Busm4176 Introduction To Management Answers Assessment Answer

Answer:

1. How does a manager effectively manage in organisations?

 Adfinder is known as an online marketing organisation that has employed more than 50 young staff members. The chief task of this company is to advertise in markets for various products like video streaming. I have been working in this company since many years and presently I am performing as the manager in this company (Phillips, Esterman and Kenny 2015). Based on my experience I can say that managers need appropriate management capacity to control the entire workforce for obtaining a successful workplace. Hence, to maintain an effective management, the company needs to follow some requirements like training, vision, engagement, efficiency, diversity and ethics within organisation.

Training:

Through giving proper training, a manager can intend to develop the performance of employees along with their morale and satisfaction related with task. Moreover, training can successfully address weakness of employees so that they can maintain their consistency.

In our company, we provide both formal and informal training to our employees so that they can work efficiently. Under formal training, we provide professional training for helping our employees to know their profession practically. For instance, preferences of customers change over time and employees need to understand (Pollack and Pollack 2015). This is essential for our marketing company. Technology training also has important significance as it can help new employees to become familiar with various technological aspects related to their jobs. As our company is based on online activities, this training is essential. Skills training, on the other side, improve proficiency skills of our employees to perform their respective jobs. With the help of this training, our employees can assess decisions of customers’ want (Rezvani et al. 2016). Soft skill training, in addition to this, helps an employee to improve personality along with communication, social graces and personal habits that can help those employees to establish good professional relationships with other employees, clients and customers. Our employees also receive informal training related to their job.

 Vision:

 Vision also helps me to manage my company in an effective way, as it can provide clear vision to our employees regarding the objectives and goals of our organisation. Without any proper vision, any company can become stagnant one. Therefore, I always focus to prepare a structured and well-organised business plan for communicating with all employees (Schlagwein and Hu 2017). After making a proper vision for our company, I can successfully prepare planning decisions for conducting the entire business activities successfully. The chief goal of our organisation is to enhance the number of clients for advertising their products in an efficient way. Company vision also motivates our employees to work in an organised way to obtain certain goals, as they become aware about this from the first day of work.

Engagement:

Engagement of employees acts as an engine in work, as this help employees to show their passion for their respective jobs. However, in this context, we should keep in mind that employee satisfaction and employee engagement do not have equal meaning. There are various through which a company can increase its engagement of employees and our organisation follows some of these as well. For instance, we provide the opportunity to our employees for sharing their ideas of employees with their team members. Through our talent development platform, we provide the opportunity to display and share their best tasks and this process in turn helps me, as a manager, to foster engagement of employees.

Efficiency:

Through efficient performance, employees can reduce their wasting time. Thus, in any organisation, efficiency implies a significant level of performance, where they can use least amount of inputs for obtaining higher amount of output. In our organisation, we also follow various process to develop efficiency of our employees, for instance, we reward employees, who work efficiently over the year. Moreover, we try to communicate effectively with our employees to understand their strengths and weaknesses of our employees. By eliminating their weakness and improving their strengths, we try to improve work efficiency of our employees.  

1. What can I do with an underperformed employee?

In my company, I have many underperformed employees, who cannot achieve their targets due to some reasons. My responsibility is to observe and understand about some factors that can motivate those workers. For me, a company can apply recognition, growth and fun to motivate their employees (Guillaume et al. 2017). According to a survey, 83% employees have said that recognition has encouraged them to sustain within the organisation while 76 % people have stated career growth is an important factor to influence workers. However, maximum people have stated that fun is the most important factor that has encouraged them. Through providing proper training, incentives and rewards, efficient manager can improve work performance of their employees.

1. What do I manage ethical dilemmas?

Ethical issues are important that I need to follow as a manager. Ethical dilemmas can arise due to cultural diversity in the form of racism and sexual harassment. For controlling this situation, I need to follow various factors that can influence ethical managerial behaviour. These factors are related to manager as a person, employing organisation and external environment. Manager is bounded with various social ethics related family, religion, personal standard and needs (Finnerty, Sterling, Coakley and Keane 2017). Moreover, for running an organiser, manager needs to follow policies, organisational culture and behaviour of supervisors. External environment deals with government regulations, society norms and ethical climate of industry that a manager needs to follow.

1. Do I follow management principles given by Henri Fayol?

Henri Fayol has given 14 management principles, which is shown in the following diagram:

However, I follow only three principles, which are, unity of direction, remuneration and initiative. Unity of direction leads all members of organisation to achieve a common goal with a clear vision. Remuneration is related with efficiency and further creates a healthy atmosphere as well as good relations of managers with their employees. Initiatives influences creativity of people and increases working capacity of them.

References:

Finnerty, N., Sterling, R., Coakley, D. and Keane, M.M., 2017. An energy management maturity model for multi-site industrial organisations with a global presence. Journal of Cleaner Production, 167, pp.1232-1250.

Guillaume, Y.R., Dawson, J.F., Otaye?Ebede, L., Woods, S.A. and West, M.A., 2017. Harnessing demographic differences in organizations: What moderates the effects of workplace diversity?. Journal of Organizational Behavior, 38(2), pp.276-303.

Phillips, C., Esterman, A. and Kenny, A., 2015. The theory of organisational socialisation and its potential for improving transition experiences for new graduate nurses. Nurse Education Today, 35(1), pp.118-124.

Pollack, J. and Pollack, R., 2015. Using Kotter’s eight stage process to manage an organisational change program: Presentation and practice. Systemic Practice and Action Research, 28(1), pp.51-66.

Rezvani, A., Chang, A., Wiewiora, A., Ashkanasy, N.M., Jordan, P.J. and Zolin, R., 2016. Manager emotional intelligence and project success: The mediating role of job satisfaction and trust. International Journal of Project Management, 34(7), pp.1112-1122.

Schlagwein, D. and Hu, M., 2017. How and why organisations use social media: five use types and their relation to absorptive capacity. Journal of Information Technology, 32(2), pp.194-209.