Documente Academic
Documente Profesional
Documente Cultură
and
Linking Processes
Management
CONTROL
Management
Functions
INPUT Functional Linking OUTPUT
Subsystems Processes
MEMORY
FEEDBACK
Management
ACTIVITIES
Planning
Organizing
Staffing
Directing
Controlling
RESOURCES
Types of Managers
Level of Job
TECHNICAL
CORE
TOP
MANAGERS
MIDDLE
MANAGERS
FIRST-LINE
MANAGERS
(SUPERVISORS)
TQM Managerial Levels
Customers
Employees
Managers
Nature of Responsibilities
General Manager
Functional Manager
Roles of Managers
DECISIONAL ROLES
Entrepreneur
Disturbance Handler
Resource Allocator
Negotiator
Interpersonal Roles
Figurehead Role
-The representational responsibility of
management.
Leader Role
-Responsible for the work of staff.
Liaison Role
-Deals with people inside and outside the
organization.
Informational Roles
Monitor
- Constantly searches for information to
use to become more effective.
Disseminator Role
- Transmits information to subordinates
who otherwise who probably have no access
to this information.
Spokesperson Role
- Transmits information to people inside
and outside the organization or unit.
Decisional Roles
Entrepreneur
-The voluntary initiator of change.
Disturbance Handler
-Responds to situations that are beyond his
or her control.
Resource Allocator -Decides
how and to whom the resources of the
organization will be distributed.
Negotiator Role
-Participates in a process of give and take
until a satisfactory compromise is reached.
Management Skills
Technical Skill
-Involves an understanding of , and
proficiency in, a specific kind of activity,
particularly one involving methods or
techniques.
EXECUTIVE
TECHNICAL
HUMAN
MANAGER CONCEPTUAL
EMPLOYEE
Management Functions
Planning
-Determining in advance what should
happen.
- It is essential as a manager organizes,
staffs, directs and controls.
Hierarchy of Plans
GOALS,
OBJECTIVES
POLICIES
PROCEDURES
METHODS
Level of Management
TOP GOALS,
MANAGEMENT OBJECTIVES
MIDDLE POLICIES
MANAGEMENT
FIRST-LINE PROCEDURES,
MANAGEMENT METHODS
Management Functions
Organizing
-Grouping activities, delegating authority,
and creating relationships, horizontally and
vertically.
-The outcome of organizing is the
development of the formal organization,
usually depicted in the form of chart.
Organizational Structure
Innovative Organization
-Employers are challenged to improve the
quality of work life and to develop a corporate, or
organizational culture
Quality of Work Life
MIDDLE
MANAGEMENT
LOWER
MANAGEMENT
(SUPERVISOR)
EMPLOYEE
Span of Management
-Often referred to as span of control.
-It is concerned with the number of people
anyone person can supervise effectively.
Formal Versus Acceptance Authority
Formal Authority
-Exists because of position in the
organization.
Acceptance Authority
-Based on the employees acceptance of
that authority.
Authority of Competence
-Based on managers competence or
expertise.
Departmentalization
Process of grouping jobs according to some logical
arrangement.
Geography
Occurs in organizations that maintain physically dispersed
and autonomous operations or offices.
Customer
Based on the type of customers served.
Process/equipment
Based on the specialization needed for the large
volume produced in the operation.
Time/shift
Organizations that function around the clock.
Line and Staff Positions
Line position
A position in the direct chain of command.
Staff Position
Position intended to provide expertise, advise,
and support for line positions.
Administrative Intensity
-The degree to which managerial positions
are concentrated in staff positions.
Coordination
- Process of linking activities of various
departments in the organization.
Management Functions
Staffing
-Determining the appropriate number of
employees needed by the organization for the
work that must be accomplished.
Recruitment
Selection
Training and development
Steps in Staffing Process
Directing
-Directing human resources for the
accomplishment of objectives.
Controlling
-Ensuring that plans are being followed.
Standards
- created in the planning process define the
dimensions of what is expected to happen.
FEEDBACK
PLANNING CONTROLLING
STANDARDS PROCESS
PROCESS
ACTUAL PERFORMANCE
DEVIATION, MEASURED
AND CORRECTED BY
CONTROLLING
DESIREDPERFORMANCE
(STANDARDS)
~THE CONTROLLING FUNCTION OF MANAGEMENT
Management Practices
Behavior modeling
Modeling the behavior you expect from your employees.
Open door policy
Encourage employees to come to their office with ideas,
concerns and questions.
Managing by walking around
Practice in which managers walk through their operation
on a regular basis talking with employees and supervisors.
Making work fun
Having fun in the workplace.
Emerging Management Issues
Social Responsibility
-An organizations responsibility to society
that extends beyond its profit generation.
(Wheelen and Hunger, 2008)
DaSilva (2004)
Consumers are considered switching to another
companys products to punish a companys bad
corporate behavior.
Globalization
Geocentric
attitude- focuses on finding the
best approach regardless of its national
origin.
In supporting globalization, it varies based on
ones beliefs about the process.
Command Economy
Government controlled, in which a planning
agency determines what to , when to, who can
and in what quantities to produce.
Exchange rate of currency
The equivalent value of ones countrys currency in
another country, can impact international business.
Free Trade
Common Market
Political and Legal Environment
Impacts globalization through Trade barriers.
Tariffs
Subsidies
Quotas
Includes
the culture and values that exist in
each country.
Inner
force that activates or moves a person
toward achievement of goal.
3 Needs:
A need to achieve.
A need for power.
A need for affiliation.
Achievement Motive
A desire to do something better or more efficiently than it
has been done before.
Skinner (1971)
Extrinsic Motivation
-Are factors outside of the individual that
drive behavior. It occurs when a task is done
primarily because of external factors such as
pay, coercion or competition.
Job Satisfaction
Year: 2011
While this study assessed performance using two dimensions, future research
should utilize a "balanced scorecard" approach to performance or assess
additional relationships between participative impacts on growth, knowledge
management, innovation capabilities, employee turnover, and development of
approaches to speed good decision-making.
Year: 2011
The questionnaire was the product of a collaborative project between various educational
institutions and was structured in eight sections, covering the same numbers of variables;
among which were: Corporate Social Responsibility, Knowledge Management and
Competitiveness.
Evaluation of the responses using the Likert scale in order to determine the degree of
agreement or disagreement with each item
Analyzed the results using confirmatory factor analysis (CFA), Cronbach's alpha, and
subsequently structural equation models (SEM).