Abstract The purpose of this paper is to explain what requirements are necessary to be an effective manager during the 21st Century. Being a manager and saying that you know how to manage is totally different. To be able to be a good manager requires hard work and specific traits. The book titled Profile of an Effective Manager explains the real meaning of a “manager” and what he/she does. It explains the multiple responsibilities that a manager has obligations are: setting specific goals, managing instantly changes, communicate with his/her employees, delegation, make specific decisions, time management, motivate and give training.
The ability of the employees to learn via thinking is an essential competency for the organization or the workplace, (Johnson, 1997). The authors have emphasized on the implementation of the resource-based view in the strategic leadership and management of the teams and organizations in general, and the use of the managerial skills in particular. This is a very important approach because the use of the resource based approach in general helps people working in teams to analyse the strengths and weaknesses in terms of the available resources for sustaining the competitive advantage. The managerial skills can be used by the team members when the resources of the firm are not adequate in order for creating a competitive edge. The managers working in groups can use their human, conceptual, and technical skills in order to achieve a distinctive position in the marketplace.
All three types of skills play important roles in certain situations or for certain purposes, but conceptual skills heave the broadest application because they can pertain to virtually anything. (http://snehsoni.wordpress.com/2010/12/10/essential-skills-for-managers/) This CEO constantly comes up with ideas for new products and new processes. She is able to examine these complex issues and formulate specific, effective courses of action. (Pavett, C.M. & Lau, A.W.
Soft skills facilitate such executions with ease as it implicates dealing with people directly. In the preliminary existences of one’s career, procedural or knowledge skills are vital for attainment of prized assignments. However, when it comes to budding in an organization, it is your persona that matters, as numerous people with parallel technical proficiency will vie for a promotion. Soft skills are more pertinent in the Indian context where the education system does not contain aspects of personal grooming and professional development. Employees are the concerning link between the company and the business environment so it’s quintessential that their soft skills enable them to present their company in a rewarding frame.
Managers guarantee that the accessible assets are efficient and connected to create the best results. In the asset obliged and troublesome environments of some low-to-center wage nations, a manager should likewise be a leader to accomplish ideal results. Health mind conveyance and patient conditions are always showing signs of change, and managers need to keep on learning new capacities and aptitudes to keep up. A critical part of management includes aptitudes and capabilities, for example, motivating staff, imparting and consulting with partners, and keeping up specific states of mind and behaviors that augment staff teach and execution (Packard, 2009). Managers likewise need to comprehend the fundamental specialized parts of the services conveyed.
Today organizations are paying more attention on managers’ people skills. Historically in the field of project management so called hard skills have overruled the management behavioural. Lately research has focused on finding success factors of projects and it is recognized that soft skills are an important success factors in order for the project
Moreover, such improvements motivate employees to remain loyal to the organization. Secondly, talent management is strongly aligned with competency-based management (Dessler, 2015). Employees with specific skills are given position-specific competency tasks to help them improve on their talents and skill sets (Dessler, 2015). Besides, such position-specific competency tasks require intricate use of skills, personal traits, and experiences to overcome the prevailing challenges. Moreover, talent management allows organizations to pick projects that are suitable for their talented employees for sustained productivity (Dessler, 2015).
Introduction In an organization the employees belongs to the different age groups and based on the age they have different values, experience and have their own way to handle the different situations. Also the individuals in an organization have different personalities and there are behavioral traits according to their personality. To overcome the differences between the various age groups and personalities the interpersonal skills plays an important role. Interpersonal skills affect the team work and motivate the individuals to work in effective manner to get the good results. By sharing of ideas between different individuals in an organization leads to mutual understanding on a single reliable method to do a task.
Within this section, leaders able to knows the strength and weakness. The top management will put them in the field of task based on their job specialization. Functional skills based training is very important to enhancing employee skills, abilities and knowledge. It can be classified into different types of skills. The functional skill is one of the methods to improve the effectiveness and efficiency of production.
That’s how companies find the manager that can make their business very successful. There are many characteristics that can lead to becoming a good manager, then in the process into a great manager. On the other hand, it’s nearly impossible to find the “perfect manager”.