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Ten managerial concepts by Jack Welch Report


Jack Welch names ten managerial concepts that every manager has to understand and employ. These concepts are: integrity, change, customer focus, size and structure, constant fight, self-confidence, training, searching for best global talents, informality and global learning (Jack Welch final GE mgt meeting, 2010).

Jack Welch notes that the concept of integrity is closely connected with acting legally (Jack Welch final GE mgt meeting, 2010). He claims that managers should always act within the boundaries of the law and make sure their people act legally as well.

Apart from being legal, the concept of integrity is also related to having values and always doing right things. Welch also stresses that true leadership is about making people share the values of the company and accept the concept of integrity (Jack Welch final GE mgt meeting, 2010).

I agree with Welch and I also think integrity is all about having values and being responsible. It is possible to note, though, that acting legally is an indispensible part of being responsible and sharing values.

Effective leaders should make sure their people have the necessary values and act correspondingly. This will contribute to the organization’s development as all employees will move in the same direction.

Jack Welch emphasizes that self-confidence is one of the essential building blocks of a successful organization (Jack Welch final GE mgt meeting, 2010). He claims that effective leaders have to build self-confidence in their people. Notably, he is also developing self-confidence of the managers who are present.

He claims that their organization has the necessary tools and resources to enable managers to reward their people. Thus, Welch mentions such tools as big raises, numerous options, stimulating atmosphere, exciting jobs and promotion which are major tools of motivation. Welch claims that these tools have to be employed.

The speaker also stresses that the managers who are present are all successful and effective leaders who enable the organization succeed. Welch claims that those present are best managers in the organization. It is necessary to note that he sounds quite sincere. He seems to believe in what he is saying.

Welch singles out four types of managers. The first type is the manager who has values and is effective. According to Welch, such managers should be promoted (Jack Welch final GE mgt meeting, 2010). The second type is a manager who has the values but is not very effective.

Leaders should give such managers another chance and these managers can transform into type one managers. The third type of managers is a manger who has no values and is not effective. Leaders should fire such managers.

However, the most dangerous type of managers that can have a negative or even detrimental impact on the organization is the fourth type of managers. Such managers are effective and “make the numbers” but they do not have values (Jack Welch final GE mgt meeting, 2010).

These managers can destroy the organization as they only focus on results. They do not have values and they are often concerned with short-term goals and their own interests. However, an organization where such managers exist is doomed to failure.

People who do not share certain values have different views on development. Nonetheless, organization has to have only one vision and one way of development to be successful.

In the recent decades, people have claimed that corporations are machines aimed at gaining profits. There is a lot of tension between corporations and individuals. People strive for diminishing the number of corporations or changing the very essence of these institutions.

However, Welch considers corporations as certain kinds of communities (Jack Welch on leadership, 2009). He stresses that corporations are not machines, but people. Such ideas can have quite significant political implications. If more people share the same view on corporations, the business world could change.

Legally, corporations will be regarded as a group of people not a single entity gaining profit. This can have positive effects on the development of the business world. Thus, CEOs of corporations will be more responsible and people-oriented.

Notably, Jack Welch highlights effective strategies for the organization to be effective. He stresses that constant change is crucial and reveals a number of ways to implement the change. Welch also mentions that each company, including the company in question has bottom employees who are not effective at all.

To help the organization clean up (and to help the employees understand the gaps in their knowledge or skills), it is possible to employ action research. Action research involves collecting data, developing a plan to drive the change and implementing the change (Lewis, Packard & Lewis, 2011).

Employees have to provide self-assessment reports; they also have to assess performance of some of their colleagues. The least effective manager is the one who has the fewest accomplishments, the poorest performances, etc. When the bottom managers are identified, it can be effective to start a discussion aimed at revealing the employees’ potential.

It is possible to identify the type of the manager to consider his/her potential. There may be type two managers among the bottom employees. Finally, it is crucial to fire type three managers.

Reference List

. (2010). Web.

. (2009). Web.

Lewis, J.A., Packard, T.R., & Lewis, M.D. (2000). Management of human service programs. Belmont, CA: Cengage Learning.

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