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引言 大型组织是由个人监管的，这个人需具备基本的专业知识和特点，让他们与企业和跟公司相关的个人紧密相连。管理者应该满足他们无数麻烦的要求；管理者扮演者各种角色，包括作为一个被控制的傀儡，这些角色包括主管，传播者，代表，实业家，中断处理程序员，资料分配员和调解员。管理者接受这些任务，并完成组织目标的调度、系统化、控制以及指导。(Bateman & Snell, 2004, p.21) 作为一个负责人或者说是一个领导人，他们经营着不同的业务。领导拥有着所需的人际交往能力，能安排一个人富有热情的去完成一个任务。领导是管理者这个职业的一个关键要素。领导人不需要成为一个管理者去指导员工，但管理者必须熟悉如何指导和控制员工。此外，领导人有能力去激励、鼓励、改变和说服他人的态度来完成公司的目标。(Paso, 2005, 2) 管理者有权利解雇不能完成目标的员工。由于员工害怕被谴责，所以主管有权利管理他们，而领导人却可以用另一种方式管理员工。 Introduction Large organizations are supervised by individuals who have the basic expertise and features which let them to bond with the business and the individuals concerned with the corporation. Managers ought to meet the countless hassles of performing their purposes; managers presume various roles which consist of being a figurehead, person in charge, link, supervisor, disseminator, representative, industrialist, interruption handler, the allocator of resources, and mediator. Managers lie down and accomplish the organizations objectives by scheduling, systematizing, controlling as well as directing. A manager is capable of assuming or assigning portions of influence to lead staff and attain targets (Bateman & Snell, 2004, p.21). Being a person in charge, or rather a leader is not the same as running a business. Leaders contain the interpersonal abilities required to manipulate others to accomplish an objective enthusiastically. Leading is a key element of a manager's profession. Leaders do not require being a supervisor to guide people, but managers are required to be familiar with how to direct as well as control. Leaders, moreover, have the capacity to motivate, encourage, transform attitudes and persuade others to accomplish the company's objectives (Paso, 2005, 2). Managers contain the capacity to fire workers if they do not achieve the requirements to be completed. The power given to the supervisor allows them to be in charge of a worker based on dread of reprimand, whereas a leader is able to manipulate a worker in other different ways. Denis declares that the major point connecting leading and managing is the thought that employees freely pursue leaders simply because they are willing to, not because they are obliged to (Denis, 1995). Managers and leaders contain the exceptional capacity to either motivate or restrain workers by managing diverse circumstances accordingly. Managers, who contain the talent to direct, are capable of motivating workers to achieve tasks exclusive of direct involvement by the manager. Workers that are motivated labor industriously, efficiently and competently since they are willing to. The customs in a business which has superior leaders is inspiring and gratifying to work in. businesses with managers that are not leaders are liable to fail since the workers are not content operating there (Akbar, 2009, 1). Important Characters of Managers that Lead As discussed by Akbar (2009), there are several important characters that are possessed by managers that can lead. The individual that you employ for the post has to be able of doing the work without requiring you to monitor her constantly. This person should be capable of understanding the fundamental objectives of the company and developing her personal approach for attaining those objectives. She must be dedicated to placing her all into the work daily without the secure control of a superior (Akbar, 2009, 2) Regardless what type of industry you are in, one can gain from having a manager who is outstanding in coping with clients or customers. Eventually this may perhaps not be a huge proportion of the manager's work given that the everyday errands of customer service will be the responsibility other workers. Nevertheless, when problems crop up with clientele, the supervisor is the one who has the ability to disperse the circumstances or to aggravate it. One must employ a manager who is capable of making even the most complicated clients contented so that one can maintain clients and the company can develop. One should employ a manager who is going to be somebody that you believe you have full confidence in. Certainly it's difficult to tell this during an interview although asking the correct questions can provide one with a general judgment of the person's essential truthfulness. By employing somebody that one supposes is honest, it decreases the strain of placing the expansion of one's company in management of another person. The supervisor must be somebody who is dedicated to working with a team of the workforce for the enhancement of the entire company. This implies that the supervisor is not in the company exclusively for the self-centered motives of “getting ahead”. Alternatively, he is concerned with the growth of the company since he is going to benefit from the growth and expansion of the company alongside other workers of the company. A supervisor is the go-between the bosses on the superior level and the workers in the subordinate level. Thus it is essential for the person in this position to be a team player (Akbar, 2009, 3). By being in the helm of people in different levels of employment makes the manager act as a link between people in the corporation. He will as well serve as the negotiator for disagreements involving subordinate workers. So as to be capable of doing this effectively, the manager that one chooses to employ must be capable of handling disputes in the work place. He should to be somebody who can identify problems as they appear and solve them immediately and at the same time, the manager must contain the ability to deal with immense disputes when they come up (Akbar, 2009, 4). The manager of a company must be somebody with the ability to answer the questions of the workers, clients as well as customers. This simply means that the manager should be aware of what he is talking about. Even though some companies offer training to their managers, the perfect individual for such a position should be someone who contains specialized skill or advanced acquaintance in that particular industry. Willingness for more training will thus be an added advantage Basically, a manager should be someone that one can depend on. A reliable manager is one that is committed to their work and can sacrifice their extra time for the sake of the company, even when it means working late. This person should be ready and willing to do anything for the company at all costs (Akbar, 2009, 5). The responsibility of a manager is a tough position to handle since there are numerous hustles involved in the day to day activities of the company. The manager should be capable of handling the different problems that arise in the course of these activities. A manager who remains calm and composed even in difficult times keeps the entire work place calm. This will in return lead to an increase in productivity and a better business environment, hence the growth of the business. Well, nobody wants a manager who is calm but indifferent. Everyone desires a manager that approaches each and every project optimistically. Such a manager is always hopeful and expresses sincere feelings towards their job. This assists in the maintenance of motivation in the entire company which leads to content workers, increased productivity rates, high income Above all those other factors to look for in a manager, one should be able to notice that the manager they wish to employ has exceptional leadership abilities. Such a manger should be confident in their capacity to guide a team, an excellent public spokesperson, one who can assign responsibilities suitably and one that others will feel contented taking guidelines from. With these qualities, one can be sure of having hired a manager that leads (Akbar, 2009, 6-7). Thus being a manager is a form of art. Regardless of the business environment, getting and maintaining a team of workers is one of the major challenges any professional manager will come across. Important Aspects of a Managers that Lead Any manager who does well knows that every constituent member of their group, despite of how they are generally considered possess some strengths that can be counted and leveraged on to perk up how a task turns out. After a manager works together with every member of the group, the manager is able to portray to the other workers that they too can count on each one of them in their respective groups. Among the most efficient ways to enhance the output of a team is to have each and every member of the group include their co-workers. Being Trustworthy Any manager or employee should understand the importance of being a hundred percent honest with their co-workers as well as their superiors. In a condition that an employee contemplates for some time that the opinions and facts that they share with their supervisor in privacy will be recurred to their colleagues; the affected employee might choose to be indistinct as well insincere or their manager. Such a situation might encourage an ambiance of mistrust. Any time managers makes it clear that they trustworthy, then they will have a personal experience and be conversant with what is around in their company or branch since their employees will feel certain that they can confide in their manager at any time (Mintzberg, 1973). Among the fastest methods of dragging the output of any group or team is when the manager or the supervisor in charge makes pessimistic remarks or imparts a negative attitude, or instills an attitude of negativity from the team that he administers. Enduring with a negative environment is an indication that a manager has no clue of what happens in the building as well as retaining a successful and powerful team. On a regular basis, a manager should demonstrate an optimistic attitude, which is transmittable on to the manager's workforce exhibiting a positive outlook as well. A team that works in an encouraging work atmosphere will tend to have more output by focusing on the task at hand, as an alternative of worrying about unhelpful issues that don't have anything to do with the job that needs to be completed (Waitley, 1995). Being Professional Several individuals present in the current place of work discredit the significance of being professional. Professionalism has an impact on several areas in the everyday workplace, right from punctuality to interpersonal relationships. Each and every manager who carries themselves with a professional appeal will have a higher chance of inculcating that similar value among the persons that they lead. Such an attribute goes a long way in ensuring that a team reveals traits such as having to care about the kind of work they do. In addition, an employee is able to trail on with the deadlines as well as commitments, being courteous to fellow employees and customers. When each and every member imitates this conduct, the working environment of the whole team will be both productive and professional (Akbar, 2009). Managers who lead through example are bound to have a cohesive team working beneath them. Furthermore, any manager that demonstrates similar traits that they insist of their juniors will yield far much better results from their respective teams. This is contrary to a manager that, justly or not, expects more from the team than he can deliver. Several managers who lead by example are bound to have teams that deliver maximally, while a manager with a team that delivers maximally is ought to be a successful manager. Most Managers who are successful can attribute such success to the guarantee of business services and products realized through communication with employees with respect to their worth and value. The act of Leading exclusive of domination is a management skill that requires years of practice in order to execute the trait. Apart from possessing strong negotiation skills as well as being assertive, a manager is a developed leader (Bateman & Snell, 2004). The Manager as a Leader A manager guides his group as he harmonizes activities with other leaders who are caught up in interrelated projects. The role of coordinating includes instituting priorities as well as directions for the team founded on how the other teams profits from the project. Because a manager is held responsible for the outcome of the business, he is supposed to supervise the growth of staff so as to provide education and response on both the performance of the employees and that of the business. A manager has no need to carry out every team meeting. As a matter of fact, it's an excellent idea to instill confidents to other members of the team by allowing them to facilitate at slightest some parts of team meetings. The Leader as Team Facilitator There exists an instance where a particular team might only want a manager who possesses more traits of a facilitator than those of a manager. Furthermore, even in the teams with no leader, a particular person is delegated to do this task, who in most case is a senior team member. This chosen individual plays the role of a catalyst who guides the team members in case of a meeting, maintaining notes, circulation of minutes, requesting items in the agenda, and normally making possible every aspect of a team that functions well. A team that chooses to remain leader-less may seek the services of a facilitator leader. The admonition is that this kind of leader has to be extremely excellent when it comes to encouraging compromise as well as making the team make positive progress. According to Bateman & Snell (2004), there are several important ideas governing how a manager can become efficient with no domination. A manager should have the ability control without directing. He should have the potential to make suggestions, summarize important point of view as well figure out consequences before they happen. A successful manager is the one who shares power with his juniors. Even though there are some assessments that are only in the dominion of the manager, when suitable, a manager is at ease in assigning responsibilities to the members of the team. The team values this, and the workers mature as a component of the job progression (Bateman & Snell). Conclusion In conclusion, one particular thing is evident. A manager who is domineering while issuing out instructions, making demands on performance as well as getting on the nerves of his team members, not only de-motivates the team but also de-moralizes it. Nevertheless, a manager who directs his team exclusive of domination improves the harmonious relationship and productivity of the team in the place of work. “Every leader can turn out to be a manger, but being a manager does not suffice for one to be a leader” (Akbar, 2009). Therefore, the manager any given work group may appear informally as the preference of the group. Provided that a manager has the ability to pressure people to realize the objective of the organization, exclusive of his or her official influence to do so, then in such a case the manager is said to demonstrate leadership skills (Akbar, 2009). |
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