engineers responsibility in management.pdf
- 1. Engineers as Managers/Leaders Dr. C. M. Chang Only to be used by instructors who adopt the text: C. M. Chang, “Engineering Management: Challenges in the New Millennium,” Pearson Prentice Hall (2005) Copyright © 2005 by Dr. Carl Chang 1
- 2. Chapter Contents • Introduction • Differences in Work Done be engineers and Managers • Career Paths of a Typical Engineer • Factors Affecting the Promotion of Engineers to Managers • Factors Causing Engineers to Fail as Managers • Leaders and Managers • Emotional Intelligence 2
- 3. Engineering Leadership • Only 26% of CEO’s in the top 1000 companies had their first degrees in Engineering (more in foreign countries) • Only 10% of university presidents are engineers • Few engineers are in Congress • President Jimmy Carter was the only engineer, but he did not get reelected 3
- 4. Why So? • Engineering mindset and attitude not compatible with management work? • Education preventing engineers from becoming great leaders? • Strengths in engineering have become weaknesses in management? • Differences in work done by engineers versus that by managers? 4
- 5. 5 CHARACTERISTICS ENGINEERS MANAGERS Focus Technical/scientific tasks People (talents, innovation, relationships); resources (capital, knowledge, process know-how); projects (tasks, procedure, policy) Decision Making Adequate technical information Fuzzy information under uncertainty (people's Basis with great certainty behavior, customer needs, market forecasts) Involvement Perform individual tasks Direct work of others (planning, leading, organizing, controlling) Work Output Quantitative, measurable Qualitative, less measurable, except financial results, when applicable Effectiveness Rely on technical expertise Rely on interpersonal skills to get work done and personal dedication through people (motivation, delegation)
- 6. 6 CHARACTERISTICS ENGINEERS MANAGERS Dependency Autonomous Interdependent of others Responsibility Pursue one task at a time Pursue multiple objectives concurrently Creativity Technology centered People centered (conflict resolution, problem solving, political alliance, networks building) Bottom Line "How" (operational) "What" and "Why" (strategic) Concern Will it work technically? Will it add value (market share, financial, core technology, customer satisfaction)? Adopted and revised from P. Morrison, "Making Managers of Engineers," Journal of Management in Engineering, Vol. 2, No. 4 (1986)
- 7. Career Path of Engineers 7
- 8. Mid-level Positions • Dual Ladder System (1) Technical (senior engineer, consultant, associate, fellow) (2A) Managerial (section engineer, supervisor, manager, director) (2B) Project Management (project engineer, project manager, manager, director) 8
- 9. Dual Ladder 9 Director Fellow Manager Manager Associate Supervisor Project Manager Consultant Section Engineer Project Engineer Senior Engineer Staff Engineer Engineer Director Vice President
- 10. Mid-level Positions • Mid-level positions are equivalent in ranking, mid-point salary and prestige • Technical Ladder is capped at the Corporate Fellow level • Managerial ladder, including Project Management positions, leads to Executive level positions (vice president, CTO) 10
- 11. Mid-level Technical • Larger responsibility for programs of high technical contents but no managerial duty • Add value by technical contributions, innovations, and technology applications • Fellows are typically well-renowned both inside and outside of the company for technical expertise demonstrated in patents, publications and commercial success 11
- 12. Mid-level Managerial • Larger responsibility of managing people, tasks, capabilities, functions and programs • Devote increasingly less time on technology work and more on managerial work • Success Factors (1) Established technical expertise, (2) Proficient in all management functions, (3) Problem solving and conflict resolution, (4) Strategic planning abilities 12
- 13. Remarks on Mid-level Positions • Technical ladder positions are less quota-limited than the corresponding positions in managerial ladder • Transfer from positions in technical to managerial ladder is somewhat more easier than the other way around 13
- 14. Executive Level Positions • Positions such as vice president (VP) of Engineering and chief technology officer (CTO) demand leadership capabilities in creating and implementing technological strategies to capture new business opportunities • Teamwork with other high level executives is a critical success factor 14
- 15. Work Contents • Change of work contents with engineering career progression First-line Supervisor Mid Manager Executive Technical 70% 25% 5% Managerial 25% 50% 25% Visionary 5% 25% 70% 15
- 16. Goals for All Levels: Add Value 16
- 17. National Science Foundation Study (2000) 17
- 18. To Manage or Not to Manage - Pros • Financial rewards • Authority, responsibility and leadership • Power, influence, social status and prestige • Career advancement, achievement and recognition • Random circumstance 18
- 19. To Manage or Not to Manage - Cons • Long hours and hectic life (overtime, travel) • High stress level (pressure of deadlines, constraints of resources, political infighting, lack of peer cooperation, trivial personnel conflicts) • Poor family life (not seeing family much) • Health hazards (travel, unhealthy foods, physical stress) 19
- 20. Success and Happiness • Success in a management career contributes positively to happiness, but requiring certain sacrifices causing unhappiness - one must select a path to optimize happiness • Happiness factors: (1) Wealth, (2) Social standing, (3) Professional achievements, (4) Peer recognition, (5) Quality of family life, (6) Health, (7) Absent of excess stress and anxiety, (8) Power, and (9) Others 20
- 21. How to Get Promoted • Competence in current assignments - master current duties and responsibilities, gain respect of co-workers and get favorable recommendation from the boss • Readiness and desire to become manager - handle larger and more challenging assignments (budget, people, impact) • Good match with organizational needs 21
- 22. Managerial Competency 22 Managerial Competency Knowledge Skills Aptitude Strong Will to Manage Strong Need for Power Strong Capacity for Empathy Managerial Conflict Resolution Administrative Leadership Motivation Communications Coaching & Appraising Political Handling Power & Enterprise Politics Technical
- 23. Question # 10.1 • Silverman, author of “The Art of Managing Technical Projects,” Prentice Hall (1978), argues that our college engineering curriculums might be a hindrance to engineers wanting to move into management, as they typically emphasize an orderly, predictable and pragmatic view of the world. Judging from the University at Buffalo’s 30-credit engineering curriculums at the Masters degree level, do you agree or disagree with Silverman, and why? 23
- 24. Leaders and Managers • Managers – set goals, plan actions, secure resources, set up structures, exercise control and getting results (to keep organization functioning properly and create orderly results) • Leaders – set vision and direction, create strategies to achieve vision, conceive actions steps to accomplish goals, align people and form coalition, motivate and inspire people to move forward (to promote future-oriented changes) 24
- 25. 25 Characteristics Managers Leaders Focus Do things the right ways Do the right things Administration, problem solving Direction setting Reconcile differences Creativity and innovation Seek compromises Maintain balance of Power Emphasis Rationality and control Innovative Approach Accept and maintain status quo Challenge status quo Putting out fires Blazing new trails Targets Goals, resources, Ideas Structures, people Orientation Tasks, Affairs Risk taking Persistence Imagination Short-term view Long-term perspective
- 26. 26 Success Factors Tough-mindedness Perceptual capability Hard work Tolerance Goodwill Analytical capability Points of Inquiry How and when What and why Preference Order, harmony Chaos, lack of structure Aspiration Classic good soldiers Own person Favor Routine Unstructured Follow established procedure Approach with People Using established rules Intuitive and empathetic
- 27. 27 Personality Team-player Individualist Relevance Necessary Essential Thrust Blend in Stand out Bring about compromise Lead Changes Achieve win-win Mentality "If it isn't broke, don't fix it" "When it isn't broke, this maybe the only time you can fix it." Adapted from Abraham Zaleznik, "Managers and Leaders: Are they Different?" Harvard Business Review (March-April 1992), and Warren Bennis, "21st Century Leadership," Executive Excellence, Provo (May 1991).
- 28. Emotional Intelligence • All leaders have a high degree of emotional intelligence (1) Self-awareness (2) Self-regulation (3) Motivation (4) Empathy (5) Social Skills 28
- 29. Failure Factors for Engineering Managers • Lack of political savvy • Uncomfortable with ambiguous situation • Tense personality • Lack of risk-taking willingness • Tendency to clinch on technology • Lack of human relations skills • Deficiency in management skills and perception • Not cognitive of manager’s roles and responsibility • Narrow interest and preparation 29
- 30. Most Common Reasons for Career Failures for Engineers 30
- 31. (A) Poor Interpersonal Skills • This is the single biggest reason for career failures. Every one needs to be (1) Showing respect and sensitivity in dealing with others, (2) Minimizing conflicts and disagreements, (3) Giving and taking criticisms well, (4) Striving to build team support, (5) Becoming emotionally stable, and (6) Behaving professionally 31
- 32. (B) Wrong Fit • Not fitting to the cultural norms, core values, priority, profit motives, social/ environmental preferences, and others of the workplace • Hard to adapt one’s own abilities, styles, personality and chemistry to those of co-workers • Solution is to move on quickly 32
- 33. (C) Not Able to Take Risks • Staying in a position far too long for fear of losing control of own comfortable life • Not willing to venture out (e.g., taking on a management position, relocation for a promotion, new job, different industry, etc.) 33
- 34. (D) Bad Luck • Caught unexpectedly in an organizational restructuring situation (mergers and acquisition, downsizing, change of market conditions, economic downturn, outsouring strategies, formation of supply chain, etc.) • Bad luck is not always avoidable • Be ready for it by keeping oneself marketable: Value creation attitude, skills, and records 34
- 35. (E) Self-destructive Behavior • Examples include: work in secret, resistance to change, being excessively aggressive, shown non-cooperative attitude, picking fights with people, becoming overly argumentative, being readily excitable about trivialities, and showing a lack of perspectives in things • Must check own behavior often and modify 35
- 36. (F) Lack of Focus • Try to be jack of all trades, but not good in any thing of value • Having no expertise to be known for is dangerous for one’s career (examples: work well with different people - getting things done effectively through teams; problem-solving – applying FMEA or root cause analysis techniques to complex problems) 36
- 37. (G) Workplace Biases • Ideally, all workplaces should be free of any biases with respect to gender, age, color, national origin, religious beliefs and others • In reality, some workplaces are indeed better and more progressive than others in this respect • Take proactive steps to avoid getting hurt by such possibilities 37
- 38. Question # 10.12 • Everyone works for a boss in industry. The boss factor is extremely important, as it directly affects a person’s career progression. On the other hand, every one has specific values, basic beliefs and certain fundamental principles, which must be honored and upheld all the time and under any circumstances. Are there guidelines on how to effectively manage own boss? 38
- 39. Question # 10.14 • Some engineers and managers are known to have more difficulties in interpersonal relations than other. How can they improve their interpersonal skills? 39
- 40. What Takes to be Successful in Corporate America 40
- 41. Success Factors • (A) Performance - Make sure that each and everyone of assignment is done well - “You are only as good as your last performance.” • (B) Personality - How one acts and behaves is important. One should project a mature, positive, reasonable and flexible personality 41
- 42. Success Factors (cont’d) • (C) Communications Skills - Ability to communicate is important for promotability, particularly writing concerning readability, correctness, appropriateness and thought • (D) Human Relations Skills - Interact with people to create and maintain acceptable working relationships, avoid being labeled “Not working well with people” 42
- 43. Success Factors (cont’d) • (E) Make Tough Decisions - Take prudent risks and make the tough plays • (F) Work Experience - Build up own work portfolio with diversified experience and high impact assignments • (G) Self Control - Stay cool and be able to withstand pressure and stress, having high tolerance to frustration 43
- 44. Success Factors (cont’d) • (H) Technical Skills/Ability - Capabilities need to be kept marketable • (I) Health and Energy Level - Take care of own health and maintain physical vitality • (J) Personal Appearance - To fit into the corporate image by following the boss’s example 44
- 45. Career Strategy for the 21st Century • Think, speak, act and walk like an entrepreneur - entrepreneurial mindset • Embrace change as an opportunity for growth, “Eager to stay, yet ready to leave” • Be visionaries and detail-oriented • Know own strengths and weaknesses, be competitive, and set high standards for self • Build alliances and stay connected 45
- 46. Career Strategy for the 21st Century(cont’d) • Avoid specialization in favor of adaptability, cross-functionality, people skills, and a solid customer focus, learn fast to do new things or partner with someone who knows • Stay professionally active and keep skills marketable • Maintain work/life balance - “Earn a living, make a life” • (Source: James F. Kacena, “New Leadership Directions,” The Journal of Business Strategy, March/April 2002) 46
- 47. Summary and Conclusions • “Rules of thumb” from experience are worth knowing • Constantly reading to reinforce one’s conviction in the values of noted leadership profiles • Practicing them until the preferred behavior becomes ones’ second nature 47
- 48. References • Eugene Raudsepp, “Would You Make a Good Manager?” Machine Design, p. 57 (August 8, 1985). • Anne Roe, “Networking: New Contact Sport For Managers,” Chemical Engineering, p. 145 (October 27, 1986). • F. Bartolome and A. Laurent, “The Manager and Servant of Power,” Harvard Business Review, p. 77 (November - December 1986). • R. W. Gallant, "So You Want to be a Manager,” Chemical Engineering, p. 55 (November 9, 1987) • Alan Chapple, “Weak Interpersonal Skills Doom Engineers to 'Managerial Malpractice' Experts Charge,” Engineering Times, (November 1986). • Perry Pascasella, “How Can I Keep the Boss Happy?” Industrial Week, • p. 213 (October 13, 1975). • Anonymous, “A Quick Way to Test Your Boss Ability,” Business Management, p. 217 (July 1966). • Robert E. Shannon, “Engineering Management,” John Wiley & Sons (1980). 48
- 49. Question # 10.3 • Hoffman, author of “Prescription for Transitioning Engineers Into Managers,” Engineering Management Journal (September 1989), believes that a management education program should have three elements: • (1) Behavioral – People skills (motivation, team building, communications and delegation). • (2) Cognitive (production, marketing, finance, control). • (3) Environmental (markets, competition, customers, political, social and economical environment in which the organization operates) The first two elements appear to be self-evident. Explain why the third element, the environmental, is important? 49
- 50. Question # 10.4 • How is engineering management different from management in general? 50
- 51. Question # 10.5 • How to become a good boss? What are things the boss should and should not do? 51
- 52. The Engineer of 2020 • National Academy of Engineering, Washington D.C., <nas.edu>, Published a Phase 1 Report: “The Engineer of 2020” • Eleven “Attributes of Engineers of 2020”: (1) Strong Analytical skills, (2) Practical Ingenuity, (3) Creativity, (4) Communication, (5) Business & Management, (6) Leadership, 52
- 53. The Engineer of 2020 (7) High ethical standards, (8) Professionalism, (9) Dynamism, (10) Agility, resilience, and flexibility, (11) Life-long learning 53
- 54. The Engineer of 2020 • May be reground into 4 major categories: (1) Leadership (high ethical standards, professionalism, communication) (2) Technical capabilities (strong analytical skills, practical ingenuity, creativity) (3) Business and Management (4) Drive to excel (dynamism, agility, flexibility, life-long learning) • Indeed, these are the same attributes emphasized here 54