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The performance of managers can be evaluated on how they achieve their goals, through proper formulation of organization principles to get the best out of people (Saxena, 2009).
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Management Values, Principles, and Goals MANAGEMENT VALUES, PRINCIPLES, AND GOALS Managers facilitate the success of a team in an organization by aiming towards productivity. The performance of managers can be evaluated on how they achieve their goals, through proper formulation of organization principles to get the best out of people (Saxena, 2009).
I value courage in challenging situations. The principle developed from this value is that, honesty of superiors towards their subordinates influences organizational performance. This principle was selected on the basis that, managers lead by example and integrity. The implication of this is that their decisions and choices may affect their followers positively or negatively (Pinnow, 2011). Another emerging principle is that, learning from success and failure influence achievement of future targets and expectations. This principle has been selected because; managers are not afraid to face challenges, and they act on their own convictions. The third principle stipulates; it is imperative to engage effortlessly in activities and tasks, which add value to organizational performance. This principle was chosen with the view that managers only direct resources and time to projects, which contribute profitably to an organization (Saxena, 2009). The goal to be developed from this principle is the continuous improvements in the efficiency of the organization’s operations and functions, and this adds value to productivity. The main challenge in achieving this goal is because it is less effective when accomplishing tasks, which require assistance and direction. This goal can be well implemented when individuals are highly motivated and require minimum supervision (Goleman, 2000).
I also value the care for humanity. The first principle generated from this value states; all individuals are capable of success, and everyone wants to deliver to their fullest potential. The principle was chosen because I believe that employees can work better when pursuing a common objective. The second principle explores how individuals can achieve high expectations and required standards through inspiration. The principle has been chosen as it explains the importance of encouraging people in order to attain challenging goals. The third principle outlines the significance of building superior relationships when working with others through confidence and trust. This principle seeks to imply the effectiveness of teamwork when individual efforts are recognized. The goal underlying this principle relates to developing a mutual relationship and respect for all individuals. This goal is important as it seeks to mobilize a team collectively in achieving a common vision. The challenge in achieving this goal lies in exclusive reliance on emotional bonds, which negatively affect performance of employees. This goal can only be implemented when there is stress or need to rebuild trust in an organization (Pinnow, 2011).
Apart from courage and love for humanity, I also value transcendence for both people and environment. The principle originating from this value is; there is a need to give back to the society through good corporate citizenship. This principle was chosen because I believe a business is responsible for taking care of environmental issues such as pollution. The goal developed from this principle is to provide a sustainable environment, which is conducive for both business and society to thrive. The main challenge in implementing this goal is that, it may conflict the main objective of the firm, which is to maximize returns (Pinnow, 2011). Secondly, success and quality can be achieved through continuous innovation and diversity in expertise. This principle has been identified to explore how managers should strive for quality by investing, in Research and Development projects, to gain a competitive advantage (Saxena, 2009). Moreover, another principle is the standardization and streamlining of current tasks in laying ground for future threats and opportunities. This principle emphasizes on the fact that, managers have sufficient knowledge on how current decisions and strategies affect future outcomes.
References
Goleman, D. (2000). Leadership That Gets Results. Harvard Business Review, 4487, 1-16.
Pinnow, D. F. (2011). Leadership – What Really Matters: A Handbook on Systemic Leadership. London: Springer.
Saxena, P. K. (2009).Principles of Management: A Modern Approach. India: Global India Publications Read More
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