Management tools and techniques
In the management of an individual and for an organization, there are various tools and techniques that are necessary. The organizational and personal behavior will determine the growth and productivity of an individual and, the organization at large.
For a firm to succeed, its staff will be required to possess excellent skills in leadership, communication, self-management, problem solving, and time management, among others. The management in the organization should get ways to motivate their employees and, offer them training and refresher courses.
They will create an efficient communication channel within the organization and its stakeholders. They will provide quality customer service so that they can retain and attract new customers. In addition, they will have strategies in place and oversee their implementation so that they ensure maximize productivity.
The success of an organization begins with the success of an individual. If all the employees are working together with one vision and goal, then it will be easy for the company to succeed. My technique for success is to ensure that I am able to accomplish the required duties in the right way and, within the provided time frame.
This begins with the management of the mind and, having a well planned and organized schedule. This involves the ability to work with other people when required. I manage my time by ensuring that I begin my work early to avoid the last minute rush.
By prioritizing the objectives to be achieved, it becomes easier to undertake the duties and if faced by a time constraint working smart is the best option.
This is by staying calm to ensure that the quality of work is not jeopardized. The decisions made should be timely and wise. This will make the leadership skills better if the decisions made result to success.
One should have the ability to work in a team and it is also essential to possess necessary leadership skills. The coordination and output of different departments and teams, will determine the organizational behavior and success. The goals and strategies of the management will lead to the type of culture to be formed.
This will determine the patterns of communication, socialization and leadership formed. The satisfaction of employees and motivation will be portrayed in the end result. The motivation techniques should be determined for the employees to feel appreciated in their contribution towards success.
There should be chances of career development as this will make the employees see a good future in their actions. They should be offered a variety of skills so that they get a chance to work where they feel more productive.
The communication skills in the organization should be good and, the staff should be offered a chance to express their views. This will give them a sense of belonging.
The tasks offered to each employee, should be significant so that they all have a responsibility towards the production of the final product giving them a sense of responsibility.
There should be trainings to enhance the decision making, stress management and problem solving skills of the employees. This will give them a chance to be able to handle problems in a simpler and stress free way.
Theories of leadership and practices of management
In order to achieve organizational effectiveness, there are theories that were evolved to enhance the leadership and management techniques. The main theories are Theory X, Theory Y and Theory Z.
In Theory X, the management believes that the employees will want to avoid any work and thus, they will need to be supervised when they are carrying out their duties. Control systems should be developed to monitor their operations and hierarchies in the organization will be used.
The employees will avoid their duties at any opportunity they get and, they will want incentives to do any extra work. This theory is not used much in the modern times as it leads to mistrust among the employees.
The managers will always blame their employees for any occurrence of failure. In big organizations, they might end up experiencing low output than input if the theory is used.
Theory Y assumes that the staffs are self driven and motivated, and that they enjoy their work. Managers believe that the employees possess more ability and they are not fully utilized. That, if the employees are given better conditions, they can become more productive.
The employees are viewed as responsible and very willing to accomplish the goals and targets given to them. These employees are motivated by doing a satisfactory job and to them, failure is not an option. The relationship between the managers and the employees is positive and, they make decisions together.
They share and solve the problems that they face in their work with the managers. This creates a comfortable environment for the employees and they have fewer problems with their supervisors. This theory is used by the modern managers to ensure that their employees are comfortable and, that they are productive.
Theory X and Y came up in the 1960’s and were formulated by Douglas McGregor. He thought that development of an organization is highly dependent on the trust of the managers to the subordinates.
Ouchi’s Theory Z insists on employee devotion to the organization. This is done by offering the employee a good and comfortable life in the workplace. It seeks to ensure that the employees are motivated and that the levels of production and job satisfaction are improved.
This is a practice in most of the organizations and, the relationship of workers is enhanced. They are offered with a comfortable environment and, a culture of togetherness is created. This will improve the life of the worker at work and at home. Theory Z was developed by William Ouchi in the 1980’s.
He used his management techniques on the Japanese firms and there was a rise in the production in these firms. At the same time, the Americans were using the Theories X and Y and their production fell.
Ouchi showed the Americans how to increase the production like the Japanese by proper management of people and not through advanced technologies.
The combination of these theories can be used by the modern companies to manage their employees. The employees are the most important component of an organization and they determine the success or failure of the company.
The management should put the welfare of employees first to ensure that they have the organizations interest so that, the operations can be effective. This is the only way to ensure that the goals and objectives are achieved.
Personal development is useful so that an individual can continue acquiring more skills and knowledge for the benefit of oneself and the organization. One of the tools for personal development is living in the present. It is not necessary to dwell in the past which cannot be changed or live in the future that we do not know about.
We should use our subconscious mind well to visualize ideas as if they were taking place. Positive thinking is necessary to accomplish anything and we should assist other people to view ideas and situations positively. We need to plan our activities and provide a time limit.
Also, the ideas of other people should not be ignored and, we should have the ability to assist others in solving their problems. The ability to handle stress is important for the development of an individual.
Colleagues will be a source of stress at work and ways of handling them should be developed. The ability to relate with others is crucial and a positive attitude is very important.
The development of personnel is the responsibility of the human resource department. Each organization will need to have strong human resource department with competent personnel. They should understand each staff member and, should be aware of their background and personal attributes.
This will assist in the handling of the individual and, they should have programs that will help them. The training of staff is important so that they can know how to execute their duties. In addition, staffs should be trained on the work life and, how to relate with their colleagues and superiors.
Motivation of employees should be ensured so that they maintain a positive view towards their work. The remuneration plan should be favorable and, incentives should be offered to boost the motivation and morale of employees. A chance of career development should be presented and promotions offered to enhance employee growth.
Development models
Career life development model
At times we find ourselves at crossroads regarding our areas of interest or the careers we intend to pursue. We are dissatisfied at times on the path we take in life. An individual may be affected by the schools they attend, age or experience when determining their career.
The young and new professionals have a certain view of the world which turns to be wrong as they grow older. Career development should begin from school where, a person is assisted to identify his or her interests. Once they have moved to their workplaces, they should be offered positions in areas where they feel they work best.
There should be chances of career growth within the organization and workers should be given a chance to move to the departments where they are more experienced. This will be helpful to the career life of an individual.
Leadership development model
The forms of leadership are necessary for the employees to practice and determine where they fit. Leadership is a unique feature that individuals possess but, can hardly realize unless, given a chance. Teams can be used where one will be part of a team and will have a role to play towards achieving the end results.
One is expected to respect all the team members and, himself or herself. A person will be given the responsibility to lead the team and results will be expected.
This will help a person realize the areas in which they have a talent and where they can lead best. This will assist an individual built and strengthen their leadership skills. It will also improve the competitiveness and success of the organization.
Personal development motivation model
The motivation of an individual needs to start with him or her. One needs to come up with goals that he or she wants to achieve and, the strategies towards them. It becomes easier when one concentrates on a specific goal at a time.
This will bring along the other goals that need to be accomplished. The greatest motivation for a person is when one achieves something that he or she has desired for a long time.
All the negative influences and distractions should be avoided so that the intended goal is achieved successfully. The goals will need to be specific, realistic and time bound. This will enhance the effectiveness of the organization if motivation comes from oneself.
Professional development model
An individual is guided towards professionalism through the realization of certain goals. One should develop personal goals and, should have a chance to assess them and see if they can be accomplished. Through the involvement in the development process, one will acquire new skills and ideas.
Training should be undertaken which could be in both theory and practice where people are taught on the acquisition and, implementation of new skills.
Then inquiry is undertaken where reflective action is needed. This is where an individual comes up with questions regarding themselves and carries out research.
A reflective action needs to be taken where one puts himself or herself on certain conditions. The development of yourself will begin with you. If you intend to develop your career, profession, or any other aspect of your life, you need to take the necessary steps towards it.
This begins with the visualization of the goals you want to achieve and the process towards them. You will need to create an assignment on yourself and, undertake the research yourself. View yourself as part of the problem and part of the solution.
Undertake a data collection process, analysis and review on the subject of research. Through this, you are able to solve solutions more easily and, the productivity and effectiveness of your organization will be accomplished.
Reference List
Lyons, P, A leadership development model to improve organizational competitiveness, Entrepreneur Media Inc, 2007. Web.
Mullins, L, Management and organizational behavior, 8th ed. Pearson, UK, 1999.
Storey, J, Human resource management. A critical text, 3rd Ed, Routledge, New York, 2007.