Management Skills in Organizations - Coursework Example

MANAGEMENT ANALYSIS by Course Professor Institution City and state Date Management Analysis Introduction Management is a skill in leading an entity be it a business or an institution by utilizing available resources accordingly to gain ground on achieving the objectives of the organization. Invariably, management revolves around strategic planning, staffing, and organizing a cororation to enable it accomplish its goals in the long run. Moreover, organizational management demands that the personnel involved have the zeal, determination, devotion, and necessary skills to catapult and channel the scarce resources by using them in the best way possible to attain long-term success(Foss & Knudsen 2013, p.27). As such, this paper will analyze management skills in organizations with emphasis on skills and competencies on the management platform. Ideally, administration involves overseeing the progress and performance of groups. The management position is an avenue for taking control of an entity. In this regard, the avenue may involve critical areas as turning around and aiming at profit making while minimizing costs(Gallati 2015). This position goes a long way in ensuring that all the operations of the business run on smoothly with minimal or no disruptions. The management often follows a particular hierarchy of power and increase in administrative duties. Discussion Managing operations in an organization can as well be seen as leading people. Managing people would mean that one is responsible for ensuring that the organization has the appropriate number of personnel at every given point. The staff is an asset to an organization. A well sought after team would mean the difference between making a profit and making huge losses. Employees are, therefore, obliged to be qualified and committed to delivering in their various assignments (Hull 2012). The organization too has a duty to ensure that productive employees are well rewarded and appreciated for their dedication and professionalism. Employees are supposed to be assigned tasks they are well professional at to ensure productivity at its highest point at all times. On the contrary, overworking of employees may lead to dire consequences such as fatigue which lowers production(Hutt & Speh 2012, p.31). It is, therefore, advisable that employees work in shifts where possible and have leave days so that they also have ample time to sort their personal issues Cultivation of a positive culture in an organization is critical and equally important. A culture of excellence begins with training the employees to have the mindset of determination to succeed both personally and as an organization (Weiss 2014). To make inculcation of a culture flourishing, the management in an organization must well drive the point home regarding how the organization benefits from the culture and most importantly employees’ personal gains from this culture. With time, culture becomes the identity of a body and similarly the identity of persons working for the organization such that when the organization’s logo or commercial premiers somewhere, there is the particular aspect that it triggers in the minds of the audience that is the culture as the image of the entity. Then, there is the culture of an organization which is concerned with how employees of the organization relate to each other both in the working environment and outside the gates of the body. For instance, an organization may develop a culture of caring for each other. Employees mind each other in such a manner like family do. The aspect of identity and belonging cultivates the culture of an organization. This aspect should be incubated strategically and inculcated for blossoming into the employee base. The aspect of management of an organization can be viewed as the process of taking charge of people working in the entity (Weiss, 2014, p.7). The control of an entity should be divided appropriately among the various divisions so as to run the management process effectively. The administration docket, for instance, should be distinct from the production section of the control. Differentiating in such a plan makes the separate divisions work distinctively making managing the entity a walk in the park. Lack of such separation of powers will lead in conflicting interests which slow down operations in the organization(Armstrong & Taylor, 2014). Once conflicts arise in the management, operations are set to low own significantly. Systems thinking should be well installed into the system so as to resolve well conflicts and make efficient operations in management. Management is a pillar to the organization of which if it is shaky or collapses leads to the start to the fall of that entity. The management as a whole is bound to deliver lest the organization becomes unstable and collapses. A manager is set to make a positive identity for themselves or the organization since they are the face of the entity in issues about meetings and marketing the organization. One’s identity can be seen from various perspectives may it be cultural such as gender, race or hierarchical such as being branded as rich or poor. The status of a manager can influence their delivering mandate to the organization to a large extent. How people in the society brands an individual is imperative to them. The society around an individual ca either stigmatize them or not (Weiss, 2014, p.7). The stigmatized set of identities can influence the way a manager conducts themselves and runs the organization. They will tend to use more energy fighting the stigma that is channeled towards delivering for the sake of the entity’s weel being. Such groups of people also find themselves in situations where they are not equitably treated as other individuals are in the society while seeking for managerial positions in organizations the employers having the stigma in mind. Identity is largely a matter of how one conducts themselves towards themselves and others but also to some extent depends on how others treat the individual. For instance, if one in a managerial position is of a different race from the society around, the way they are treated by others around them (Summers, 2015, p.17). Especially, if their opponents are racist and in this case the are supposed to keep calm since if they react racist too, they are bound to be misinterpreted more harshly than their accusers. Identity is thus usually in the hands of the people around an individual. The performance of a manager is to an extent allied to their identity and how much they accept their status. If one is comfortable in their skins, they are not bound by what others think about them. The identification of gender again is a contentious issue. The society has always branded the male as the stronger persons in the social and the female as the inverse. This scenario then makes women in management positions in a tight point of fighting the mindset in the society. Such predicaments can easily make women in leadership positions futile in their quest of running an organization. (Budhwar & Debrah 2013) The identity of a person is thus a determining factor in the performance appraisal of a manager. The everyday operations of an organization can be slowed down or even completely paralyzed by the identity factor in a manager. Managers are in the position of hiring employees into the organization, and it is probable that they would employ persons of their sort since they have similarities. This aspect now shows how identity can affect even the running o the organization. A manager’s primary responsibility is to direct and lead in the operations of the organization. Supervising operations to ensure the smooth functioning of activities as they should run (Jeston & Nelis 2014, p.26). A manager is, therefore, a dominating figure in the group. This scenario shows that hierarchy is existent showing how administrators in the management team have powers distributed and who reports to whom. A manager is at the top of the hierarchy under the directors and the owners of the organization whom he reports. All other employees in the organization are under the manager’s authority. The manager thus reviews who is performing and who doesn’t perform giving them the power to hire and fire. Being at the top of many activities and operations occurring below him, a manager cannot do all the work. Thus, they have to delegate duties ad the remaining part now becomes supervising and overseeing the functions. A good manager will embrace innovation and current trends encouraging their employees and rewarding them for good ideas they bring on board. They will also try their best to maximize profits and reduce costs of production. It should also be the dream of every manager to keep on growing the business every time for the better. The aim of a manager should be towards production on a grand scale and grow the business increasing the customer base significantly. Pushing the products to the global markets through innovation and producing products that are unique and satisfy the market need it is meant to fulfill. Widely networking keeps the product moving and increasing the customer base. Finding new ways of meeting the same need and discovering more needs is the progress every organization should seek to realize. Managers should be swift in delegating duties and dominate in talks with their subordinates. They should also be swift in speeches delivering information wholly. The manager should also be manipulative in their running of the organization since they have the upper hand in making decisions (Dumas et al., 2013, p.24). They should also give room to suggestions and embrace the viable ones from employees. Managers should also adopt and design plans and budgets over a period to reflect on the progress and points that they have to adjust. The post-modern way of management should be the way to go. Routines and repetitive cycles should be a norm so as to inculcate the culture of success (Dalkir, 2013, p.14). Conflicts are common in any setting of an organization, and the difference comes in with how they are solved. Conflicts may regularly occur between parties that have a mutual interest such as power. Promotions to higher ranks can be a source of conflicts between many individuals. Managers should be on the lookout and address such issues with the urgency and care it deserves. This case calls managers to be just in such appointments for them to be measured on the scale of integrity. In the part of recruiting new employees on board, they should have the integrity of taking suitability before nepotism and favoritism. The management should also be vigilant in obtaining their place in the world-making of a market niche for the organization (Crane, 2013, p.67). The interaction between high ranking individuals in the management requires that the administration is lenient with words and consider what the other individual says to gauge the content without contempt. Mind games are often a common happening in this scenario the manager trying to have the upper hand in the conversation(Carroll & Buchholtz, 2014, p.45).. The director, in this case, should consider listening to the others and make a decision with moderation. Language is an important element in relating with many people. Many a time people would engage in language games to blame each other or even insult each other which is unprofessional. Managers should be in the forefront ad lead by example of using clean language. Vulgar language is unacceptable professionally since the same language if use to a business context would course a catastrophic loss of business (Budhwar & Debrah, 2013). It is therefore not acceptable to allow a use of bad language and such culprits should face reasonable means of punishment such as suspension from services that it can serve as a warning to others. Managers should struggle to see that all people relate well to the organization. Favorable relations in an organization would favor the operations of the organization and see an increase in production. People united can never be defeated a phrase that holds in the power of togetherness. It should be a culture that people are united and do things in a united manner. This culture can see increased production in the business of the organization (Brigham & Ehrhardt, 2013, p.13). The management more so at the boardroom level should be able to see what the competitors are up to and act accordingly. The control at this level should be dynamic and swift in noting fertile grounds and act accordingly. Moreover, (Besner & Hobbs, 2013) argue that the line management system is one effective method of the directorate where the management checks where the failure originates hence holding accountable the employee liable. Conclusion Management is a mix of skills and dedication towards the success that the organization is destined. Active management will always point towards the general growth of the entity. Managers should always look into making the optimal and viable decisions either by consultation or their personal analysis of the situation. Organizations should also make their employees feel part of the management by incorporating rewards systems for performing individuals. Ranking the employees according to the appraisals also is a good idea since the non-performing individuals will make a point of improving. Managers should also inculcate the culture of building togetherness in the wake of improving operations in the business. The management should lead by example of not failing in their duties in running the business. They should have zeal and devotion in delivering to meet objectives of the firm. Managers are individuals with years of experience in their cart thus are expected to reflect the same expertise in performing their duties. References Armstrong, M. and Taylor, S., 2014. 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