principle and management

advantage of management by objective

1 . Since Management by objectives (MBO) is a result-oriented process and focuses on setting and controlling goals, if encourages managers to do detailed planning. 2. Both the manager and the subordinates know what is expected of them and hence there is no role ambiguity or confusion. 3. The managers are required to establish measurable targets and standards of performance and priorities for these targets. In addition, the responsibilities and authority of the personnel is clearly established. 4. It makes individuals more aware of the company goals. Most often the subordinates are concerned with their own objectives and the environment surrounding them. But with MBO, the subordinates feel proud of being involved in the organizational goals. This improves their morale and commitment. 5. Management by objectives (MBO) often highlights the area in which the employees need further training, leading to career development. 6. The system of periodic evaluation lets the subordinates know how well they are doing. Since MBO puts strong emphasis on quantifiable objectives,the measurement and appraisal can be more objective, specific and equitable. 7. It improves communication between management and subordinates.

Disadvantage of Adair's action centred model

Conflicts within the three elements of circles. For example, pressure on time and resources often increases pressure on a group to concentrate on the task, to the possible detriment of the people involved (Learn to be a leader 2009). It is part of an integrated approach which does not stands alone.

Advantages or SELLS continnum leadership

Like the leader 'tells' approach, the leader 'sells' approach is still fast, allows the leader to have full control, and ensures the decision making process goes ahead without any political infighting. The decision may be more readily accepted by the group if the leader explains the decision and sells its benefits.

Disadvantages of CONSULTS continnum leadership

Team members are not consulted during the processes of identifying a problem and brainstorming solutions. Team members still have limited control over what happens and remain peripheral to the decision making process.

Advantages of SUGGESTS continnum leadership

Team members can get clarification and explanations from the manager on points they are confused about. The manager may be asked questions that will prod at the weaknesses of their decision which may help them think through the issue in more depth.

Influence of business culture on management. Practices

The business culture influences management practices, for example, the way managers communicate, behave and value their employees and customers.

Disadvantages of JOINS continnum leadership

The decision making process may be slow because time is required to get all team members together and to put their minds together over a brainstorming session.

Disadvantages of DELEGATE continnum leadership

While the leader must take ultimate responsibility, they do not have ultimate control. The leader needs to have very high confidence in their group. This may be a very time consuming process, especially if team members cannot agree on things.

Ethos

the set of moral beliefs, attitudes, habits, etc., that are characteristic of a person or group: Violence is part of their ethos.

Transformational and transactional

• Transformational and transactional. Transactional leaders focuses on the role of supervision, organisation, and group performance. They are concerned about the status quo and day-to-day progress toward goals. Transformational leaders work to enhance the motivation and engagement of followers by directing their behaviour toward a shared vision

Disadvantages of sells continnum leadership

Group members still have no agency, leading to potential discontent among group members who simply feel like a cog in the machine. The leader doesn't give the group an opportunity to highlight challenging issues that they may not have considered themselves in the closed-door decision making process.

Management skills

Technical Skills Technical skills involve skills that give the managers the ability and the knowledge to use a variety of techniques to achieve their objectives. These skills not only involve operating machines and software, production tools, and pieces of equipment but also the skills needed to boost sales, design different types of products and services, and market the services and the products. 2. Conceptual Skills These involve the skills managers present in terms of the knowledge and ability for abstract thinking and formulating ideas. The manager is able to see an entire concept, analyze and diagnose a problem, and find creative solutions. This helps the manager to effectively predict hurdles their department or the business as a whole may face. 3. Human or Interpersonal Skills The human or the interpersonal skills are the skills that present the managers' ability to interact, work or relate effectively with people. These skills enable the managers to make use of human potential in the company and motivate the employees for better results. Types of Management Skills (diagram) Examples of Management Skills There is a wide range of skills that management should possess to run an organization effectively and efficiently. The following are six essential management skills that any manager ought to possess for them to perform their duties: 1. Planning Planning is a vital aspect within an organization. It refers to one's ability to organize activities in line with set guidelines while still remaining within the limits of the available resources such as time, money, and labor. It is also the process of formulating a set of actions or one or more strategies to pursue and achieve certain goals or objectives with the available resources. The planning process includes identifying and setting achieva

Hersey Blanchard model

The Hersey-Blanchard Model suggests no single leadership style is better than another. Instead of focusing on workplace factors, the model suggests leaders adjust their styles to those they lead and their abilities. Under the model, successful leadership is both task-relevant and relationship-relevant. It is an adaptive, flexible style, whereby leaders are encouraged to consider their followers—individuals or a team—then consider the factors that impact the work environment before choosing how they will lead. This ensures they will meet their goals. he Hersey-Blanchard Model is also referred to as the Situational Leadership Model or Theory. KEY TAKEAWAYS The Hersey-Blanchard Model suggests no leadership style is better than another. The model suggests managers adapt their leadership style to tasks and relationships in the workplace. The model's leadership styles are related directly to the different maturity categories of followers or employees. Understanding the Hersey-Blanchard Model The Hersey-Blanchard Model, or situational leadership style, was developed by author Paul Hersey and leadership expert Ken Blanchard, author of The One Minute Manager. The model is not a static leadership style. Instead, it is flexible, wherein the manager adapts their management style to various factors in the workplace, including their relationship with employees. That means managers who live by the model must choose the leadership style as it relates to the maturity of followers. For example, if follower maturity is high, the model suggests the leader provide minimal guidance. By contrast, if follower maturity is low, the manager may need to provide explicit directions and supervise work closely in order to ensure the group has clarity on their goals and how they are expected to achieve them. The maturity level of followers is

Disadvantages of TELLS continnum leadership behaviour

The cons of this approach include: The leader does not maximize the knowledge and talents of the people in the team. There is a good chance that the leader will miss points that would be picked up by other team members.

Advantages of Adair's action centred model

The model is simple to use and easy understandable. It adapts extremely well for the demands of modern business management.

Policies and procedure

Business culture influences policies and procedures. Although these are built around a framework of legislation and regulations, how they are interpreted represents the culture of the business. For example, consider the notices you might have observed when visiting a hospital or a doctor's surgery around zero tolerance of aggressive behaviour towards staff. Messages conveyed represent the culture of the organisation and influence how its employees are likely to behave.

advantages of contingency approach

Contingency approach is dynamic in nature. So, it changes according to the situations. it allows managers to change the policies according to the situation. Contingency approach helps the manager to enhance their leadership and decision-making skills. Contingency approach provides options to the employees, that helps them to grow and share their ideas to the business. It helps to design the organizational structure and plan the information decision systems.

Functional and action centred management

According to actions centred management, there are three elements to all leadership situations. They are:1.The achievement of a goal or task2.The group of people performing the task3.Each individual member of the group involved in the task This approach, "Action-Centred Leadership", is centred on the actions of the leader. The leader has to balance the needs from each of the three elements. The effective leader is the one who keeps all three in balance.

Advantages of functional management

Advantage: Specialization The most obvious advantage of a functional organization is that grouping employees by specialization ensures a dependable level of departmental competence. This is particularly so for large organizations that have several functional levels within a department - a particular tech group that follows up on tech issues not resolved by the primary telephone tech support group, for example. Membership in this group could require a bachelor's degree in computer science, a manager's recommendation and a minimum number of years of field experience. This ensures that support issues moved up to the follow-up group are handled by fully qualified personnel, which increases customer satisfaction and retention. Advantage: Operational Speed A related benefit of this kind of organizational specialization is operational speed. By and large, a senior tech is going to handle a support problem faster than someone with less experience. There're probably going to train new staff members faster, too. Advantage: Operational Clarity Segregating the workforce according to function clarifies organizational responsibility and allocation of tasks. This tends to eliminate duplication of assignments that waste time and effort and makes it easier for management to direct work to appropriate employees.

Advantages of delegating

Best Use of Human Resource -Proper delegation means effective use of work force. Task assigned keeping in mind the skills of an employee often gives good results. More Time - Effective Delegating Skills work gives managers extra time to do other work that are of more critical nature. Speeds up Decision Making - Empowering subordinates to take decisions in their area of expertise speeds up the work process as they don't have to seek approval at every step. Builds Team Spirit - Working together generates team spirit, develops team involvement and understanding of the business. Improves Interpersonal and Intrapersonal Communication - Employees through daily interaction get opportunities to learn from each other and reflect on their own work. Inflow of New and Innovative Ideas - Different ideas and perspectives inspire people to see things from a different angle, motivate them to explore other areas of development and keep them engaged. Helps Build Bench Strength - The work environment trains and prepares the employees to face adverse situations so that the work does not get hindered under any circumstances.

Advantages of TELLS continnum leadership behaviour

Decisions can be made rapidly which may keep the team agile and very quick to respond to challenges. There is no doubting where fault lies of poor decisions. The leader does not have to deal with internal politics or disputes at the decision-making stage.

advantages of organising

Efficiency The greatest advantage of organizing information within a company is the efficiency of the resources. An organized professional will spend less time correcting mistakes, searching for information and fixing any clutter. The time saved means more time for doing productive things and more resources for other projects, therefore more money. Apart from the positive impact on time management, organizing information will make it more comfortable for employees to share any information with each other, thus working better as a team. Tracking progress Of the company. Progressing is the aim of every business, but how can you measure it? Having a clear overview of the company's projects, activities and resources help management while decision-making. Compiling and recording the data of your company's incomes and expenditures will help timely identify bottlenecks and support the decision to redirect resources and energy to more profitable elements. Of the projects. Organizing information also makes it easier for every employee to have access to relevant information, to have a snapshot of all ongoing projects, so the inter-teams communication is more effective and to be on the same page with their teammates. Better management skills For any business, organizing information is all about keeping things in proper order such that the path from inquiry to result is clear and time-efficient. Information, in the business' world, comes from various sources and takes lots of forms: employee records, news, internal meetings minutes or political context. A company's information portfolio is the key action influencer in any matter concerning the company, so understanding the data and filtering the noise is essential to management. Daniel Keys Moran said that "You can have data without information, but you cannot have information

Advantages of monitoring

Identifying errors during the process: Monitoring should be done to know what is not working properly in an organization. There are times when a small error in the work or in the process eats up a lot of time when rectification is made. Simple monitoring of work here could change a lot of things. lt enables the organization to make necessary amendments in time without having to lose on work. This when done in the right manner is appreciated by employees. It so happens that employees in the situation of different type of work and extra handling find it difficult to monitor their work, they really appreciate when such mistakes are pointed out in the right manner. It benefits employees improve their work efficiency and they grow with their work. The other benefit is to the organization which realizes the small inefficiencies and do not have to bear losses when they become huge. 2. Identifying the strength of the workforce: Most of the time it is seen in every organization that most of the employees feels thankless for their work. This situation arises as the projects are a combined effort and any employee which has gone over and above his call of duty is not getting appreciated. Monitoring enables organizations to find these gems within the organization and appreciate and duly compensate them for their efforts. In this case, when monitoring is used for identifying performer, the problem and negative image of the monitoring system is washed off. The trust issue which is generally seen as the reason for monitoring is completely ruled out. 3. Ensuring safety: Safety instructions and similar policies in any organization is designed by all organizations to make sure that everyone in the workplace is secure. There are times when employees in ignorance or just to save time skip out on following any one of them. This can

Disadvantages of vision

If your vision statement is too long, forgettable, lacks emotion, doesn't resonate, is confused with your mission and goals, or doesn't exist, your missing out on one of the best communication tools for creating a positive culture and brand loyalty. Your Employees: will not easily be able to tie their work into the company's future, because that future is undefined. will not have a unifying focus as an organization, but rather only as individuals, in their silos or in business units. will not be as inspired in their work, possibly leading to lack of initiative beyond their "job description". will see a lack of vision as a lack of leadership for the organization. Your Customers will not be able to distinguish you from your competitors. will not feel a sense of loyalty or identity with your organization. will focus more on price as a brand differentiator. "People don't buy what you do. They buy why you do it." - Simon Sinek How have vision statements played a role in your organizations, either with you or with the general culture? Do you have any favourites you'd like to share? Please do below.

Disadvantage of delegating

Lack of Knowledge of Employees Skills -Wrong delegation of task can prove fatal for a project and business. Lack of Trust - Many managers either lack trust or do not want to trust their subordinates. They try to do everything themselves due to which their work pressure never gets eased out. Lack of Interest - Managers who keep the interesting work to themselves and assign routine and monotonous to others give rise of discontentment and disengagement. Lack of Credit - When multiple people work on a single project the credit of the work often gets distributed. The true contribution of each person is at times not recognized. Lack of Authority - It is also important to delegate sufficient authority along with responsibility. Only then can employees work their full potential.

Transformational Leadership

Leadership expert James McGregor Burns introduced the concept of transformational leadership in his 1978 book, "Leadership." He defined transformational leadership as a process where "leaders and their followers raise one another to higher levels of morality and motivation." Bernard M. Bass later developed the concept of transformational leadership further. According his 1985 book, "Leadership and Performance Beyond Expectations," this kind of leader: Is a model of integrity and fairness. Sets clear goals. Has high expectations. Encourages others. Provides support and recognition. Stirs the emotions of people. Gets people to look beyond their self-interest. Inspires people to reach for the improbable. More than 25 years after Bass' book, transformational leadership is often argued to be one of the most important ideas in business leadership.

How to inspire

Sollving, Not Just Selling Stop selling your employees about why they need to perform better. Explain why their contributions help solve problems and contribute to the company's advancement. Employees are more inclined to step up their game when they know their work can add-value to the healthier whole. For example, I would always show my team the outcome of their collected efforts. We would go to the manufacturing plant and watch a new product on the production line or to the stores to see new label designs on the shelves. Inspire performance by connecting the dots of your employees' efforts. It's not only about what you are trying to sell, but also what the team is able to solve along the way. 2. Purpose, Not Just Profit Employees are inspired by knowing that their hard work makes a difference beyond profitability. Employees want leaders who see beyond the obvious and look to create wider reaching impact that extends into the community and influences social causes. Look what IKEA did in 1995, after they discovered that some of the factories that manufactured and sold carpets to IKEA were exploiting child labor. Founder Ingvar Kamprad and his IKEA executives immediately took action, addressing the problem from within and taking all steps necessary to ensure that an IKEA product never again would be created by manufacturers that exploited children. IKEA then solidified its commitment to eradicate the problem at its root. The company partnered with UNICEF to create a program to help prevent child labor by changing the conditions that lead to child labor in the first place, namely: poverty, hunger, and illiteracy. Today, this same program serves more than five hundred villages in India's Carpet Belt, an area with a population in excess of 1.3 million. 3. Know the Ingredients, Not Just the Recipe The secret reci

Envision

Talk to yourself Before children even have the faculties to talk to others, they talk to themselves. In their private dialogue, they make sense of the world, and form thoughts for themselves. When they have developed speech, that's when they can fully direct their thoughts outwards - with their parents, family members, themselves, friends, or even with imaginary friends. It has been found to be beneficial for adults to talk to themselves, and it serves many purposes. Private speech (that is, talking to yourself) is used to give oneself an internal pep-talk, to analyze past events, to weigh both sides of a decision, to release pent-up stress or aggression, to rehearse important conversations, to practice important speeches and presentations, and to fantasize about the great, and promising future. Forms of aspirational private speech can include literally planning out an acceptance speech for a big award, imagining the big presentation that'll net you a promotion, rehearsing a conversation with your biggest role model, and anticipating questions that the media might ask about the release of your magnum opus. By letting yourself get carried away talking to yourself, you're pepping yourself up, getting motivated, and seeing yourself through a very logistical (and therefore, less overwhelming) aspect of your future success. If you are engaging in negative self-talk in your head, you may even need to say, "shut-up," out loud to stop your own negative narrative running through your thoughts. Imagine your goals from your personal perspective For some people, imagining future success is easy. It's something to occupy your mind on the daily commute, in the shower, before falling asleep, procrastinating from work, and otherwise killing time. It's like shooting a movie in your head, only less expensive. But in the movie of your

Advantages of joins continnum leadership

The leader can be presented possible solutions that they would not have come up with themselves, leading to better outcomes. The team may feel appreciated given that they have the opportunity to contribute to the decision making process.

Advantages of CONSULTS continnum leadership

The leader gives some respect to the team by asking them for their input rather than only approaching them once a decision has been made. The leader still has the capacity to micromanage the situation, giving them full control over the situation.

Concept of leadership continnum for management behaviour

The leadership continuum was originally written in 1958 by Tannenbaum and Schmidt and was later updated in the year 1973. Their work suggests a continuum of possible leadership behaviour available to a manager and along which many leadership styles may be placed. The continuum presents a range of action related to the degree of authority used by the manager and to the area of freedom available to non-managers in arriving at decisions. A broad range of leadership styles have been depicted on the continuum between two extremes of autocratic and free rein

Disadvantages of abdicate continnum leadership

The team leader has little control over what happens which may be a risk to them, their ability to meet key performance indicators, or even to their job security. Team members do not have anyone to turn to when dispute resolution is required.

Disadvantages of SIGGESTS continnum leadership

The team members are not consulted before the decision is made, meaning some problems may be baked into the decision that was made. Team members may find it to be an inauthentic way of trying to help them, as they still lack agency to effect

Advantages of delegates continnum leadership

The team members feel like they have genuine influence throughout the decision-making process and can influence their working environment significantly. All members of the team have the opportunity to have their ideas presented. The team can prevent the boss from making bad choices.

Disadvantage of transformational

There is often too much focus on the bigger picture Often, transformational leaders tend to overlook details, preferring instead to focus on the bigger picture. There can also be a tendency to avoid administrative work, meaning that certain protocols or processes can be missed (such as saving receipts from purchases for accounting purposes). Therefore, this type of leadership requires high levels of support from more organised and detail-oriented team members in order to maintain a transactional focus. It Can be Risky and Disruptive Transformational leaders use their charisma to serve as role models for their employees and the organisation at large. They utilise their energy to demonstrate how to achieve goals and accomplish tasks, and they aren't afraid to take risks. However, if you go too far with your risk-taking, then your actions can become detrimental to the team and the organisation. Frequent change can also become disruptive and is, therefore, more likely to produce adverse outcomes if it happens regularly. It Puts Increased Pressure on Team Members One advantage of transactional leadership is that it places all semblance of pressure and accountability on the leader. Transformational leadership, however, distributes accountability across the group. While this gives staff autonomy over their roles and responsibilities, some individuals might find this working style too taxing, leaving them feeling overwhelmed or even in some cases, exploited. It Can Lead to Employee Burnout In a similar vein to the above point, too much weight on your employees' shoulders can cause long-term personnel issues. If high levels of sustained productivity are needed to achieve a particular vision, or there are ambitious deadlines in place, then this can quickly lead to employee burnout. Continual Communication is Needed A tr

Advantages of transactional leadership

. It can effectively motivate team members to maximize productivity. People stay employed because there is a reward in doing so that they find to be valuable. Workers might be passionate about what it is they do. They might enjoy working for a company that can positively influence the lives of others. Even something as simple as earning a paycheck to support their family can be a primary motivator. Transactional leadership structures specific rewards for success that have clearly defined parameters. Workers know when they'll reach that reward and what they'll receive when they do. Simultaneously, workers also know that their team leaders are supervising them to ensure outcomes, good or bad, are distributed. 2. It creates achievable goals for individuals at all levels. Within a creative or innovative environment, it can be difficult to create achievable goals. A goal can only become achievable when there is a defined ending point. Transactional leadership creates these end points as part of their overall organizational structure. That means workers can grow in confidence as they progress toward goals because every step they need to take is outlined for them. That is why transactional leadership struggles in creative environments. There is no wiggle room. Workers either follow the mandated instructions or they do not. People are expected to follow the rules at all times. 3. It eliminates confusion within the chain of command. A transactional leadership style creates a clear chain of command that is easily recognized by the entire team. Structures within a team are implemented with precision. Everyone knows, before they start working, what will be expected of them. They also know where they fit into the organization chart or command structure, which allows them to access the proper channels should a problem

Disadvantage of planning

1. Accuracy of facts and information about the future is one of the limitations of planning. According to Terry, "no manager can predict completely and accurately the events of the future". Managerial planning can be made accurately only if the events in future are predicted accurately. Often adequate facts may not be available. 2. Time, money and effort are required in the collection and analysis of data and in the formulation and revision of plans. It is a time consuming process. It is an expensive process. Planning is useful only when the expected gains from it exceed its costs. Often it is remarked that the cost of planning is in excess of its actual contribution. 3. Planning takes time i.e., adequate time. Sometimes, it may cause delay in taking decisions. A manager may be bogged down by procedures, rules, etc., when quick decision is essential. 4. Planning may create a false opinion that all problems will be solved if the plans are implemented. In practice, management has to revise the plans continuously and check on their execution. 5. Another major limitation of planning is that there are various alternatives to combat certain problems. Every alternative has its own merits and limitations. Every alternative presents different results also. In this way, diversity of alternatives cause many difficulties in the way of formulating planning. 6. The effectiveness of planning may be greatly influenced by external forces, the controllability of which is not in the hands of planners. Government control, natural calamities, etc., may create hurdles in the implementation of managerial plans. 7 It makes the entire organizational set up extremely rigid. 8 It leads to probable results and not assured goals. 9. Machinery of planning cannot be free from bias. Forecasting methods, statistical data supplied,

Advantages of control

1. Control improves Goodwill Quality control improves the quality of the products. Cost control decreases the cost of the products. Therefore, the organisation can supply good quality products at lower prices. This increases the goodwill of the organisation. Advantages of Controlling Image Credits © Gaelsapori - Advantages of Controlling. square2. Control minimises Wastage Control helps to reduce the wastage of human, material and financial resources. This increases the profits of the organisation. square3. Control ensures optimum utilisation of resources Control helps the organisation to make optimum utilisation of the available resources. This also increases the profit of the organisation. square4. Control helps to fix responsibility Control helps to fix responsibility of a particular job on a particular person or a particular department. So, if there are any mistakes then a particular person or a particular department will be held responsible for it. square5. Control guides operations Control fixes certain standards. All the work has to be done according to these standards. So control, acts like a traffic signal. It guides all the operations of the organisation in the right direction. square6. Control motivates employees In control, the employees' performances are evaluated regularly. Those who show good performances are rewarded by giving them promotions, cash prizes, etc. This motivates the employees to work hard, and it also improves their morale. square7. Control minimises deviations Control minimises the deviations between a planned performance and actual performance. square8. Control facilitates Delegation Control helps the superiors to evaluate the work of their subordinates. So, the superior can concentrate on the very important work, and they can delegate the less important work to their su

Advantages of coordinating

1. Higher Efficiency and Economy: Coordination helps to improve the efficiency of operations by avoiding overlapping efforts and duplication of work. Integration and balancing of individual efforts provide a smooth and harmonious team work. Coordination is a creative force which makes possible a total result which is greater than the sum of individual achievements. This is the synergetic effect coordination. Coordination enables an organisation to rake optimum use of its resources. The success of organized Endeavour depends upon the quality of coordination. In fact, coordination is the first principle of organisation as it expresses the principle of organisation in to. The quality of coordination is the crucial factor in the survival of an organisation. 2. Good Human Relations: Besides promoting the efficiency of operations, coordination improves the morale and job satisfaction of employees. Composite and orderly effort established through team spirit and executive leadership enables employees to derive a sense of security and personal contentment from their job. A well-coordinated organisation can attract, retain and utilize better personnel. Coordination improves human relations by reconciling individual and organizational objectives. 3. Unity of direction: ADVERTISEMENTS: Coordination helps to ensure unity of action in the face of disruptive forces. By welding together different departments and sections into one entity, coordination ensures the stability and growth of an organisation. It enables the executives to see the enterprise as a whole instead of narrow sectional goals. Individual interests are subordinated to the common interest more easily and effectively. 4. Quintessence of management: Coordination is an all inclusive concepts or the end result of the management process. Management is nothing m

disadvantages of management by objective

1. MBO can only succeed if it has the complete support of the top management. 2. Management by Objectives (MBO) may be resented by subordinates. They may be under pressure to get along with the management when setting goals and objectives and these goals may be set unrealistically high. This may lower their morale and they may become suspicious about the philosophy behind MBO. They may seriously believe that MBO is just another of the management's ploys to make the subordinates work harder and become more dedicated and involved. The emphasis in the MBO system is on quantifying the goals and objectives. It does not leave any ground for subjective goals. Some areas are difficult to quantify and even more difficult to evaluate. 3. There is considerable paperwork involved and it takes too much of the manager's time. Too many meetings and too many reports add to the manager's responsibility and burden. Some managers may resist the program because of this increased paperwork. 4. The emphasis is more on short-term goals. Since the goals are mostly quantitative in nature, it is difficult to do long-range planning because all the variables affecting the process of planning cannot be accurately forecast due to the constantly changing socio-economic and technological environment which affect the stability of goals. 5. Most managers may not be sufficiently skilled in interpersonal interaction such as coaching and counseling, which is extensively required. 6. The integration of MBO system with other systems such as forecasting and budgeting etc., is very poor. This makes the overall functioning of all systems mare difficult.

Advantages of coordinating

Advantages of Coordination in Management Informal and good relations: being a communication system at the same level, it facilitates the exchange of ideas, knowledge and thoughts between the different departments. Being colleagues with the same level of hierarchy within the organization, the relationship that is maintained during communication is informal and almost always cordial. Coordination of activities: To achieve the best results in an organization, inter-departmental communication systems must be developed to coordinate activities, and the best type of communication to facilitate this communication is communication. Departmental communication: Derived from the previous one, communication is also the main type of communication to achieve good communication within a department. End of misunderstandings: There is less chance of misunderstandings in communication between employees. Therefore it is useful to manage the improvement of mutual understanding and good decision making. Mitigate the bureaucracy: communication prevents the bureaucracy from increasing what helps to create good relationships. Dynamizes work: If communication is established in an organization, the dynamism among the workers will increase. Group activities: with this communication system the departments know each other well and can exchange ideas and create working groups and management that improve productivity. Rapid communication and problem-solving : communication allows the rapid transmission of messages and the resolution of complex problems within an organization. Linkage with different areas of knowledge: The exchange of information between employees of the same level allows to easily discover different areas of knowledge. The distortion of messages is avoided : the communication carried out between employees of the same level gets tha

How to energise

Ask your employees want they want This might seem obvious but in our 'Why your workforce isn't working' research report, almost half (47%) of respondents said that they have never been asked by their employer how they can improve their working experience. And before you say, 'annual survey', respondents were pretty scathing of the annual employee survey - with 20% saying it was of no benefit to them and neither was it seen as a catalyst for change in the business. So, banish the January Blues by improving communication and feedback between the workforce and management team, and let the employees voice their needs and preferences. Quick fix: Encourage team leaders and managers to speak with their teams during the first week back and get them to ask their staff what would motivate them or help them feel more engaged? An employee might want more training, to refocus role tasks or goals, or to be involved in a different project. Break up work into bite-size chunks The back-to-work-blues are likely to increase procrastination for employees, particularly those prone to a lack of focus at the best of times, so encourage managers to help employees set attainable goals for the New Year. Have them break up larger tasks into smaller, more achievable goals. Quick fix: Get employees working on several smaller tasks rather than one large project. It will be much less daunting and will allow employees to cross off more on their to-do lists, which will boost productivity and increase motivation. Give recognition and rewards Employees like to know that their work is making a difference and that managers value their contributions. If your employees know they are appreciated, they are more likely to be committed to the company's goals and be more productive. Find a way to acknowledge and give recognition to employees early in the

Disadvantage of mission statement t

Can On Its Own Be Ambiguous And Worthless: the major disadvantage of a mission statement is that the chances of its design and implementation being wrong are very high. A mission statement can easily be vague, empty and at best confusing. Care must be taken to avoid this costly mistake. Focused More On Short Term Issues And Internal In Nature: unlike a strategically set objective mission statements are known for being notoriously internal in nature and this in many cases makes it short term in nature as the problem that the founders of a company saw when establishing a company might disappear in the nearest future. Take camera film making companies as example, no one need to buy films anymore as digital cameras are the in thing. When written by a professional, a mission statement can be a very important strategic business analysis tool. Can Sometimes Lead To Conflicts And Inconsistencies: again, when not properly developed, one part of a mission statement can contradict the other and eventually lead to conflicts and inconsistencies. Wastes Management's Time and Resources: just like everything that involves planning; a mission statement takes time to draw up and will be utter waste of time and resources if the ultimate reason of developing the statement is not achieved. Can Be Unrealistic In Reality: adrenalines are usually high when we are fantasising in our dream world of perfection. Things are not as straightforward in reality as they are on paper. A fundamental weakness of mission statements is that they in most cases turn out to be unrealistic and over optimistic by the time things starts to unfold.

Disadvantage of business values

Company values put pressure on leaders. From the moment that values are created it is incumbent on the leaders in that organisation to live and breathe them. If they don't they lose personal credibility. Ultimately I think this is a good thing of course but it is important that leaders approach the process with their eyes open. Values must be integrated into every part and process of the organisation. It is not enough to talk about them or even just to behave in line with them. The business processes must be reflective of the values. If not the values will wane. You must be prepared to lose technically good people if they aren't willing to behave in a values led way. While people must be supported to change and given the appropriate development ultimately they must be right culturally. Non-values led behaviour is as much a performance issue as not delivering on their objectives. Values done badly are worst then no values at all If you are planning on coming up with a list of words that represent what you want your company values to be, my advice would be don't bother. Values done badly are worst then no values at all. For values to have even a fighting chance of being lived and breathed in the organisation they must be a representation of the most commonly shared values of the people in the business. At a minimum they must represent the most commonly shared values of the people that lead the business. I have recently worked with two vibrant and fast growing global businesses to help define their values. In both cases I tested their commitment to doing what is needed to bring them alive. In both cases there was a degree of surprise at what is required to really make the values stick. As you reflect on these pros and cons what are your thoughts about your organisation's values? How much do they provide a cultural c

A chive success

Connect employee goals to larger company goals For goals to be meaningful and effective in motivating employees, they must be tied to larger organizational ambitions. Employees who don't understand the roles they play in company success are more likely to become disengaged. "Achieving goals is often about making tradeoffs when things don't go as planned. [Employees] need to understand the bigger picture to make those tradeoffs when things go wrong," says Hill. No matter what level the employee is at, he should be able to articulate exactly how his efforts feed into the broader company strategy. Make sure goals are attainable but challenging Since employees are ultimately responsible for reaching their goals, they need to have a strong voice in setting them. Ask your employee to draft goals that directly contribute to the organization's mission. Once she's suggested initial goals, discuss whether her targets are both realistic and challenging enough. "Stretch targets emerge as a process of negotiation between the employee and the manager," says Srikant M. Datar, the Arthur Lowes Dickinson Professor of Accounting at Harvard University and contributor to the Goal Setting module of Harvard ManageMentor. Be careful though: your team members are likely to resent you if you insist on goals that are too challenging to accomplish. At the same time, you don't want to aim too low, either. If you are overly cautious, you will miss opportunities and settle for mediocrity. "When done well, stretch goals create a lot of energy and momentum in an organization," says Datar. But, when done badly, they "do not achieve the goal of motivating employees and helping them achieve better performance as they were designed to do," he adds. Even worse, poorly set goals can be destructive to employees' morale and productivity, and to the organiz

disadvantages of contingency approach

Contingency approach has a complex approach. The suggestion of the approach is very simple but when it comes to practical it becomes more complex. Contingency approach is basically reactive in nature. Sometimes the handling the situations become hard for the manager. Contingency approach suffers from inadequately of literature. It is not sufficient to say that 'a managerial action depends on the situation.

Business culture

Corporate culture refers to the beliefs and behaviors that determine how a company's employees and management interact and handle outside business transactions. Often, corporate culture is implied, not expressly defined, and develops organically over time from the cumulative traits of the people the company hires. A company's culture will be reflected in its dress code, business hours, office setup, employee benefits, turnover, hiring decisions, treatment of clients, client satisfaction, and every other aspect of operations. 1:17 Corporate Culture KEY TAKEAWAYS Corporate culture refers to the beliefs and behaviors that determine how a company's employees and management interact. Corporate culture is also influenced by national cultures and traditions, economic trends, international trade, company size, and products. Corporate cultures, whether shaped intentionally or grown organically, reach to the core of a company's ideology and practice, and affect every aspect of a business. Understanding Corporate Culture Alphabet (GOOGL), the parent of Google, is well known for its employee-friendly corporate culture. It explicitly defines itself as unconventional and offers perks such as telecommuting, flextime, tuition reimbursement, free employee lunches, and on-site doctors. At its corporate headquarters in Mountain View, Calif., the company offers on-site services such as oil changes, car washes, massages, fitness classes, and a hair stylist. Its corporate culture helped it to consistently earn a high ranking on Fortune magazine's list of "100 Best Companies to Work

Business culture

Culture is the values, attitudes and beliefs of the people working in an organisation that control the way they interact with each other and with external stakeholders groups.

Disadvantages of Hersey Blanchard model

Difficult for Some Types of Managers Situational leadership as a model may not feel intuitive to task-oriented or heavily regimented managers. These individuals may struggle to remain flexible and adapt to situations that could benefit from more listening and less "telling." Rigidly insisting on a specific set of rules and procedures can be demoralizing to a workforce, and can dissuade employees from coming forward with important information about the company and their work. Con: Shifts Attention from Long-Term Goals Additionally, this type of flexible approach to management can create too much emphasis on immediate needs, and thus shift attention away from more long-term goals and objectives. If managers are primarily evaluating and responding to specific and immediate situations, they may find it harder to shift gears and think about future company plans and needs. Con: Maturity is Hard to Define Some critics of situational leadership point to the difficulty in defining and quantifying maturity. In the Hersey-Blanchard situational leadership model, maturity refers both to emotional maturity and job maturity which can sometimes result in a conflation between the two. In other words, a manager may assume an emotionally mature worker is likewise adept at taking responsibility for specific job duties, which may not be the case.

Disadvantage of control

Difficulty in Setting Qualitative Standards: It is important to note that the setting of standards is possible if the nature of the work is quantitative but in respect of work which is qualitative in nature, the setting of standard is rather difficult and, therefore, for their measurement the help of some indirect standards is taken. Limitations of controlling Image Courtesy : 2.bp.blogspot.com/-Jw04g8Yg3jU/Ta5LN45Gv3I/AAAAAAAAJks/2B003.jpg For example, the work of measuring the high morale of the employees is qualitative in nature. It cannot be measured in a direct manner. In order to measure it labour- turnover rate, absenteeism rate, dispute rate, etc. can be taken into consideration. If all these rates have a higher percentage, it can be said that the morale of the employees in the organisation is not high. It is thus clear that quantitative standards cannot be set for all the works and the qualitative standards are not absolutely true. (2) No Control over External Factors: ADVERTISEMENTS: It will not be true to say that a manager by completing the function of controlling will be able to establish complete discipline in the organisation. A manager can control internal factors (like manpower, material, machine, etc.) but it is impossible to control the external factors (like government policies, technical changes, competition, etc.) Therefore, a situation of absolute discipline cannot be established. (3) Resistance from Employees: The business environment undergoes a constant change. Latest techniques of controlling have to be used in order to face this change. However, the employees oppose these techniques. ADVERTISEMENTS: For example, if the hall where the employees work is equipped with CCTV (Close Circuit TV) in order to control their activities, they will definitely oppose this move. (4) Cost

Disadvantage of functional management

Disadvantage: Segregation Having departments populated by employees specializing in specific work areas means that teams become siloed. Employees in different teams do not get the opportunity to meet and share perspectives, which can be harmful for the progress of the business in the long run. Disadvantage: Weakening of Common Bonds Having a common organizational purpose improves employee morale and performance and is an important predictor of organizational success. When each group of specialists in a functional organization is relatively isolated, the common bond that emphasizes a single overarching organizational purpose is almost inevitably weaker than in an organization where different kinds of employees regularly interact. Disadvantage: Lack of Coordination In a perfect functional organization, each group's tasks would require no input from other functional groups, but this is often not the case. As communication becomes increasingly dominant in organizations, isolated groups may underperform or even fail because they have no institutionally recognized way of communicating needs and issues to other functional groups that might have helped. In some instances, managers of other functional groups may not respond helpfully or in a timely way because "it's not our problem." By the time the need for cooperation has been established, the moment when cooperation would have been most effective may already have passed. Disadvantage: Territorial Disputes A further disadvantage of a functional organization closely related to the failure of functional groups to cooperate with one another is the possibility of territorial disputes. These disputes may have to do with disagreements over goals, budgetary competition or any number of issues that stem from a clash of egos that occur when each department has its own separate fun

Disadvantage of monitoring

Expensive process: Monitoring the workplace is not an easy process, it is time consuming and costly. It can create unnecessary burden on the organization. The cost of installation and establishment of such monitoring system and process is not just a onetime cost. Continuous monitoring requires maintenance and processing cost that becomes difficult for organizations to bear. 2. Creates trust issues: When such monitoring systems become a part of any organization, they feel that the organization does not trust them. This is stressful for them and leads to many misleading conclusions. Whenever any organization is undergoing the decision of including monitoring process it should be shared with the employees. There should be reasons to such changes and genuine ones. Even when it means that it is regarding quality of work, it should be shared so that employees take their work seriously and it has a positive effect on the work delivered. 3. Stressful atmosphere: There are times when employees get frustrated being under surveillance all the time. They worry a lot of making mistakes and most of the time work under pressure. This kind of working atmosphere leads to reduction in productivity and employees do not feel secure about their jobs. The easy way to deal with this is to ensure employees that monitoring would not harm them in any negative way. 4. Kills creativity: It is seen that all organization has motivated employees who have better suggestions that can be used to make any organization work efficiently. These kind of new ideas and creativity is also hampered when employees are continuously under surveillance. This leads to loss of great opportunities which could have a result of a good brain storming session. The next step to monitor is to evaluate the employee's performance as this monitoring provides a lot of

Transformational Leadership

How to Become a Transformational Leader We've distilled Bass' ideas into a process that you can use to become a transformational leader. This involves you: Creating an inspiring vision of the future. Motivating people to buy into and deliver the vision. Managing delivery of the vision. Building ever-stronger, trust-based relationships with your people. Step 1: Create an Inspiring Vision People need a compelling reason to follow your lead, and this is why you need to create and communicate an inspiring vision of the future. Your vision sets out your team or organization's purpose - why you all get up in the morning to do what you do. You develop this partly by understanding the values of the people you lead, partly by understanding the capabilities and resources of your organization, and partly by conducting an intelligent analysis of your environment, and selecting the best way forward within it. This is the subject of business unit strategy, and developing a coherent strategy takes a lot of hard work and careful thought. If you're developing a vision for your organization, use Mullins' Seven Domains Model to analyze your environment. Then, use tools such as Lafley and Martin's Five-Step Strategy Model to develop your strategy. This is usually then expressed in a business plan , and summarized in a mission statement . If you're developing a vision for your team, start with the company's mission and vision, and explore the ways in which your team can contribute directly to it. Step 2: Motivate People to Buy Into and Deliver the Vision Now, starting with your mission statement , you need to appeal to your people's values , and inspire them with where you're going to lead them, and why. Use business storytelling as part of your call to action: this will help people appreciate the positive impact of your vision o

Advantages of business culture

Increased Employee Retention When employees are excited about their job and daily responsibilities, they are less likely to resign or quit for another job. The cost of losing an employee varies depending on their position and pay from 16 percent to 213 percent of their salary. That means you can save $3,000 to $8,000 per employee making $50,000 or less. 2. Recruit Better Talent Intentionally creating a strong culture that cares about employee opinion makes outsides want to be part of your organization. When the time comes that you do need to hire, it is easier to attract quality talent instead of the same lackluster leads. Hiring the right talent is essential to maintaining a positive culture as well as achieving goals. 3. Improves Brand Reputation The way your community, whether online or local, views your business has the power to catapult you to more sales. A strong culture creates a buzz about your business in the community. When this buzz is positive, it makes a business look exceptional and makes customers want to do business with you. 4. More Productive A strong company culture increases productivity within your organization in myriad ways. First, when employees are happier, they show up consistently and take fewer sick days. Happy employees want to be at work and give 100 percent effort while they are there. 5. Better Decision-Making A strong company culture includes a well-defined mission, vision and corporate values which makes decision-making easier. When there is a question, any employee, manager, or leader can find the answer within these items. As a result, decisions will be better aligned with company goals and increase your chances of achieving success. 6. Generate More Revenue Not only does a strong company culture make employees want to be part of your organization, it also makes customers want to wor

Disadvantage of coordinating

Information overload: given that in communication the information is filtered less, many times there is a large amount of data that must be ordered and this can lead to an overload. Loss of time: As a result of the previous disadvantage, the need for excessive data classification can cause too much useful and valuable time to be consumed. Positional problem: If we have a positional problem in one of the departments, because we have personnel that should not be there, communication could cause a failure that can lead to an objective of the organization cannot be met. Lack of understanding: If there is a lack of understanding among employees, this communication may not be successful. Procedure problem: Sometimes communication is interrupted by a procedural problem. Over-specialization: There may be a problem of specialization when organizations do not have uniformity within departments, causing communication difficulties. For example with the procedures or the vocabulary used by the different departments. When this happens, organizations have difficulties to function correctly without problems. Lack of motivation: communication often fails simply because the members of the organization are not willing to make the extra effort that is required. It may require contacting people in other units of the company and the channels and rules of interaction may not be entirely clear. Sometimes we do not know these people and the obligation to communicate with them can make us feel uncomfortable or take too long. Rivalry : rivalry within organizations with communication occurs, for example, when different levels of an organization do not cooperate with each other. Ignore vertical communication : In communication, employees of the same level contact or exchange information with each other. But in most cases they do not inform their s

Functions of leadership

Inspiring - Leaders are expected to inspire and innovate. They are the driving force behind the business, and look at the long term vision and devising strategies to achieve goals.Leaders look at the bigger picture and have more control than managers. Energising -Leaders must energise their teams. What this means is by bringing inspiration to team members and energising their direct subordinates managers then cascade this energy downwards Influencing stakeholders - Stakeholders take an interest in the business and want to know whether the products or services they have purchased are secure, shareholders as stakeholders of the business will want to see a return on their investmen Envisioning -This is the term for looking to the future to envision what the consequences of actions and proposals are likely to be. Leaders will rely on having credible information to base their judgements on, such as financial forecasts or competitor analysis. Determining best path/route to achieve success - It is the leader's responsibility to determine the best path or route to achieve business success. They will need to convey their intentions to managers in order for the vision to become reality.

Advantages of situational approach

It is a more flexible approach to leadership 2. It encourages successful collaboration among team members 3. Adaptability is encouraged to fit past, present & future situations 4. It assesses maturity levels of people within the organization 5. It encourages socio-emotional support for subordinates 6. It encourages provision of direction & guidance for subordinates 7. Work productivity can be enhanced with situational leadership 8. It can boost employee motivation within a business organization 9. It increases awareness of current organizational situations 10. Situational Leadership can counter volatility 11. Situational Leadership can counter uncertainty 12. Situational Leadership can decipher situational complexity 13. Situational Leadership can beat ambiguity 14. Using Situational Leadership, you can control all possible outcomes 15. Using Situational Leadership, adapt your style to those you lead

Advantages of transformational leadership

It keeps the company open honest and ethical Honesty and integrity are core values for transformational leaders; they are ethically-driven with a tight focus on values, authenticity and transparency. Unlike transactional leaders, who tend to focus on completing a task without seeing why it's essential, transformational leaders remain focused on doing the right thing in the right way. By employing this management style, you are encouraging employees to remain focused on the task at hand, while always acting in the best interests of the company and its wider communities. It Reduces Turnover Costs High turnover costs are time-consuming, frustrating and costly. They can also result in a loss of productivity amongst current employees, as well as create a long-lasting cultural impact. Transformational leadership has the potential to reverse this trend by making employees feel more engaged and included in the organisation. Transformational leaders are often charismatic figures, too, which makes people feel valued and respected - a key driver of morale and retention in any workplace. It Encourages Change For a business to evolve, it must be willing to adapt, improve and expand over time, and adopting a transformational leadership style is ideal for bringing others on board when introducing a vision. Through their passion, they can sell the changes, improvements or expansions needed, while they are also good at recognising gaps or issues in the process of a vision, enabling them to make adjustments accordingly. Indeed, by embracing change yourself, you encourage others to want to make those changes, too. When properly implemented, this process allows all members of the organisation to adopt a new vision and constantly aspire towards achieving their potential. It's an Effective Form of Leadership It's no coincidence that

John aidars action centred leadership

John Adair 's simple Action-Centred Leadership model provides a great blueprint for leadership and the management of any team, group or organisation. Action Centred Leadership is also a simple leadership and management model, which makes it easy to remember, apply and adapt to your own situation. Good managers and leaders should have full command of the three main areas of the Action Centred Leadership model and should be able to use each of the elements according to the situation. Being able to do all of these things, and keep the right balance, gets results, builds morale, improves quality, develops teams and productivity and is the mark of a successful manager and leader. Adair's Action Centred Leadership Model The three parts of Adair's Action-Centred Leadership model are commonly represented by three overlapping circles, which is a trademark belonging to John Adair and used here with his permission. Adair's famous 'three circles' model is one of the most recognisable and iconic symbols within management theory. When you refer to this diagram for teaching and training purposes please attribute it to John Adair, and help preserve the integrity and origins of this excellent model. John Adair's Action-Centred Leadership model is represented by Adair's 'three circles' diagram, which illustrates Adair's three core management responsibilities: Achieving the task Managing the team or group Managing individuals

How to influence stakeholders

Lead by example If you want stakeholders to be on time for meetings, be on time. If you want them to respond to you on time, respond promptly to them. When they see that you do not hesitate to do what is necessary to get the job done, their confidence in you will increase and they will become open to listening to your advice. Getting them to listen and believe in you is a key step to influencing them. It's difficult to ask people to believe in something they can see you do not believe in - either from your attitude or your words. Show them that the project is important to you and they will start believing in it too. 2. Build trust Influencing cannot happen without trust. One of the key ways to establish trust is by being transparent about every decision you make. Be open, honest and straightforward in your dealings with stakeholders. Once others can see that you have their interests at heart and are honest with them about outcomes (no matter how ugly these outcomes may seem), they will be more likely to follow your advice. 3. Don't use force You are more likely to get people on your side of the fence if you appeal to their emotions instead of using force. No one likes to be ordered around, compelled or told what to do. You are more likely to win stakeholders to your side if you lead them to believe in your vision instead of relying on their bosses or those more powerful than them to dictate to them. If power changes hands and the tables turn, it could very well spell the death of your initiative. Appeal to their emotions instead. 4. Know your stakeholders Stakeholder analysis is an effective technique for understanding stakeholder alliances and interests. Once you can identify what your key stakeholders stand for and develop a clear approach for delivering benefits to them, you will be able to bring them over

Disadvantages of transactional leadership

List of the Disadvantages of Transactional Leadership 1. It eliminates individuality from the production process. Transactional leadership is defined by a strict set of rules and regulations. There is no room to bend or break these rules for any reason. They are considered the best practices for the team to follow. People who come from a creative mindset struggle to produce under such a leadership structure because creativity is usually produced through freedom of movement. Under this leadership style, violating policies or refusing to follow instructions can often lead to the termination of a worker. Workers are expected to fulfill their duties without complaint. Without individuality, there is no flexibility, which means this leadership style can fail under certain conditions. 2. It limits the amount of innovation that is achievable. Transactional leaders are rigid and unyielding. They don't bend the rules because the rules are there for a good reason - even if that reason is not known to them. This attitude limits innovation because team members stay focused on assigned tasks. Structured policies dictate actions instead of common sense interactions with the regulations. Even when creativity is permitted within the regulations of a company, regulated creativity does not produce the same results as free creative thinking. That is often why this structure ultimately fails. It is difficult for individuals to be creative when their creativity is being dictated to them. 3. It creates more followers than leaders. Companies can struggle when they focus on transactional leadership above anything else. If the leader leaves the company, then the rest of the team may not know how to complete their next assignment. Transactional leadership puts all leadership responsibilities in the hands of the team leader. It expec

Disadvantage of organising

Organization is highly overrated. Especially for entrepreneur-types. Organization, structure, stability, all sound boring. But they shouldn't be. By imploring and improving organization techniques throughout your day, you are merely freeing up more time for yourself to use as you please. Whether you decide to become more productive and also use this extra time to further increase productivity, or to use for personal pleasure is up to you. As long as you don't take it too far to the extremes where it prevents you from being able to think on your feet or change course last minute, then organization is not a negative feature in one's life. Anything used in excess can always be bad, but improving organizational techniques, whether in your home or business life, can only lead to more free time for you to use as you please.

Functions of management t

Planning - managers need to plan to implement strategies to achieve objectives and to execute large scale operations Organising -Managers need to organise teams, schedules, resources, budgets, and every other aspect of the operation Coordinating -Managers are responsible for coordinating operations and delegating duties to team members Controlling -Managers should take control of different parts of the business. This could be a manager controlling a team, ensuring they are working effectively or behaving appropriately. Managers also have to control projects of business functions and the budgets and processes of those projects and functions Monitoring - Every plan requires monitoring to review its effectiveness and progress towards meeting objectives within the timeframe. Managers will need to monitor the effectiveness of teams, evaluate what is working well and where gaps or weaknesses appear. Delegating - A key part of a manager's jobs is to delegate, all managers will have tasks and elements of the job they must do themselves, but it is also their job to delegate some tasks to team members.

Advantage of planning

Planning leads to more effective and faster achievements in any organization. 2. Since planning foresees the future and also makes a provision for it, it gives an added strength to the business for its steady growth and continuous prosperity. 3. It secure unity of purpose, direction and effort by focusing attention on the objectives. Hence, unnecessary duplication, overlapping and cross-purpose workings are eliminated. 4. It has the effect of minimizing the cost of operations. 5. It ensures an even flow of work, minimizes false steps and protects against unwanted deviations. 6. It enhances the efficiency of other managerial functions. 7. It provides an effective basis for control in all organizations whether small or big. 8. It facilitates the process of decision-making. 9. It enables the management to implement future programmes in a systematic way so that the management may get the maximum benefit out of the programmes framed. It enables all the activities to be conducted in an orderly and coordinated manner in order to achieve the common goals of the enterprise. 10. With the rapid growth of technological development, it is essential for a manager to keep abreast of the up-to-date technology. Otherwise, the products are likely to become obsolete. Planning helps in this process. 11. By avoiding waste of men, money, materials and machinery, planning indirectly leads to large-scale economies. 12. Planning encourages the sense of involvement and team spirit. Planned targets provide a basis upon which good performances can be rewarded and poor performances can be improved. 13. Planning is the essence of all management activities. Once it is. done well, other activities automatically follow. 14. It educates people. It orients people. It gives them a sense of direction and the stimulating feeling that the

Disadvantage of business culture

Poor Communication Whenever there isn't any team chemistry in a business, then things can get pretty toxic pretty quickly. It's no surprise, therefore, that one of the things you get in the wrong kind of corporate culture is poor internal communication. If you seek to create a culture where everyone is friendly and supports their colleagues, you must emphasize proper communication. When you ensure that communication flows freely in your organization, then the culture will follow. When people start to feel as if it's too difficult to speak to each other, or the conversations feel forced and are not enjoyable, then there is a problem. Start with clear corporate communication, from recruitment and in every phase after. Encouraging employees to communicate openly in a respectful, friendly manner will benefit your corporate culture. Micromanagement Whenever employees feel as if management is being Big Brother, then the employees will feel tense and the atmosphere will be one of anxiety. Micromanagement doesn't work under any circumstances. In fact, it puts your employees under unnecessary pressure and slows down the rate at which they work, not to mention the quality of their output. To avoid such a situation, avoid micromanagement altogether. Your hiring process should be the right one. When you craft the right hiring process, in which you hire the employees, then you don't have to worry, because they will be employees that you can trust. You should also try to create an environment where the tasks are clearly set out and everyone knows exactly what they are meant to do. That way, individuals can work on their own without supervision and at a speed that is comfortable for them. Too Much Competition Competition isn't an inherently bad thing. It is a great way to get work done. In fact, when co-workers have a bit of f

Advantage of Hersey Blanchard model

Pro: Works with Four Leadership Styles Managers who adopt this model of leadership can express one of four different leadership styles: Telling/directing - ordering workers to complete specific tasks in certain ways, especially effective in emergencies or when doing repetitive tasks. 2. Selling/coaching - &nbsp;a more interactive coaching process where managers "sell" their approach to the employees and get them to "buy in" and agree. <br> Participating/coaching - after coaching, the manager gives more weight to the employee's input, even leaving the final decisions up to the employee. 4. Delegating/observing - the manager allows the employee to decide how to approach each task, typically only getting involved when employees ask for help or the manager's opinion. Recognizing that there are different circumstances or situations a manager might encounter that call for using one style over the others, each of these styles uses a decreasing level of direction from the manager. Pro: Manager Can Vary Styles Situational leaders can move fluidly from one style to another, based on the situation, the nature of the task to be performed and the maturity of the employee. The employee's maturity refers to two different factors. First is the actual physiological or emotional maturity of the individual. Equally important, however, is the maturity level of the job or position. For example, someone who has been on the job for several years has more experience in the job than a new hire. Similarly, a level 2 in any job would have more advanced skills than a level 1 in that same job. Pro: A Simple and Intuitive Method Situational leadership is both simple to understand and somewhat intuitive to most managers. Most managers instinctively know that they need to adjust their response to the situation at hand. Situational leadersh

Advantages of mission statement

Provide Directions: mission statements are like compasses that help a business navigate the jungle of fierce competition that businesses now face. This is one of the most pronounced advantages of a mission statement. Without directions, companies will be operating without purpose and this can be dangerous. Helps to Resolve Conflicts: another advantage of a mission statement is that members of the management board can easily make quick reference to a mission statement in time of conflict and argument. People usually tend to calm down when their attention are drawn to written document. Removes any Ambiguity Surrounding the Existence of a Company: managers and other stakeholders will not have any doubt about the primary aim of a company. Acts as a Communication Tool: communication is very important in a business and founders or owners of an enterprise use a mission statement to communicate to their desire to other members of the company. A Framework for Decision Making: decision makers are constantly faced with the tough challenge of making decisions that are economically sound and at the same time meet the needs of other stakeholders. A very important advantage of a mission statement is that it acts as a framework that effective managers can easily use as a guide in discharging their everyday management functions.

Hersey Blanchard model

Special Considerations Hersey-Blanchard Model and Leadership Styles Hersey and Blanchard developed four types of leadership styles based on the task and relationships that leaders experience in the workplace. According to the model, the following are styles of leadership managers can use: Delegating style: A low-task, low-relationship style wherein the leader allows the group to take responsibility for task decisions. This is best used with high maturity followers. Participating style: A low-task, high-relationship style that emphasizes shared ideas and decisions. Managers can use this style with moderate followers who are experienced but may lack the confidence to do the tasks assigned. Selling style: A high-task, high-relationship style in which the leader attempts to sell their ideas to the group by explaining task directions in a persuasive manner. This, too, is used with moderate followers. Unlike the previous style, these followers have the ability but are unwilling to do the job. Telling style: A high-task, low-relationship style wherein the leader gives explicit directions and supervises work closely. This style is geared toward low maturity followers. Applying the Model and Its Limitations This leadership method lets executives, managers and other positions of authority take charge of their followers based on the acumen, understanding and context of the group. By taking into consideration how the strengths, weaknesses and awareness of the followers can affect performance and outcomes of a project, leaders can apply an appropriate structure and degree of control to achieve the desired result. There are limitations to the model that may be beyond the leader's control. The position and authority of the leader may be restricted by the operational chain-of-command or hierarchy for an organization, which could for

Advantages of Abdicate continnum leadership

Team members have very strong agency over their work. Creativity is given high currency and constraints are removed as much as possible. This may lead to new and innovative solutions.

Mission

The Mission Statement The vision statement and mission statement are often confused, and many companies use the terms interchangeably. However, they each have a different purpose. The vision statement describes where the organization wants to be in the future; the mission statement describes what the organization needs to do now to achieve the vision. The vision and mission statements must support each other, but the mission statement is more specific. It defines how the organization will be different from other organizations in its industry. Here are examples of mission statements from successful businesses: Life is Good: To spread the power of optimism Patagonia: Build the best product, cause no unnecessary harm, use business to inspire and implement solutions to the environmental crisis Invisible Children: To end violence and exploitation facing our world's most isolated and vulnerable communities Honest Tea: To create and promote great-tasting, healthy, organic beverages Jet Blue Airways: To inspire humanity-both in the air and on the ground Tesla: To accelerate the world's transition to sustainable energy[2] Notice that each of these examples indicates where the organization will compete (what industry it is in) and how it will compete (what it will do to be different from other organizations). The mission statement conveys to stakeholders why the organization exists. It explains how it creates value for the market or the larger community. Because it is more specific, the mission statement is more actionable than the vision statement. The mission statement leads to strategic goals. Strategic goals are the broad goals the organization will try to achieve. By describing why the organization exists, and where and how it will compete, the mission statement allows leaders to define a coherent set of goals that fit t

Transactional leadership

Transactional leadership involves motivating and directing followers primarily through appealing to their own self-interest. The power of transactional leaders comes from their formal authority and responsibility in the organization. The main goal of the follower is to obey the instructions of the leader. The style can also be mentioned as a 'telling style'. The leader believes in motivating through a system of rewards and punishment. If a subordinate does what is desired, a reward will follow, and if he does not go as per the wishes of the leader, a punishment will follow. Here, the exchange between leader and follower takes place to achieve routine performance goals. These exchanges involve four dimensions: Contingent Rewards: Transactional leaders link the goal to rewards, clarify expectations, provide necessary resources, set mutually agreed upon goals, and provide various kinds of rewards for successful performance. They set SMART (specific, measurable, attainable, realistic, and timely) goals for their subordinates. Active Management by Exception: Transactional leaders actively monitor the work of their subordinates, watch for deviations from rules and standards and taking corrective action to prevent mistakes. Passive Management by Exception: Transactional leaders intervene only when standards are not met or when the performance is not as per the expectations. They may even use punishment as a response to unacceptable performance. Laissez-faire: The leader provides an environment where the subordinates get many opportunities to make decisions. The leader himself abdicates responsibilities and avoids making decisions and therefore the group often lacks direction. Assumptions of Transactional Theory Employees are motivated by reward and punishment. The subordinates have to obey the orders of the superior. T

Business vision mission and values/ethos

Vision The Vision Statement Mickey Mouse waving Disney's vision statement is "To make people happy." A vision statement is a statement of an organization's overarching aspirations of what it hopes to achieve or to become. Here are some examples of vision statements: Disney: To make people happy IKEA: To create a better everyday life for the many people Microsoft: Empower every person and every organization on the planet to achieve more Avon: To be the company that best understands and satisfies the product, service and self-fulfillment needs of women—globally Sony Corporation: To be a company that inspires and fulfills your curiosity[1] The vision statement does not provide specific targets. Notice that each of the above examples could apply to many different organizations. Instead, the vision is a broad description of the value an organization provides. It is a visual image of what the organization is trying to produce or become. It should inspire people and motivate them to want to be part of and contribute to the organization. Vision statements should be clear and concise, usually not longer than a short paragraph.

Advantages of business values

Well crafted company values provide a cultural compass for your organisation. They are the answer to the question 'how do we want it to be around here'. Without this it is hard to define what your culture is. They create a foundation upon which an attitudinal framework can be built. One of the biggest challenges for managers in many organisations is how to performance manage people whose performance is good but whose attitude is negative. Values arm these managers with the tools to make the 'how' as important as the 'what'. Recruitment processes that have values integrated are more likely to result in the right people being hired. Skills are much more easily trained than attitudes. I would go so far as to say that a highly effective attraction strategy cannot be developed without company values being present and alive.

Tabannum and

What is the Tannenbaum and Schmidt Continuum? Tannenbaum and Schmidt's Continuum is a highly significant body of work in the field of management and leadership. The material below offers a different perspective on the earlier narrative. It explores the model in the context of other leadership theories. Robert Tannenbaum and Warren Schmidt first presented their Leadership Behaviour Continuum in a 1958 article in the Harvard Business Review, titled 'How to Choose a Leadership Pattern '. Tannenbaum and Schmidt explained the choices that leaders have in decision-making, and the pressures arising from these options. They suggested that a leader has seven decision-making options when leading a group, which the diagram below shows: Tannenbaum and Schmidt Continuum 7 Levels Tannenbaum and Schmidt Continuum Overview The diagram and terminology are adapted from Tannenbaum and Schmidt's original, for improved presentation purposes. 'Use of authority by manager' = 'Area of Power retained by the leader' (T&S terminology) 'Area of freedom for subordinates' = 'Amount of power held by the whole group (including the leader)' (T&S terminology) From a group development standpoint, moving from left to right along the continuum, the leader gives up his or her power in making solo decisions so that he/she progressively involves the group, until the group effectively becomes self-managing. At the far left, the leader sets goals, makes decisions and then tells the others what they are going to do. At the opposite end of the continuum, the leader permits (perhaps encourages) the group to define the issues they are facing and share the decision-making. Tannenbaum and Schmidt's model is oriented notably towards decision-making and ignores other aspects of leadership. Nevertheless, the model is powerful and insightful. It's a wonder