They participate in meetings, they communicate with their staff, they listen and supply feedback, make presentation and reports and negotiate with others. “No matter how good their technical knowledge, if these people can’t work well with others, their job performance suffers” as well as the organisation. People skills are needed in order to be able to deal with the common everyday problems that a manager will come to face in the work environment. Managers must be able to handle not just work problems but also employees who bring their problems into work, employees who can’t work together. They must be able to handle and keep all important problems involving people at hand.
Some of those expectations are; staying aware of the big picture, always creating a productive environment for your employees, make decisions on your own, implement new programs and methods and teach effectively. The role of a manager is to set goals, show effective behavior, have the ability of decision-making, time and money management, have communication and meeting skills, motivate and give correct training to others. You should always plan every course of action of the company, learn from previous mistakes, and gain respect from your own team. You should never be afraid of taking a
A manager creating a positive rapport with the leaders and other member of the team, will in turn make the team easy to manage and influence, all while limiting the manager’s role in the team. Finally, myth six. Building off of myth five, myth six infers that managers encourage teamwork. Quite the opposite is true in this case, as managers are apprehensive about giving up control. I think that the reality is true dependant on the field of work and the manager’s personality.
The managers need to build a relationship with all of their employees, I feel like most managers do not excel in this portion of managerial aspects or they have a bad relationship with the employees. The manager needs to communicate regular with their employees this will help build each relationship. You will find out the wants, the needs, their family, and what would make you a better manager. When you have a great relationship with the employees it will make it easier to address problems with their work and other things with in the company. Also if an employee is doing very well the praising will be more real and worthwhile to the employees and the company.
The author will discuss the importance of managing teams and how these attributes are used to overcome challenges faced by the team. Other characteristics of a good team manager such as communication skills, leadership and motivation skills will also be examined. It is important that you understand the role the manager plays in managing teams to fully execute what is expected of you, so that team members remain confident and motivated and that they feel supported and included. Teamwork involves working together, communicating with each other, trusting one another but there are also certain advantages and disadvantages to working within a team, which will be discussed. Its important that managers know when teams are required, the types of teams and the stages of team development to foster a committed, empowered, hardworking team environment for
1. Introduction An effective Manager does not manage the employees to be successful, but rather leads the employees to success. Although management plays an integrate part of it, it should not be the dominant factor to be successful within your team as the manager. Being the Manager should be seen as an opportunity to lead, supervise, mentor and motivate other team members. I am current for filling the role of an onsite operations manager with in my team at a client site with 12 resources reporting into me.
He continued by saying that a manager has to treat each employee as a colleague and to be always objective beyond personal dislikes. Furthermore, the managers had similar opinions about feedback; more precisely, they affirmed that their subordinates are not able to receive objectively the negative feedback. Manager 2 added that the feedback plays an important role in creating a strong bond between a manager and his
It is a subject relevant to everyone, but more so to managers of organizations. Managers are the external faces of business with suppliers of resources and other business partners. They are required to develop good networks and business relationships that will serve the long-term objectives of the organization. All these roles can put tremendous demands on managers' time, which if not managed effectively, could become a source of tension in their work life. In all of these, we have ignored the demands on manager's time in respect of their life outside work.
According to Boswell (1973) some studies have shown that “effective managers stress the need for supportive people; while others did not produce clearly defined results on this” (p.11). According to Boswell (1973), “some have however showed reverse relationship to the following: size of the firm, the nature of the production process, personalities of subordinates, the feelings of the subordinates and the manager’s power in the organization”. The implication is that no leadership style may suit all situations. Thus, there has to be modifications. Agboli and Chikwendu (2006) indicated that “different work situations need different styles if the staff members of that particular organisation are to perform optimally”.
-Encouraging autonomy and discouraging micromanaging: While it is essential to have manager, it is also needed to have some own space to do the work in his/her own way utilizing their own time and resources. Some autonomy always gives the feeling of being an important part of the organization. -Focusing on the future with clear communication: Everybody wants to grow in his/her workplace. Growth is very vital for any sort of professional. Communication with the people of management or the upper side of the growth pyramid is very important for the employees for the feeling of assurance to grow gradually.