William Morrow and Company
Best serve the company in meeting its goals. With these decisions come reactions from employees that will dictate whether or not the decision is the correct one. The actions of the employees are based on what management tells them and also about how much pride these employees take in their work.
While it is impossible to keep each and every employee happy at all times, it is important that an executive do his or her best to ensure that the most efficient working environment is present and this includes being responsible for the actions and behavior of the employees, but this does not have to be done in a direct disciplinary fashion because that can often lead to conflict. One such way to do so is to keep the company’s image positive. If an employee is proud to work for a company, which is often based on a company’s reputation, then he or she will be more likely to behave in an efficient and professional manner.
This image is largely based on public perception, so that perception must always be worked on and kept up my management. Also, it is important to give the employees the best tools possible in order to ensure that they are able to perform up to expectations. A tool that is growing in popularity is e-business technology, which makes it possible for workers to get important in real time and stay ahead of the competition. If a worker feels as if he or she is truly making a difference, then he or she will be more likely to put in that extra effort.
An interesting ideology in employee management comes from Marcus Buckingham and Curt Coffman in their book First, Break All the Rules: What the World’s Greatest Managers Do Differently. This books states that it is management’s job to make sure each and every employee is put into a role where his or her talents can best be utilized. This is important because, once again, employee behavior in usually based on how they feel about the company and a worker who is out of his or her element will not be happy about going to work each and every day.
Another technique of employee management is to keep employees in check by not letting them get too high or too low by praising them sometimes and reprimanding them at other times. This is a common one that is used by managers, but it seems to keep things at the status quo and does not give the employees the opportunity to really succeed with their jobs. It is content with allowing them to simply work in the roles that they are given, without playing to their individual strengths.
Management has a very important role in the behaviors and actions of employees because it is management who is responsible for defining the roles that each employee is placed into, as well as ensuring that all of the targets are met while this is occurring. Making decisions under competing constraints is difficult because it is impossible to keep everyone happy. There could be a situation where a manager has to try to raise the profit, but is also responsible for trying to raise the environmental awareness of a company.
Since most environmentally friendly programs are not designed with the maximum profit, there will always be conflicts between the two sides. This is especially challenging in modern times, as an increased awareness of the environment has caused the media to take notice of any violations that are occurring. On top of this, the business world is more competitive than it has ever been, so competing constraints are becoming more of an issue for those in charge. One way to decide what to do in a situation like this is to follow the program that was set forth by David A.
Welch as he says to first identify your objective and do a preliminary survey of your options. Then to identify the implicated values and assess the importance of the decision, to make sure that the situation has not been over or under estimated. Next he says to budget your time and energy while developing a decision making strategy. Then you identify and evaluated all of your options, so that you are sure that you have taken enough time to think them all through. Based on all of these factors, he says to make a decision that will leave you with enough time and resources to complete it.
Welch does, however, realize that we “we do not live in the ideal world. We live in a world where there are constraints” (Welch 26), and, therefore, everything will not always work out as planned. This makes it even more important for managers to thoroughly think through any decisions that they make, in order to minimize the problems between the competing constraints. Managerial decisions that come at the unit level are the most difficult to predict because they come from a lower level manager who might not be in touch with what the company as a whole is trying to accomplish.
What this does is create a situation where different units might not know what the other units are doing. This is a disadvantage to this sort of managerial system, as unity is never truly achieved and the company is fragmented. In order for a manager to be effective in this role, he or she must communicate with the other units of the corporation. The decision making process is much simpler for a unit manager as he or she is only looking after a small work force and it usually highly involved with these employees on the job.
This involvement means that managers who are in charge of a small unit of employees must be even more responsible for their actions, as there is a better chance for interaction with them. This means that an individual relationship can be established with each employee and the manager can always be aware of any progress that is made, as well as any behavioral problems that might arise. While there are various manners in which with handle behavioral problems, it is better to handle each on a case by case basis because things often maybe different than they originally appear.
E-business technologies have had a great impact on managerial decision making because they add so much to the business. For starters, they are an excellent way to advertise for much less cost than other mediums. This allows for managers to choose to use the internet as a way of advertising and, therefore, they can get more advertising done for their dollar. Effective managers will incorporate this medium into their strategies, which will give them many more advertising opportunities.
Also, many goods are available through e-commerce, allowing for certain businesses to effectively be open twenty-four hours a day and seven days a week. This is a positive because it is more time to be selling product, without having to hire employees to do so. Effective management is suppose to increase the profits made, and e-business technologies make it much easier to do so through ERP which “is the technological backbone of e-business, an enterprise-wide transaction framework with links into sales order processing, inventory management and control, production and distribution planning, and finance” (O’Brien 194).
These technologies can also make communication easier between different sectors of the corporation, as everything can be networked together for a much more efficient work environment. This is important because “existing applications that have withstood the test of time can be readily coupled to new applications that reach new customers over the Web. Programmer productivity is greatly enhanced via opportunities for reuse, portability to new platforms, and ability to readily access existing services.
The shift from tightly coupled applications to loosely coupled Web services will lead to another great increase in opportunity for those who develop and sell such services” (Smith). This is the one part of business that is expanding very quickly, so it is very important that managers accept this trend and get involved with it, as it is very quickly becoming an essential part of running a profitable business.
The book First, Break All the Rules: What the World’s Greatest Managers Do Differently, by Marcus Buckingham and Curt Coffman, is a new look at the business world and it gives new managerial techniques that have not been used in past generations. Perhaps most importantly, this book tells managers to focus on their employees’ strengths and attempt to get the most out of them, rather than placing them in situations where their weaknesses will be exploited. This is done in order to get the most out of every employee, which will make the work environment much more productive.
This book is an excellent source for any manager who wishes to discover how to get the most out of his or her employees. This is especially important for small businesses, as they have far less room for error. This business book was written for managers of companies of any size in order for them to learn how an effective leader should run a business. The authors have quite a bit of experience in this field, as they have written many business books before, and they took their information from over 80,000 different interviews that were conducted by Gallup polls.
This shows that they have thoroughly research this subject and, therefore, they are knowledgeable authorities on the subject. This knowledge on the subject helps create a situation where the material is presented in a fashion that is useable for business executives when dealing with employee management, behaviors, and actions on a day-to-day basis in the business world. This most important tip that is given in this book is to put people in a role where they are most likely to succeed, since “no one’s perfect. No one possesses all of the talents needed to excel in a particular role” (Buckingham and Coffman 167).
Since every brain is different, different people will thrive in different working environments and situations. Just because one person is able to complete a task with relative ease, does not mean that his or her replacement will be able to, and it is up to the manger to figure out who is capable of doing what. If a manager wants his or her employees to be productive, he or she should put them in a role where they are most likely to succeed, not just a role that has yet to be filled because “when someone leaves a company, he takes value with him – more often than not, straight to the competition“ (Buckingham and Coffman 23).
Think of it as being similar to putting a famous quarterback like Joe Montana at a position like offensive tackle. If a coach had done this, there is not doubt that Joe Montana would not have been a successful football player and, therefore, his coach would not have been happy with him and his career would have been very short. If a worker is not put in a role that he or she can thrive in, then he or she will not perform to the best of his or her abilities and neither the worker nor the manager will be happy.
For small business owner, this is especially important because there are less people around to catch mistakes than there would be in a large corporation. Therefore, a small business owner should remember that in order to be competitive, each and every worker must contribute to the best of his or her abilities and the only way that this will happen is if each worker is put into a situation that he or she is comfortable with. This is a very good book because it gives managers a different way of looking at how to handle their employees.
While most managers will look at how an employee is performing and either reprimand or fire the employee if he or she is not performing up to expectations, this book argues that the manager should first look at how the employee is being used and whether or not this is the best role for that employee. Too many times, managers will blame the employee for his or her negatives, but not look at whether or not that employee is being utilized in a situation where he or she can be effective.
Any manager who reads this book will think about how he or she runs the company and will re-evaluate the people who work there, which will hopefully lead to a business that runs to hits highest capacity. Any book that promotes a more productive working environment is a good book for any manager to read, and this one is especially important because of the new ideas that it brings forward. It is important to remember that a manager is a leader and the employees must have faith in their leader and believe that he or she is entirely competent if they are to follow him or her.
Another popular management book is called The One Minute Manager, by Kenneth H. Blanchard and Spencer Johnson, and it give much different techniques to management than First, Break All the Rules as it focuses mainly on how to get employees to perform in the roles they are already in. One Minutes Manager tells managers to tell their employees what they expect and to not let them get too high or too low by giving them one minute praises and one minute reprimands. This type of management does not seem as effective as it has the goal of keeping everything at the status quo.
The point of this book is to teach managers how to keep their employees in line and working hard, but does not explore the reasons why an employee might not be performing up to expectations or whether or not their skills are better suited for a different position. One Minute Manager also fails to promote a team working environment, but rather portrays it as a hierarchy where it is the manager’s job to keep everyone in line. First, Break All the Rules is a much more effective book because of the new ideas that it brings forward.
This book is important in this field because it shows managers how to get the most of out their employees. Gone are the days where the manager would simply place everyone in a role and either reprimand them or fire them if they did not fit this role as the manager sees fit. This book tells managers to place their employees in situations where they can be successful, which will create a much more productive working environment. Management must be very responsible for the actions of its employees, but this responsibility can come in a number of different ways.
Firstly, making the working environment one in which the employee is comfortable and proud to be a part of is essential to keeping things in line. If this is done from the beginning, management will have fewer problems to deal with later on down the road and, therefore, keeping tabs on the employees becomes less of an issue. The less disciplinary issues that arise, the better the working environment, so creating an office where these issues never come up is ideal. This can be done by placing every employee in a position that he or she is suited for.
This means that management must evaluate each employee and see if he or she is being utilized properly. An effective manager will know what role each employee belongs in because these employees will be happiest in a role that is suited for them. Management is greatly responsible for its employees’ behaviors and actions and, therefore, management must find the most effective ways to do so.
Blanchard, Kenneth H. and Johnson, Spencer. The One Minute Manager. New York: William Morrow and Company. 1981.
Buckingham, Marcus and Coffman, Curt. First, Break All the Rules: What the World’s Greatest Managers Do Differently. New York: Simon and Schuster. 1999. O’Brien, James A. Management Information Systems: Managing Information Technology in the E-Business Enterprise. New York: McGraw Hill. 2004. Smith, R. A. “Trends in E-Business Technologies”. 15 November 2000. 28 April, 2006. http://www. research. ibm. com/journal/sj/401/smith. html Welch, David A. Decisions, Decisions: The Art of Effective Decision Making. Amherst, NY: Prometheus Books. 2002.