who is a manager?
1. A person who organizes the production activities
2. A person who takes decisions regarding the important business activities
3. A person who acts as a bridge between the demand side and the supply side
4. A person who designs and implements strategies for future betterment
Roles of a Manager:
1. The roles of a manager can be categorized broadly into three main divisions depending upon the nature of the tasks performed.
2. The roles of managers can be interpreted with the help of Mintzberg Model.
3. The Mintzberg Model divides the roles of a manager in different categories based on the jobs performed under the different roles.
The Mintzberg model:
Porter’s five forces model:
Traits of a good manager:
1. Team building
2. Motivating workers
3. Good skills of communication
4. Skills to solve problems
5. Capabilities of decision making
Big Five Personality Traits model:
The model analyzes the behavioral traits required to be a good manager, in terms of five personality dimensions:
c)Introversion or Extraversion
e)Reactions by nature
Workplace problems faced by a manager:
1. Achieving company targets
2. Time management
3. Conflicting interests of employees and company
4. Handling under-achievers and over-achievers
5. Handling situations of crisis
An employee unrest regarding low pay scales and long working hours, which have not been addressed by the company so far.
The profit of the company has stooped down due to entry of a new competitor in the market
Addressing scenario 1:
Addressing scenario 2:
Skill development: Bridging the gap
1. Requirement based skill trainings
2. Increasing training frequencies
3. Introduction of formal learning to accelerate future development
4. Introducing competency portals for self-assessment
Maintaining future currency
1. Creation of development plan applicable for long term benefits of company and its employees
2. On job opportunities for skill development
3. Providing exposure with list of career options to choose from
4. Training and updating the employees according to market dynamics
Anderson, D.R, Sweeney, D.J, Williams, T.A, Camm, J.D & Cochran, J.J 2015, An introduction to management science: quantitative approaches to decision making, Cengage learning.
Block, P 2016. The empowered manager: Positive political skills at work, John Wiley & Sons.
Burström, T & L. Wilson, T 2014, ‘Requirement managers’ roles in industrial, platform development’, International Journal of Managing Projects in Business, 7(3), pp.493-517.
Credé, M, Harms, P, Niehorster, S & Gaye-Valentine, A 2012, ‘An evaluation of the consequences of using short measures of the Big Five personality traits’, Journal of personality and social psychology, 102(4), p.874.
Egan, G 2013. The skilled helper: A problem-management and opportunity-development approach to helping. Cengage Learning
Hogan, R., Chamorro?Premuzic, T & Kaiser, R.B 2013, ‘Employability and career success: Bridging the gap between theory and reality’, Industrial and Organizational Psychology, 6(1), pp.3-16.
Kaner, S 2014. Facilitator's guide to participatory decision-making, John Wiley & Sons.
Krot, K & Lewicka, D 2012, ‘The importance of trust in manager-employee relationships’, International Journal of Electronic Business Management, 10(3), p.224.
Le Vine, S, Lee-Gosselin, M, Sivakumar, A & Polak, J 2014, ‘A new approach to predict the market and impacts of round-trip and point-to-point carsharing systems: case study of London’, Transportation Research Part D: Transport and Environment, 32, pp.218-229.
Sekaran, U & Bougie, R 2016, Research methods for business: A skill building approach, John Wiley & Sons.