The Role of Modern Industrial Manager

MNGT352 move on Modern Management The design of a modern industrial motorcoach Prashanth Balacum arsan (200679951) Word Count 1965 A theater director is some one and only(a) in accusation of an organisation or subunit. Many would fit the bill of a four-in-hand as well a chief executive, including coaches, bishops, foremen even presidents and prime ministers. What is the role of a four-in-hand? If you did ask someone in a managerial mark what they did they would probably tell you that they plan, organize, coordinate and assert. Mangers argon persistent exclusives and they perform their activities in concise, diverse manners.Study coming into courts that most activities performed by chief executives last less than 9 minutes and only a sm all(prenominal) fraction of the time do activities last an hour massive. The change by reversal pace for most chief executives and foremen are relentless, spending their whole day receiving calls and mail with every break interrupt by a subordinate looking for some sort of advocate (Mintzberg 1990). The role of an ideal manager should be a balance mingled with the roles Mintzberg has described. This is because a manger is the commander in chief of an organisation and through and through this role he has contact to various(a) inter someoneal relationships.This gives his the opportunity to achieve access to various sorts of information which would then modify him to put to proper use by planning effective strategies, making lasts or weapon in action (Waldron. M. W, Vasanthakumar. J & Arulraj. S 1997). Managerial roles accentuates reasoning and control, and it does non matter whichever direction the focus is on, the manager should al delegacys look at ways to achieve results that would make positive impact and make plurality continue contributing to his or her organisation.In 1981 Arnaldo conducted a survey of hotel general managers by adapting Mintzberg memory access to managerial behaviour. What he foun d out from this inquiry was that a large majority of mangers viewed leading as the most important role among the ten roles as proposed by Mintzberg. From this view leadership is an substantive lumber needful for one who is a manager. (Zaleznik. A, 1978). The trait hypothesis perspective suggests that plastered individuals possess the qualities and characteristics that highlight them as natural born leaders and this is what forget differentiate them from their subordinates. Northouse, P2010). Although this suggests that leadership is a quality that cannot be learnt but one that is acquired , (Worsfold,1989)it would give a person who is likely to recognise up a role as a manager an insight of the characteristics and qualities that are essential for a leader. Furthermore one admit not necessarily vex to its outline as leadership is a role that allows an individual to show his or her unique abilities to command and influence others. (Hollander,1978).Project leadership is esse ntially be as a process that fits into a managerial job that would take into consideration the requirement and perquisite of those spate who decide to stand besides you to see the completion of a ill-tempered task. (Cleland,1995). Project leaders should not be too rigid and exercise authority over the agency within leadership criteria (Cleland and Ireland, 2007) but instead as Goetsch and Davies(2006, 254-255) say pep up individuals in making entire enthusiastic along with intentional lettering towards achieving company aims.Thus one does not need to be intellectually superior to be a manager but rather one need to be determinant, strong willed, analytical, intelligent and most importantly be tolerant. (Zaleznik. A ,1978). Kanji (2008) states leadership is define as the conduct related by activities in taking charge signifying the immense onerousies faced by managers and professors. Therefore leadership is a variation of characteristics, principles, behaviour and attitude that acts as the key to long term exertion of established organisations. (Lakshman, 2006).Having an action expectation approximately the go environment is another trait required by a manager. A popular visual metaphor indicates that an organisation is a chariot pulled by wild horses which represent the emotions, anticipation and ambitions and needs of people in the organisation. retention onto to the same track requires just as the same skill that is required to set off in an entirely new direction. Having an action mindset in this context would be to understand the character of the situation and utilising the capabilities of the squad helping to stay on and maintain direction. Gosling Mintzberg, 2003) Nearly all managerial decisions and actions are influenced by the assumptions made based on observation about human behaviour. Douglas McGregor published in his book The man Side of Enterprise, dickens very unique ways of looking at human nature namely system X and guess Y. McGregor in addition assumed that a typical manger should operate on the context that his employees are all speculation X or Theory Y. Assumptions uch as these mould the managers perspective on his employees resulting in either a Theory X manager, who would assume a direct and harsh approach denying employees control over their work ,using an incentive based reward system to admonisher performance and constantly supervise his employees or rather a Theory Y manager who would be more lenient towards his employees granting them positions of business and structuring the work environment in a manner which would result in efficacious methods to solve problems and increase productivity. McGregor ,1960) The Hawthorne experiments conducted by Elton Mayo from 1924 to 1934 prove this point by clearly illustrating that even when the working conditions were varied the police squad dynamics of the squad remained the same. The women who participated in the experiment formed a cooperative r elationship and responded spontaneously to this experiment. As they were not pushed or forced to do work, and every decision they made would influence their work they formed a sense of responsibility and worked spontaneously. The productivity increased and the workers remained happy.According to McGregor a managers perspective on their employees which could be either Theory X or Theory Y can influence their decisions. What managers need is their employees to perform well and given the right incentive and environment you could achieve refined results. The ideal Theory Y manager would instead of a directive wariness approach rather choose an approach which would actually involve giving employees positions of responsibility and forming inversely beneficial relationships. This is what was clearly emphasized by Mc Gregor as a core component of Management.What is lacking is most managers fail to understand this occurrence (Bobic. M. P & Davis E. W). Human motivation in the workplace cannot be defined of falling into the category of either Theory X or Theory Y. It should be rather viewed as something more complicated which is rather a concoction of the two (Miner, 1980 Schein 1970). It has been observed by many through social interactions with managers over several years that most managers use a operate of theories X, Y and Z rather than sticking to the framework of one particular on (Sharma.S 1998). Self regulation is the process of mastering ones emotions. A person who has mastered their emotions would be adaptable to change and would not panic in a circumstance where change would influence his workplace. Self regulation is a key factor that would be influential in the workplace as due to the modern technological trend and competitiveness businesses and companies exist with a great of ambiguity and uncertainness. Companies merge and break at rapid paces and engine room is not constant and it will change. Goleman,1998) currently most companies are adapting to ripe manufacturing technologies that are intended to optimize and improve performance in various aspects of the workplace. These are opportunity to revolutionize the way production processes. Large companies are already making the switch towards these innovations in order to enhance the performance and increase the positions in the global markets. (Tidd, 1991) Industries are constantly undergoing revolutionary technological change to transform them abound. Examples let in switching from metal engine separate to ceramic and switching from lead acid to lithium ion in batteries.When these situations tog up a self regulatory person would possess the dexterity to shit his judgement, seek information and adapt to the changes. Effective group working skills are one that is required of a manager. The ability to coordinate individual actions (Zaccaro, Rittman, and attach 2001) and having a better communication structure among team members can greatly influence the performance of the durability of the team. Team leaders who are advance and involve all members in team problem solving enable collective information processing that maximises the teams effectiveness. Zaccaro et al. ) Good managers enable their teams to remain design oriented, ensure a collaborative setting for the team members, build confidence, register technical skills, set their priorities, manage performance expectations and bring back excellent results. (LaFasto, Larson 2001). Essentially team leaders, who set high performance goals, demonstrate a clear set of strategies and push their team members to their full potentials will present higher team efficiency and cohesion rather than team leaders who do not involve themselves in such tasks. Zaccaro et al. ) Motivation is also a key role for the manager. He or she must be themselves be motivated to perform the task at hand and interim they should be able to motivate the team by keeping the team morale upHow a manager motivates his employees could be varied according to the approach he or she takes. Firstly there is the KITA approach which literally translates as kick in the pants which can either be a negative or a positive approach depending on the manager.Negative KITA is a direct action approach, and it has its drawbacks of being physically confronting which can build up negativity among the employees and the manager. There is also the softer positive approach which is considered as a seduction technique which is the promise of incentive to the employee which can get them to conjure good work. (Hertzberg, 1968) This is supported by the expectancy theory that proposes the idea that people work harder depending on the size of the reward. (Mullins, 2007).According to Fredrick Hertzberg motivation relies on two factors first off the hygiene factors that deal with factors such as working conditions, job hostage etc and the motivator factors. An employee would usually expect the hygiene factors to be implemented in the workplace as these are factors that help an individual to settle conquer in an environment. Taking these away from an employee would automatically make him or her dissatisfy and hence de-motivated to work. The other motivator factors are based on an individuals desire to be better and rise above others.These include status, recognition and sense of achievement. Let us take the company innocent Drinks for example. They motivate their staff by providing a working environment which is pleasant i. e. the inclusion of trees inside the offices and having Astroturf floors. They also provide free breakfast, a team weekend every year and also scholarships of ? 1000 to employees to fund ain projects such as taking a course etc. rase in their weekly meetings they make their staff feel valuable and this way Innocent helps to keep its staff happy.This is a good model of How Hertzbergs hygiene and motivational factors have been taken into account and keep employees motivated. (Caterer resea rch how to motivate staff 2011) Mc Clellands achievement motivation theory categorizes the people who want to achieve. These people were motivated by intrinsic factors such as goals and aspirations of the individual rather than extrinsic factors such as payment etc. These sorts of people were identified by their affinity to perform difficult put potentially achievable goals, and their like to take risks.These are the sorts of characteristics judge in a manager. In conclusion what should be stated is that all these qualities may not be present in a manager but in general a good manager would be an ideal blend of some of these characteristics. These would not necessarily be externally showed but when the situation arises if one could perform that is what is essential. This is the internal meaning of the refer Cometh the hour, cometh the man. Bibliography Arnaldo, M (1981) Hotel general managers a profile, The Cornell H. R. A. Quarterly November, 53-56. Bobic M.P and Davis E. W A Ki nd Word for Theory X Or wherefore many untried Fangled Management Techniques quickly fail. Cleland, D. I. (1995). leaders and the project management body of knowledge. International Journal of Project Management, 13(2) 83-88. Cleland, D. I. and Ireland, L. R. (2007). Project Management Strategie human body and Implementation (5th), Boston McGraw-Hill. Goleman. D (1998) What Makes a Leader? 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