In fact, their goals are all for one that is called interests! But if we stand in the position of their own, we can say that, managers' goal is for whole performance of their company because managers have the capability of helping all employees to increase their (employees) own performance, and for the employees, their goal is to finish their own performance, every employee works for their own performance. Even though, we still hope all the employees can work as managers. Collectivism is very important!
Organizational behavior helps managers understand what motivates employees. With this information, managers can help employees work harder and meet their goals, which resolves some practical issues.
A smart manager will set goals that pull everyone in the same direction. This minimizes differences and puts the emphasis on achieving as a team. If there are strong personality conflicts between employees, these need to be addressed individually, to look for ways the manager can maximize where there are similarities that can work together.
Managers are responsible for supervising employees. Managers are important because without them, employees wouldn't work together to meet organizational goals.
Managers coordinate and oversee the work of employees within the organization and help accomplish the organizational goals. Top Managers are responsible for making decisions about the entire organization. Middle Managers manage the work of the first-line managers. First-line managers are the ones who manage the work of the non-managerial employees.
Management has evolved from an authoritarian type style of management to including employees in decisions. Many managers also manage by objectives to ensure that their employees reach their goals as well as the organization.
Organizational behavior helps managers understand what motivates employees. With this information, managers can help employees work harder and meet their goals, which resolves some practical issues.
A smart manager will set goals that pull everyone in the same direction. This minimizes differences and puts the emphasis on achieving as a team. If there are strong personality conflicts between employees, these need to be addressed individually, to look for ways the manager can maximize where there are similarities that can work together.
A smart manager will set goals that pull everyone in the same direction. This minimizes differences and puts the emphasis on achieving as a team. If there are strong personality conflicts between employees, these need to be addressed individually, to look for ways the manager can maximize where there are similarities that can work together.
Managers are responsible for supervising employees. Managers are important because without them, employees wouldn't work together to meet organizational goals.
Managers coordinate and oversee the work of employees within the organization and help accomplish the organizational goals. Top Managers are responsible for making decisions about the entire organization. Middle Managers manage the work of the first-line managers. First-line managers are the ones who manage the work of the non-managerial employees.
Effective downward communication will help managers meet their goals. When line employees know what they are expected to do, they can work towards meeting their goals.
Management by objectives helps managers get employees motivated. It also helps the organization reach their goals more efficiently than simply directing employees.
advantages1. increases efficiency2. its appropriate for giving instructions3. ensures that everyone is working towards goals and objectivesdisadvantages1. info can be distorted as it goes down2.information overload3. lack of openness between managers and employees
Management philosophy is a set of beliefs and principles that guide how managers approach their role and responsibilities in an organization. It reflects their values, mindset, and approach to decision-making and leadership. It influences how managers interact with employees, set goals, and drive business results.
Management has evolved from an authoritarian type style of management to including employees in decisions. Many managers also manage by objectives to ensure that their employees reach their goals as well as the organization.
It is important to include operating employees (non-managers) in the development and use of incentive programs in order to disseminate the desired business goals. This is especially true for manufacturing companies where the operating employees play a major role in the organization reaching preset goals. Operating employees (non-managers) are able to contribute information or suggestions as to how to reach the desired results. They represent the pulse of the organization. Operating employees are aware of all situations that may prevent the organization from reaching that target goal. Extending the development and use of the incentive programs to encompass the non-managers will aid in making them think more like owners (Ivancevich, 2010). The goal of a joint committee of upper-level and lower-level employees is to insure that the operating employees (lower level) will "buy in" on the incentive programs (Ivancevich, 2010). Just rolling out an incentive program without the input of the operating managers does not make them feel as if they are an intricate part of the team.
First-level managers are also called first-line managers or supervisors. These managers have job titles such as: Office manager, Shift supervisor, Department manager, Foreperson, Crew leader, Store manager. First-line managers are responsible for the daily management of line workers-the employees who actually produce the product or offer the service. There are first-line managers in every work unit in the organization. Although first-level managers typically do not set goals for the organization, they have a very strong influence on the company. These are the managers that most employees interact with on a daily basis, and if the managers perform poorly, employees may also perform poorly, may lack motivation, or may leave the company.