What Makes a Good and a Bad Manager?

All managers are different and manage in different ways, some are effective in promoting the best, others may not be as efficient.

I read the book, “First, Break All The Rules: What The World’s Greatest Managers Do Differently” written by Marcus Buckingham and Curt Coffman. The book explains their views and how they hang onto their gifted workers. You should consider reading this book if you are in management. Marcus and Curt describe the myths of normal management thinking. Some of the concepts that the two describe are people are capable of almost anything, treat others as you like to be treated, and a manager’s role is diminishing in today’s economy. The authors write, “Great managers are revolutionaries." ”This book will take you inside the minds of these managers to explain why they have toppled conventional wisdom and reveal the new truths they have forged in its place.”

Back in the day, being a manager was a much more novel task and performance was measured by one’s own accomplishments and abilities. Modern day managers can commonly find themselves doing more and not being able to focus on what is important. As a result they find themselves doing more but in reality getting

When it comes to the failure of managers, chad believes that manager’s inability to listen, being self-centered, not a team player, and failing to take responsibility most often contributes to their failure. “I remember a time when a colleague of mine was leading a project on the development of a new customer interaction system. His biggest downfall was he did not listen to his frontline employees, when it came to some of the inadequacies of the new system. This ultimately led to him being removed from the project and he never really came back form that.” (C. D. Cerkoney, Personal Communication, February 27, 2012).

Managers who do all the work are end up hurting the organization by allowing others to freeload. This breaks down the cooperative community and creates feelings of entitlement where players expect managers to do everything for them which leads to manager burn-out and frustration. Too much delegation is bad as well, managers must work alongside members so that the burden of production is shared by all. To avoid these pitfalls managers must lead player by example, involving them in all aspects of running the

This no formalized training nor was there any systematic criterion for becoming a manager. This led to a low effort to performance expectancy as the managers doubted their capability to perform the duties as a manager effectively. Hence, the managers lacked the confidence and knowledge to take initiative in solving certain problem that occurred during business operations.

According to Adair J, (2009) the successful organisation depends on a strong leadership to drive the organisation with confident and use any tools available to reach the organisational aims, carrying the heavy weight of responsibilities, good leaders can exploit the sources and tools available to implement their management skills and styles to be able to manage

Why do Managers Do What They Do? Reconciling Evidence and Theory in Accounts of Managerial Work

A good manager is always organized. They gave a well-crafted plan on what need to be done and when to be done. They understand the goals of the business and do what it takes to achieve these goals. They do not things go astray from what they have planned unless it is for the better. At their position, they are in a

An effective manager possesses good qualities such as sharing a vision, teamwork, communication, passion and compassion towards the business and to the workers. (Source 7)

Managers are expected to do a multitude of things. A manager has to be a visionary and adaptive to meet the current demands of what is required of them at all level

Managers with a wide span of control become overloaded with work, have difficulty in making decision and have less control over their staff. Also narrow span of control leads managers to be too involved in their subordinate work, this reduces innovation and morale among employees.

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.

The success or failure of an organization falls back on the top manager (Jones & George, 2011).

Control is very important in the management environment and the community, since it can aid the organization to realize its set goals and strategic objectives. Managers can do a variety of things to help companies be successful. One important thing that they can do is building an accommodating culture that helps employees to realize their potential and enhance their skills (Daft & Marcic, 2013). This should entail creating a culture of teamwork, openness, learning and knowledge acquisition. The collaborative culture builds team cohesion and facilitates effective problem solving, all of which leads to better performance.