Chapter 1 ppt
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Management involves getting work done through others efficiently and effectively to accomplish organizational objectives. The four main functions of management are planning, organizing, leading, and controlling. There are different types of managers including top managers who set overall direction, middle managers who implement strategies, first-line managers who oversee entry-level employees, and team leaders who facilitate team activities. Managers fulfill various roles such as figurehead, leader, and liaison. They require technical, human, and conceptual skills. Developing people can provide competitive advantages through practices like employment security, selective hiring, and sharing information.
Chapter 1 ppt
- 2. Management Is… Getting work done through others Efficiency – getting work done with a minimum of effort, waste, or expense Effectiveness – accomplishing tasks that help fulfill organizational objectives
- 3. Henri Fayol “the success of an enterprise generally depends much more on the administrative ability of its leaders than on their technical ability” Early 1900s
- 4. Four Functions of Management • Determining organizational goals and a means for achieving them • Outcome: companies usually have larger profits and faster growth Planning • Deciding where decisions will be made, who will do what jobs and tasks, and who will work for whom Organizing • Inspiring and motivating workers to work hard to achieve organizational goals Leading • Monitoring progress toward goal achievement and taking corrective action when needed Controlling
- 5. What the Four Kinds of Managers Do
- 6. Kinds of Managers Top managers: Executives responsible for the overall direction of the organization Responsible for creating: Context for change Employee buy-in Positive organizational culture via language and action
- 7. Kinds of Managers Middle managers Responsible for: Setting objectives consistent with top management’s goals Planning and implementing subunit strategies for achieving the objectives Coordinating and linking groups Monitoring and managing subunits Implementing strategies developed by top managers Plant manager, regional manager, or divisional manager
- 8. Kinds of Managers First-Line managers Responsible for: Managing performance of entry-level employees Train/teach, encourage, monitor, and reward Scheduling Office manager, shift supervisor, department manager
- 9. Kinds of Managers Team Leaders Responsible for: Facilitating team activities toward goal accomplishment Help team members: Plan and schedule work Learn problem-solving methods Work effectively with each other Foster internal and external relationships Team leader, team contact, group facilitator
- 10. Mintzberg’s Managerial Roles © 2015 Cengage Learning
- 11. Interpersonal Roles - Mintzberg People intensive! (2/3 – 4/5 of their time) 3 Roles Figurehead – public view – ceremonial duties Leader – motivate and encourage to accomplish organizational objectives Liaison – work w/ outside individuals
- 12. Information Roles- Mintzberg Obtaining & sharing info (40% of time) 3 Roles Monitor – scan environment Disseminator – share info inside company Spokesperson – share info outside
- 13. Decisional Roles- Mintzberg 4 Roles Entrepreneur – adapts to change Disturbance handler – problems that need immediate attention Resource allocator - Negotiator – schedules, resources, projects, raises, etc.
- 15. Management Skills Technical skills: Specialized procedures, techniques, and knowledge required to get the job done Essential for team leaders and low-level managers Human skills: Ability to work well with others Essential at all levels of management Conceptual skills Ability to: See the organization as a whole Understand how the different parts affect each other Recognize how the company fits into or is affected by its environment Essential for top managers Motivation to manage Assessment of how enthusiastic employees are about managing the work of others
- 16. Management Skills - Duplicated Technical skills: get the job done Essential for team leaders and low-level managers Human skills: work well w/ others Essential at all levels of management Conceptual skills – see the big picture Essential for top managers Motivation to manage
- 18. Mistakes Managers Make – Alphabetical Betray trust Cold, aloof, arrogant Insensitive to others: abrasive, intimidating, bullying style Overdependent on advocate or mentor Overly ambitious: thinking of next job, playing politics Overmanaging: unable to delegate or build a team Specific performance problems with the business Unable to adapt to boss with different style Unable to staff effectively Unable to think strategically
- 19. Mistakes Managers Make 1. Insensitive to others: abrasive, intimidating, bullying style 2. Cold, aloof, arrogant 3. Betray trust 4. Overly ambitious: thinking of next job, playing politics 5. Specific performance problems with the business 6. Overmanaging: unable to delegate or build a team 7. Unable to staff effectively 8. Unable to think strategically 9. Unable to adapt to boss with different style 10. Overdependent on advocate or mentor
- 20. Hill’s Stages in the Transition to Management © 2015 Cengage Learning
- 21. Competitive Advantage Through People Helps develop workforces that are smarter, better trained, more motivated, and more committed than those of the competitors’ Produces substantial advantages in: Sales revenues Profits Stock market returns Customer satisfaction
- 22. Competitive Advantage Through People: Management Practices Employment security Ultimate form of commitment company can make to employees. Employees can innovate and increase the profitability of an organization without the fear of losing their job Selective hiring Companies need to hire the best talent due to the presence of employment security Self-managed teams Produce high productivity through increased employee commitment and creativity
- 23. Competitive Advantage Through People: Management Practices Decentralization Allows employees closest to problems, production, and clients to make timely decisions High wages contingent on organizational performance High remuneration helps an organization attract talented employees and retain existing employees High wages indicates the organization values its employees Employees who share in financial success more likely to see long-run view of organization
- 24. Competitive Advantage Through People: Management Practices Training and skill development Companies need to invest resources in the training employees to ensure skill development Reduction of status differences Leads to employees concentrating on work related issues rather than biases and prejudices of the management Sharing information Helps employees participate in the decision making process
- 25. Summary Functions of management are planning, organizing, controlling, and leading Kinds of managers are top, middle, first-line, and team leaders Roles played by managers include interpersonal, informational, and decisional Technical, human, and conceptual skills are essential for managers
- 26. Key Terms Management Efficiency Effectiveness Planning Organizing Leading Controlling Top managers Middle managers First-line managers Team leaders Figurehead role Leader role Liaison role Monitor role Disseminator role Spokesperson role Entrepreneur role Disturbance handler role Resource allocator role Negotiator role Technical skills Human skills Conceptual skills Motivation to manage
- 27. 27Copyright ©2016 Cengage Learning. All Rights Reserved. May not be scanned, copied or duplicated, or posted to a publicly acce ssible website, in whole or in part. MGMT9| CH1