Introduction
Management requires skills for one to attain the organizational goals. The master manager has the key responsibility over the activities and must perform. To become successful, he must overcome challenges and lead the organization into progressive growth.
This paper will discuss three challenges of becoming a master manager. It will also discuss how a master manager can sustains performance without becoming hyper- effective while noting their behavior.
Three challenges of becoming a master manager
Meeting the organizational goal
Harwell (2009, 1) indicates that every organization has organizational goals that guide the activities of the institution. The master manager is usually in charge or ensuring that the goals are met. The master manager schemes a strategy that is going to assist them meet the organizational goals. To be able to achieve the goals there is to have all the necessary resources that are required.
They may be material resources or human resources. Meeting the organizational goals can be challenging because the manager must prioritize the most important activities first. Identifying the priority may be limiting where there is inadequate information.
The people working under the master manager need to be highly motivated and supportive. Additionally the manager has a great task of providing leadership in the organization.
The human resources
The human resources pose a great challenge to the master manager. This is because human beings are influenced by environmental factors that affect their ability to perform. The human resources whether middle level managers or junior workers need to be acknowledged for work well done.
The master manager can recognize excellent performers openly. Those with poor performance can be corrected in private without embarrassing them in public.
Human beings have individual goals and values that can contradict with those of the organization. The master manager must be keen to designate such employees with tasks they are suited and have interest in. the other challenge is that employees have a constant need to expand in their career and thus it is important to maintain them. The master manager can discuss and look for ways they can be of help (Harwell2009, 1).
The working environment is important to human resources and cause challenges on the master manager. This is because if the environment is not conducive then the performance will not be up to standard and the organizational goals will not be met (Hill 2003, 23).
It is human resources that are responsible for communication in the organization. Whenever there is a challenge in communication the master manager cannot work effectively and efficiently. This is because the communication is important at every level of organization
Hill (2003, 23) points out that some employees may be poor in performance and fail to meet the targets. Consequently the master manager has to be sensitive to encourage them. However, if there is no improvement, then the master manager may terminate the contract with the employee and engage in another process of recruitment. On the other hand some employees exceed the targets set.
The challenge is to sustain the employee so that the company continues to benefit. They may seek to join other organizations that are competing and thus the master manager has to maintain the employee.
Recruitment of new employee can be challenging. The master manager must ensure that he gets the right people for the company. The process of recruiting is challenging because the abilities of a potential employee cannot be known in the interview alone.
Maintaining high performance
To sustain high production in an organization can be challenging to the master manager. This is due to unforeseen circumstance like disasters in the company. Other times the employees may fail to report at work because of sickness, personal problems and sometimes death. Criminal acts against the company may pose challenges to the master managers because he has to keep the company performing. Is
When the master manager reaches the level of high performance, then they are labeled as highly effective. They must constantly be skillful to address the needs of the organization, the employees and ensure that he progresses. Highly effective managers are expected to bring progressive development which is challenging.
How a master manager sustains performance without becoming hyper- effective
Hyper effectiveness is an unsustainable habit where a manager is characterized by high performance. The manager must provide leadership to the organization. They are looked upon by employees. They can practice assertiveness in decision making and be sensitive to the human beings.
The organization works as one team under same objective. Each division is headed by middle level manager who have assigned goals that add up to the ultimate objective.
The role of middle level managers during Downsizing in an institution cannot be under estimated. They coordinate and produce as well as direct activities. Thus their contribution unlike before will be to make decisions rather than wait for the master manager.
As Belasen (2000, 222) indicates, strategy in business can be of great help. The organization may employ strategies in the company instead of dismissing employees. Additionally, the master manager may use motivation on employees so that they sustain their output at work. Training can be done on new and existing employees to make them learn and refresh their knowledge.
Furthermore, Quinn et al (2006, 254) mention that the manager can learn the skill of adopting new strategies as changes in the environment occur in order to keep a high performance. The employees are dynamic as they are human beings, the market changes and thus the master manager must be sensitive to the changes and act accordingly.
There are changes at work place when the master manager learns not to act as a hyper effective manager. Work is done effectively and efficiently. There is effective communication at work and timely information is given whenever needed. There are no over laps in responsibilities of the workers.
There is downsizing and thus the middle level managers play a role of supporting the master manager. The master manger also does evaluation from time to time to know what areas need improvement (Hill 2003, Para 7).
Conclusion
A master manager can overcome challenges and become accomplish his tasks. The main challenges they face include: Meeting the organizational goal, managing the human resources and maintaining high performance. The manager can be effective and avoid being hyper effective.
They can provide leadership, use downsizing and the middle level managers as well as train and motivate the employees. The manager can employ strategy at work to face difficulties. Since the environment and employees are changing the master manager can be flexible and change strategy so as to overcome the challenges.
Bibliography
Belasen, Alan. T. Leading the Learning Organization: Communication and Competencies for Managing Change. Albany, NY: SUNY Press, 2000.
Harwell. “Career, Leadership and Management” The 7 biggest challenges of a Manager, 2009. Web.
Hill, Linda. Becoming a manager: How new managers master the challenges of Leadership. United States of America: Harvard Business School Publishing Corporation, 2003.
Hill, Linda. How New Managers Become Great Managers, 2003 https://hbswk.hbs.edu/item/how-new-managers-become-great-managers .
Quinn, Robert E., Sue R. Faerman, Michael P. Thompson, Michael R. McGrath, and Lynda St. Clair. Becoming a Master Manager: A competing values approach. 4th edition. Edison, New Jersey: John Wiley and Sons, 2006.