Managerial Functions


There are four basic managerial functions are planning, organizing, lending, and controlling. By applying these functions to the various organizational resources—human, financial, physical, and information—the organization achieves different levels of effectiveness and efficiency.

  • Planning: The first managerial function is the process of determining the organization’s desired future position and deciding how best to get there.
  • Organizing: It is the process of designing jobs, grouping jobs into manageable units, and establishing patterns of authority among jobs and groups of jobs. This process designs the basic structure of the organization.
  • Leading: It is the third managerial function, is the process of getting members of the organization to work together toward the organization’s goal. Major components of leading include motivating employees, managing group dynamics, and leadership per se, all of which are closely related to major areas of organizational behavior.
  • Controlling: It is the process of monitoring and correcting the actions of the organization and its people to keep them headed toward their goals.

My Consultancy–Asif J. Mir – Management Consultant–transforms organizations where people have the freedom to be creative, a place that brings out the best in everybody–an open, fair place where people have a sense that what they do matters. For details please visit www.asifjmir.com, and my Lectures.

Tall or Flat Organizations


“Tall” organization structures are characterized by more levels of managers and supervisors than are comparably sized organizations having “flat” structures. The spans of authority are narrower in tall structures than a flat ones. From the organization’s point of view, tall structures provide more control and direction than do flat ones; from the employee’s point of view, they are more restrictive and offer fewer opportuities to make decisions and exert initiative. The organizations make it possible for managers to keep in touch with their area and people more closely, because they have fewer subordinates and a narrower area to supervise. Centralized or decentralized structures also influence the degree of freedom the managers and employees have in various organizational divisions.

 My Consultancy–Asif J. Mir – Management Consultant–transforms organizations where people have the freedom to be creative, a place that brings out the best in everybody–an open, fair place where people have a sense that what they do matters. For details please visit www.asifjmir.com, Line of Sight

Enthusiasm in Action


Make no mistake: The more closely a person can identify with the end result of his work, the more enthusiastic and productive the individual will be.

 A person who owns a large furniture factory takes enormous pride in his people. And they are mighty proud of him, too. He is a master in helping his personnel identify with what his company does. It is a powerful enthusiasm builder.

 “Take my truck drivers,” he explained. “They work very hard, never complain, and take more than their share of risks. Our drivers identify with their work. When they deliver a load – maybe two thousand miles away – they sign all documents, ‘delivered with pride by ________________.’ Signing their names makes them think, ‘I did it. I delivered this load with my skill, cauition, and hard work.’ When they phone the office to let us know they’ve made it, they always begin with, ‘This is ______________. Mission accomplished!’

 But employee identification doesn’t stop there, a team of three to five employees finish off and inspect each piece of furniture. And their names appear on a neat label. This gives them pride and it sure helps sell the furniture when customers know human beings – not machines – put it together.

 Even secretaries in his plant are identified with the letters, reports, price quotations (everything that is typed) not by initial (no one knows people’s initials) but by name.

 Identification with work done is focusing on the big, the important, and it is enthusiasm in action.

 My Consultancy–Asif J. Mir – Management Consultant–transforms organizations where people have the freedom to be creative, a place that brings out the best in everybody–an open, fair place where people have a sense that what they do matters. For details please visit www.asifjmir.com, Line of Sight

Empowering People


Empowerment gives people more control over – and responsibility for – their work. It is based on the idea that those most closely involved with operations are in the best position to make decisions about them. So it delegates responsibility as far as possible, with people using their knowledge and abilities to manage the details of their own job, free from the instructions and control of a more remote supervisor.

 

You can see the difference when you go into a shop to exchange some garment. Marks and Spencer has empowered employees, and the first person you meet will happily refund your money or change the garment as you prefer.

 

There are five main types of management style:

  1. I decide and you do – which is the traditional authoritarian approach;
  2. We discuss and I decide – which involves some discussion but responsibility remains at the higher level;
  3. We discuss and we decide – which is more collaborative and has some real delegation of control, but ultimately authority and responsibility remains with the senior manager;
  4. We discuss and you decide – which delegates most control of the decision;
  5. You decide and I’ll help if needed – where the senior manager hands over control, and acts as a coach and consultant if needed.

 The last level is closest to empowerment and is the approach that is becoming more widely accepted. As Bill Gates says, ‘Empowering leadership means bringing out the energies and capabilities people have and getting them to work together in a way they wouldn’t do otherwise.’

 

Empowerment gives more authority to people lower down the organization, and it also puts more demand on them. They must be willing to accept this responsibility, be able to make good decisions, work without supervision and probably form part of a team which completes in identifiable part of the whole process.

 

My Consultancy–Asif J. Mir – Management Consultant–transforms organizations where people have the freedom to be creative, a place that brings out the best in everybody–an open, fair place where people have a sense that what they do matters. For details please contact www.asifjmir.com, Line of Sight