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What are 5 good qualities of an office manager?
Be consistant with staff comunication methods Have a goals for all staff that is achieveable Have all staff take ownership of their posistion with in the business Gaining commitment needs to have a reward even if it is as a team compliment style Last but not least gaining the teams trust in you as there manager is paramount
What is the different between leadership and management?
Adapted from "The Wall Street Journal Guide to Management" by Alan Murray, published by Harper Business.Leadership and management must go hand in hand. They are not the same thing. But they are necessarily linked, and complementary. Any effort to separate the two is likely to cause more problems than it solves.Still, much ink has been spent delineating the differences. The manager's job is to plan, organize and coordinate. The leader's job is to inspire and motivate. In his 1989 book "On Becoming a Leader," Warren Bennis composed a list of the differences:- The manager administers; the leader innovates.- The manager is a copy; the leader is an original.- The manager maintains; the leader develops.- The manager focuses on systems and structure; the leader focuses on people.- The manager relies on control; the leader inspires trust.- The manager has a short-range view; the leader has a long-range perspective.- The manager asks how and when; the leader asks what and why.- The manager has his or her eye always on the bottom line; the leader's eye is on the horizon.- The manager imitates; the leader originates.- The manager accepts the status quo; the leader challenges it.- The manager is the classic good soldier; the leader is his or her own person.- The manager does things right; the leader does the right thing.Perhaps there was a time when the calling of the manager and that of the leader could be separated. A foreman in an industrial-era factory probably didn't have to give much thought to what he was producing or to the people who were producing it. His or her job was to follow orders, organize the work, assign the right people to the necessary tasks, coordinate the results, and ensure the job got done as ordered. The focus was on efficiency.But in the new economy, where value comes increasingly from the knowledge of people, and where workers are no longer undifferentiated cogs in an industrial machine, management and leadership are not easily separated. People look to their managers, not just to assign them a task, but to define for them a purpose. And managers must organize workers, not just to maximize efficiency, but to nurture skills, develop talent and inspire results.The late management guru Peter Drucker was one of the first to recognize this truth, as he was to recognize so many other management truths. He identified the emergence of the "knowledge worker," and the profound differences that would cause in the way business was organized.With the rise of the knowledge worker, "one does not 'manage' people," Mr. Drucker wrote. "The task is to lead people. And the goal is to make productive the specific strengths and knowledge of every individual."
How can everyone work better as colleague?
To work as a better colleague, one must be able to understand and trust other people around him or her, and be able to create an environment that aims to provide quality output from their works.
Why manager reluctant to delegate?
There are many reasons why manager reluctant to delegate. Some of the reasons are:Fear of losing control - Some managers think that by delegating they will lose control. This is usually the sign of weak managers who think that delegating will lessen their authority. Proper delegation should not cause any fear as it is always controlled and monitored.Immaturity - Some managers love to delegate, but just not to you. Meaning that they think that you're immature, and you still have a lot to learn in order to do their job.Not enough work - The manager simply doesn't have enough work to delegate.Critical tasks - Some tasks are very critical and the manager cannot trust anyone else to do this job.
What are the benefits of having a narrow span of control?
Advantages of Narrow Span of ControlA narrow span of control provides better communication between managers and their employees and gives managers better control over their specific subordinates. Employees typically appreciate the chance to provide feedback to their manager, which is not as easy in a wide span of control. Also, supervising fewer employees generally requires less managerial skill.Advantages of Wide Span of ControlA wide span of control is less expensive because the business employs fewer managers. With only one manager, or a manager with a supervisor or team leader in the hierarchy below the manager, the employees are mostly all on the same level and can work with each other with clear delegation of duties. Less supervision and control can create a more positive attitude among employees, who appreciate the extra trust and freedom.Read more: Advantages of the Span-Of-Control | eHow.com http://www.ehow.com/about_4760759_advantages-spanofcontrol.html#ixzz2KCk3x3FQ
How can people trust people so easy?
For some people it just comes naturally to trust other people so easy. The people that trust easily typically have never been let down or used by other people.
Who is responsible for homeowners insurance of trust?
If you mean a home that is in a Trust such as a Family Trust, then the trust manager, executor or administrator of said trust would be the person responsible for obtaining insurance coverage for the home and any other property entrusted to their care.
What is a Unit Investment Trust or UIT?
when two people unit with each other as one and belive in each other with trust and faith.
What do people gain by respecting each other?
Trust and friendship
What is ineffective management?
When you think about your best manager, boss or supervisor, what do you think of first? The overwhelming answer (in a word) is trust. You trust that what this person is bringing to the table is true. You trust that they will behave in a way that will continue your professional relationship. You trust that when they say something they mean it and they will do what they say. These people are not perfect but because they want to be the best manager they can be you trust that they will at least try harder for the company and you. There is honesty in their words and you believe them when they relay information. This is the guy or gal that will inspire you to be better and you want to do your best for the company as well. I've met 2 people like this in my 26 years in the workforce.
What happens when a trust is?
When a trust is formed, a company or a group of people are able to control many other companies together.
Is trust more important than love?
Many people think so. Trust isn't always easy to come by when dealing with other people.
In previous jobs please describe how you build trust between yourself coworkers and your supervisor or manager?
In previous jobs, please describe how you build trust between yourself, coworkers and your supervisor or manager.
How was the Morse code was invented?
people where tired of talking to each other so they invented Morse Code trust me
What can you do with trust points and if you have 1 what does it mean?
You can't really do anything with trust points on this website, but, it can show you and other people how dedicated you are to the site, or it can mean that someone liked your contributions. The more trust points you have, the more people start to trust you, even if they are not a user on this site. If you have more trust points, when you answer questions, people are more likely to trust that your answers are credible.
What happens when a trust is formed?
When a trust is formed, a company or a group of people are able to control many other companies together.
What happens when trust is formed?
When a trust is formed, a company or a group of people are able to control many other companies together.
