Management and Supervision

The answer is relative to every person. But to encourage/motivate someone, you would have to remind them about the larger themes/values in life. And tie in their morals in life and relate the encouragement to that. You can also appeal to their purpose of life.

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Money is the prime and end target for any professional in an organization. Many people says they do not work for money. For most of the people says so - its a lie. Everyone works in an professional organization are working for money. Otherwise they would have been working in charitable or non-profit organization. There are other aims too like Respect, Accomplishment, Authority etc. however all comes after money.

Now for motivation money is not a good one. Whenever there is a award given in form of MONEY the person may feel motivated, but for one or two days only. With the awarded money he/she would buy something. As soon the thing becomes old the effect of money as motivator vanishes.

If the money is awarded in continuous basis like monthly increment in allowances, the motivation effect remains alive for few months. As soon as he/she gets use to that money the effect of motivation vanishes.

For motivation best and longest lasting award is "Giving importance" and "Publicly appreciation".

All the good employees loves to work, otherwise he would not have been chosen for award. I personally like to award him the most prestigious project responsibility with end to end authority. All the employees like to have some authority for himself.

My second award for motivation is awarding the person in a public gathering like weekly floor meet or monthly performance meet. Here i use the Kenneth Blanchard way very much - "Reprimand in private, appreciate in public"

It depends on what context. If a communicator is unable to express her/himself audibly, then, it is perceived as poor.

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Opinions may vary.

It could be that, the superior is too intelligent for his subordinates or his subordinates' perspective is different from his superior. Thus, the impression that a superior is a poor communicator.

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• One of the most basic rules, whenever possible, is to praise in public and chastise in private.
• Avoid humiliating those that work for you.
• Don't just tell someone they are doing it all wrong. Give them suggestions to build and improve. Also tell them what they are doing right.
• If you feel like you are ready to blow your top, and the conversation can wait, then wait.
• Make sure you are someone your people can trust. Don't tell them something will be in confidence if you know before you say it that it will not. Carry through on things you tell them you are going to do.
• Know what your people are doing, but try not to micromanage if it can be helped.
• Let people work their task from beginning to end without reassigning whenever possible. A sense of accomplishment is a huge morale booster.

The impact of advertisements: Product Awareness.

What are the functions of finance?

Answer

The five basic corporate finance functions are described as those functions related to;

1) raising capital to support company operations and investments (aka, financing functions);

2) selecting those projects based on risk and expected return that are the best use of a company's resources (aka, capital budgeting functions);

3) management of company cash flow and balancing the ratio of debt and equity financing to maximize company value (aka, financial management function);

4) developing a company governance structure to encourage ethical behavior and actions that serve the best interests of its stockholders (aka, corporate governance function); and

5) management of risk exposure to maintain optimum risk-return trade-off that maximizes shareholder value (aka, risk management function)

At the most basic level the triangle of compromise says a balance has to be acheived between time (time available), cost (allocated funds) and quality (expected performance). If you reduce time, you can potentially increase cost and reduce quality. I have seen numerous examples where throwing addditional resources at projects can create even more problems and further delays. Shortcutting the requirements phase can lead to incomplete or unclear objectives which make it difficult to close down projects. Going from one project phase to another before you have completed the last one, can lead to some big problems in effective management and control. Running phases in parallel can also be a disaster and lead to huge financial over-runs and having to repeat unsatifactory completed work again. Not having an idea of what you should be buying when, can lead to your buying the wrong quantities and either not having enough or too much. It all leads to a breakdown of planning, control and management that causes huge stresses within the project and team, that can go on and have other undesirable consequences (e.g. people leave the team/company, people go off sick, stress levels go up and team morale and performance are affected, people get fired, risks just increasing, stakeholders loose trust, executives get involved to attempt to fix things, there is a huge increase in reporting frequencies and progress meetings, and Customers just walk away and don't come back). Plans are there to be followed, so short-cutting them without good valid reasons and understanding the consequences can significantly reduce the potential for successful project delivery and make it all harder for those involved to do their jobs.

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Productivity can be measured using various metrics, such as output per hour worked, the number of tasks completed, or revenue generated relative to labor costs. To improve productivity, organizations can implement time management techniques, invest in employee training, streamline processes, and leverage technology for automation. Additionally, fostering a positive work environment and encouraging employee feedback can enhance motivation and efficiency. Regularly reviewing performance metrics also helps identify areas for improvement.

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Bureaucrats exercise their power through rule-making and administrative adjudication. They don't have true governmental power, so the smaller means like rule-making or administrative action are the biggest ways they can wield their power.

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Micro management is a pretty big sign of poor management. A lot depends on the level of the manager. Are they suppose to lead people or manage people? Leaders should have different qualities than managers, for example leaders should inspire and work with the team and set a good example or at least be working for their team to make sure they succeed. Managers are looking more at the direction of the company and how their department or teams should go to achieve those organizational goals.

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1. Lack of faith in their subordinates to carry out the delegated tasks properly or
2. Lack of talented people in their team who can rise to the challenge and take up additional responsibilities

three of many factors that influence Halliburtons strategic, tactical, operational, and contingency planning are safety, environmental considerations, and workforce..