Three Essential Managerial Skills

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Question 1
(a)
The three essential skill sets for managerial roles are technical, human and conceptual skills. A technical skill is the capability to proficiently perform organizational tasks using various tools, machines and techniques. First-line managers tend to be more proficient in technical skills as they directly manage employees who are involved in producing the organization’s products or services. The manager must be able to educate employees on its operation, as well as assist upper managers on the fundamental functions of machines and tools. Human skill is the ability to understand, converse, motivate and work with individuals and groups. All managers at all levels of management should possess human relations skills in order to …show more content…

The goal has not met this characteristic as there is no desired outcome mentioned. The goal to improve after-sale customer service is more of an action than an outcome.
The goal has not met this characteristic as there is no desired outcome mentioned. The goal stated was an action of pushing the most profitable products aggressively instead of the outcome.
Measurable and quantifiable
The goal has met this characteristic as it is measurable, clearly stating the specific increase of 20% above the year’s target of US$ 5 million.
The goal did not meet this characteristic as the goal did not mention any quantifiable or measurable factors. The goal of improving after-sale customer service is very broad and not measurable.
The goal did not meet this characteristic as the goal did not mention any quantifiable or measurable factors. The goal only mentioned ‘to push products more aggressively’, and ‘aggressively’ is not measurable. Clear as to a time …show more content…

When an employee does something fraudulent, he should penalize the culprit and disclose the fact by allowing the outcome to be transparent to everyone in the organization. This implementation addresses a note that doing something incorrect has a cost and the employee is at a disadvantage by behaving unethically (Robbins & Coulter, 2014).
The code of ethics, a desired choice for minimizing uncertainty, can also be introduced. It is a traditional declaration of an organization’s values and ethical requirements employees are expected to go along with. It should be meticulous enough to show employees the attitude in which they’re required to do things yet loose enough to permit for the liberty of judgment (Robbins & Coulter, 2014).
Independent social audits can also be engaged as an important barrier to dishonest behaviors. This is because they evaluate conclusions and management operations in terms of the organization’s code of ethics. To conserve integrity, these auditors should submit their discoveries to the board without hesitation, as it gives them clout and lessens the chance for retaliation from those who are audited (Robbins & Coulter,

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