Management Notes PDF

What is Management? -​ Process of planning, organizing, leading, and controlling people in organization- effectively use resources to meet goals The Two Aspects of Management -​ People: The people with the responsibility and authority to determine the overall direction of the organ...

What is Management? -​ Process of planning, organizing, leading, and controlling people in organization- effectively use resources to meet goals The Two Aspects of Management -​ People: The people with the responsibility and authority to determine the overall direction of the organization -​ Process: Decide what goals should be and defines them for the organization Scientifical Management “Knowing exactly what you want your employees to do and seeing that they do it in the best and cheapest ways” 5 Functions of Management – activities of a Manager 1.​ Planning 2.​ Organising 3.​ Directing 4.​ Co-ordinating 5.​ Controlling Principles of Management Bureaucratic Approach “A system for controlling or managing a country, company, or organization, that is operated by a large number of officials employed to follow rules carefully.” Humanistic Approach Hor Thaughnn studies - focuses on people relations as highest impactor got employee productivity Managerial Thoughts Classical -​ A focus on developing universal principles for use in various management situations. Behavioural -​ A focus on human needs, the work group, and the role of social factors in the workplace. Quantitative/Systems -​ A focus on the use of mathematical techniques for management problem-solving. Modern Approach -​ A focus on total systems and contingency thinking, and an awareness of global developments in management. Types of Managers The Changing Roles of Management and Managers Organizational Behaviour -​ Organizational behaviour or organisational behaviour (see spelling differences) is the "study of human behavior in organizational settings, the interface between human behavior and the organization, and the organization itself” -​ Organizational behavioural research can be categorized in at least three ways: -​ individuals in organizations (micro-level) -​ work groups (meso-level) -​ how organizations behave (macro-level) Motivational theories vs Behavioural theories -​ Motivational theories and behaviour theories are two distinct areas within psychology that address different aspects of human actions. -​ Motivational Theories focus on the ‘why’ behind actions. They seek to understand what drives individuals to initiate, persist, and be committed to certain behaviours. These theories often consider internal factors such as needs, desires, and goals. -​ Behaviour Theories, are more concerned with the ‘how’ of actions. They look at the external factors that shape behaviour, often through learning and conditioning The Employment Process Orientation / Onboarding An orientation should include the following: -​ Introduction to the company -​ Review of important policies and practices -​ Review of benefits and services +Benefit plan enrolment -​ Completion of employment documents  -​ Review of employer expectations -​ Setting of employee expectations -​ Introduction to fellow workers, facilities, and the job The Appraisal / Performance Evaluation Every employee should know what is expected and how he or she is performing. -​ Critical-incident appraisal method -​ Performance appraisal forms. -​ Behavioraly anchored rating scale (BARS) Discipline -​ Written Warning -​ Suspension -​ Dismissal Performance Management Model -​ Performance Excellence - a key integrated management system (IMS). -​ Backbone of integrated management. -​ It creates and maintains cohesiveness in: -​ quality, -​ safety, -​ environment, -​ social and ethical responsibility. Why is it important? -​ Alignment to strategic goals through IMS -​ Drives continuous improvement -​ Enhance decision making environment -​ Measures compliance / risk management -​ Employee accountability and engagement -​ Transparency and reporting -​ Org resilience Performance Management Cycle 1.​ Planning -​ Set goals and define SMART (provide the direction and focus for your actions) metrics. Management by Objectives (MBO) -​ A process or system designed for supervisory managers in which a manager and his or her subordinate sit down and jointly set specific goals to be accomplished within a set time frame and for which the subordinate is then held directly responsible. Delegation  -​ The process of distributing and entrusting work to another person. In management or leadership within an organization, it involves a manager aiming to efficiently distribute work, decision-making, and responsibility to subordinate workers in an organization. 2.​ Monitoring -​ Track progress regularly and mitigate obstacles -​ KPIs provide the feedback and insight for your improvement -​ Track KPIs 3.​ Reviewing -​ Evaluate process and the final results -​ Set KPIs 4.​ Rewarding -​ Give recognition and reward good performance What’s the difference between SMART goals and KPI’s ? -​ Smart goals provide the direction and focus for your actions, while KPIs provide the feedback and insight for your improvement. KPI’s or Competencies -​ KPI’s are measurable indicators that help organizations evaluate their progress towards specific goals. -​ Competencies are a set of skills, knowledge, and behavior that enable an individual to perform a job or task effectively. What is feedback? A dialogue between colleagues about behaviours or performance that affects results, process, or professional relationships. -​ Comes in many ways -​ Regular and ongoing -​ Planned (KPIs) -​ It can be shared or received in all directions How do you give feedback? Micro-Yes: Ask the recipient a yes / no question that prepares them for the feedback. Describe: Name the specific, observable behavior (data point) State Impact: Explain the impact of behavior on you, the team, the company, the project, etc. Suggest / Request : Provide an alternative / solution to what is happening. Requests can e any of the following: -​ Stop or continue a behavior -​ Begin doing something -​ Understand the behavior and its impact. How do you receive feedback? Summarize: Share your understanding of the feedback Ask: Inquire about the feedback with clarifying questions, consider repeating back the feedback to demonstrate your understanding Respond: Engage with the suggestion / request. Possible responses include: -​ Expressing understanding -​ Accepting and explaining why -​ Declining and explaining why -​ Making a counter offer or amendment