Costco is a membership warehouse club that sells items in bulk. Costco membership does cost money, but the reason that is because they aim to have low prices for larger families and businesses that purchase items for them. Costco shows a great management teams by doing three east things. First is knowing their customers. Second is delivering bigger value and not just lower prices.
This article actually shows how managers could benefit by understanding behaviors and adapt more quickly to
Management differs today than it did in the past. In the past, managers were considered “bosses” and their job mostly consisted of giving employees orders, monitoring performance and reprimanding unproductive behavior and misconduct. Many managers still manage employees in such fashion; however, some managers now tend to be more proactive and have changed managerial functions for the betterment of company operations and performance to accomplish organizational goals. Effective management for company success now entails guiding, training, supporting, motivating and coaching employees verses
Management plays a vital role for small companies, large corporations, and any other business type. They help assist in making sure that a task is completed in the correct manner that benefits the company in many matters to include legal. Most who think about management today, assume they have a lot of responsibility, to include the ability to lead with great leadership skills acquired through schooling and knowledge. Fortunately for these leaders, these management skillsets were not just acquired overnight, they were developed and tested over a long period of time through trial and error before being taught at an accredited institution or published for others to utilize. Therefore, there have been many theories and milestones that have developed through time, which have assisted in shaping management into how it functions today.
All of this is done in a short period of time but it creates long term effects. Individuals who are one minute managers have time to think and plan. They also can maintain a healthy lifestyle and do not have to go through the emotional and physical stress other managers have to subject themselves too. Departments with this type of manager have fewer costly personnel turnover, less personal illness, and less absenteeism which is great for the organization. These three tactics are One-Minute goals, One- Minute praising, and One-Minute Reprimands. Passing it on to others is also key to help other understand and improve the business world that lacks effective managers.
Management differs today than it did in the past. In the past, managers were considered “bosses” and their job mostly consisted of giving employees orders, monitoring performance and reprimanding unproductive behavior and misconduct. Many managers still manage employees in such fashion; however, some managers now tend to be more proactive and have changed managerial functions for the betterment of company operations and performance to accomplish organizational goals. Effective management for company success now entails guiding, training, supporting, motivating and coaching employees verses just demanding what
The One Minute Manager by Kenneth Blanchard, Ph.D. and Spencer Johnson, M.D., seems like a practical simple plan on managing people and there for other areas of one’s life, however I must admit I am a little skeptical. The three philosophies do make sense especially once analogies are used to put them into more simple terms. Being in the work force for more than fourteen years I have witnessed many types of mangers. I have worked for hostile managers, calm caring managers and managers who fit somewhere in between. My skepticism with this theory is simply applying its use. On paper this method sounds great and makes a lot of key points, but again after
In today’s ever changing economy, society’s idea of management is becoming increasingly more difficult to sustain with the continuous demands of the position. A successful manager must have a certain level of expertise and problem solving techniques to carry out the daily tasks required. Over the years, there have been various ideas on what management is, such as planning, organizing, leading and controlling.
Many people believe they can either be a good or great manager. The actual reality to this is some people are actually not fit to be a manager either because they do not know what to do or because they do not know how to handle themselves. Throughout this paper, management styles will be discussed, and the qualities of a good manager.
Over the past hundred years management has continuously been evolving. There have been a wide range of approaches in how to deal with management or better yet how to improve management functions in our ever changing environment. From as early as 1100 B.C managers have been struggling with the same issues and problems that manager's face today. Modern managers use many of the practices, principles, and techniques developed from earlier concepts and experiences.