By: Jenny Nguyen
September 29, 2015
Any management within an organization have similar responsibilities, such as planning, organizing, leading and controlling. However, the approach managers take will vary based on the type of organization. Managers for profit organizations focus on the system and production. They will motivate employees through bonuses for sales targets or profit sharing. In contrast, this strategy cannot work for a non-business organization. In those cases, management must either appeal to the employees’ sense of duty to the mission of the non-business organization. Whiles every organization poses different challenges, effective managers consider the type of organization and adjust their style to fit those circumstances. Most importantly, management should be studied in a very broad context. To remain competitive, organizations must efficiently and effectively create, locate, capture, and share their organization’s knowledge and expertise, and have the ability to bring that knowledge to bear on problems and opportunities. Firms are showing a tremendous interest in implementing knowledge management processes and technologies, and are even beginning to adopt knowledge management as part of their overall business strategy.
Essentially, the role of managers is to guide the organizations toward goal accomplishment. All organizations exists for certain purposes or goals, and managers are responsible for combining and using organizational resources to ensure that their organizations achieve their purpose. If the Management ensures that all the activities are designed effectively, the production of each individual worker will contribute to the attainment of the organization goals. So many companies developed management programs, and hundreds and thousands of people were encouraged to learn management on the job. And they did. But people were taught little about leadership. . Effective managers understand and spend great amount of time planning, organizing and leading than controlling to achieve organizational success.
One of the most important decision companies make is simply whom they name management. Bad leadership cost businesses billions of dollars each year, and having too many of them can bring down a company. The only defense against this problem is a good offense. However, hire manager with great leadership based on talent will thrive and gain significant competitive advantage. One of the biggest problem that always challenges the leader is balancing the needs of the organization and the needs of people. Leaders cannot succeed for the long haul if they do not pay attention. Both needs are not always perfectly balanced, but if the leaders do not feel cared for and supported with necessary resources, they will not produce desired results. Another problem leaders may have is staying motivated. Leaders rarely last when they do not have a clear sense of their purpose. Low sense of purpose, low motivation. High sense of purpose, high motivation. Every leader can learn to engage a team somewhat. But without the raw natural talent to individualize, focus on each person’s needs and strengths, the day-to-day experience will burn out both the leader and his or her team. Experience and skills are important, but people’s talents—the naturally recurring patterns in the way they think, feel and behave—predict where they will perform at their best.