Effective Managers

Nadeem Yousaf

The article highlights behavior of effective managers because all companies demand effectiveness and efficiency from their managers to grow. Effectiveness is the degree to which a manager achieves a stated goal that the organization has pronounced.  What is effectiveness? It refers to the ratio of resources (raw material, financial and human resources) that are used and the output that is achieved.

Effectiveness and efficiency is only possible when managers are skilled at planning. Planning is needed in executing all organizational activities from formal structuring to managing people.  Organizations manage well in the rapidly changing environment when managers know how to make a link between formalization and people.

Being a manager, you must remember that organizations are not only controlled by policies and formal statements. Organizational culture and other informal aspects of organization are very important in governing human behavior – because they are the means in providing the shred values of the system. Most of the time employees follow practices of the organization instead of what is written in the policy books and manuals. If you want that policies, rules and regulations should be followed then informal organizational must match to formalization.

Organizations not only are organized entities but also provide a social setting in which people develop relationships; for organizational growth and employee commitment, it is important to develop friendly relationship with subordinates, peers and superiors. Since the movement of human relations it has been recognized that under excessive stress neither employees perform nor maintain meaningful relationships with others. Manager negative and inconsiderate behavior can be a hindrance in pursuing organizational interests.

Bias and prejudices towards committed and professional employees is a sin.  It is analogous to providing unconsciously undue favors to those employees who are less committed and competent. The research shows that sometime it happens that "do-nothing" type of individuals is picked up for promotion over a more qualified candidate because of decision-makers personal prejudices. It is not very problematic to justify elimination of a competitive person from a promotion pool but your organization pay the price for your action – and, you might be, as well. Being a manager, you must respect potential of your subordinates and give them a chance without personal prejudice so that you can promote interests of your firm. The concept ‘reward the right kind of behavior’ does not mean your personal likeness or dislikeness.

Using all the time authority will never bring desirable results unless authority is combined with personal power. Authority and power are two different concepts. Authority is a formal power which the incumbent of the position draw from the organization. Authority provides power to coerce and force subordinates to do something. In contrast, the concept of power implies the ability to influence behavior of individuals, which is based upon personal ability in managing people. The difference between ordinary manager and effective manager is that ordinary manager mostly relies on authority whereas effective managers employ both authority and personal power.  Combining authority and power turns a manager into a leader.

Effective managers or leaders understand personality and abilities of subordinates. You might have subordinates who are of equal rank or position but still they vary in their competence and personality traits. While implementing concept of justice, you must appreciate their different level of abilities.  Avoid controlling all your subordinates with one stick; following this strategy might discourage many of your subordinates. Mind it, intelligence of a manager is generally gauged by how well individuals and groups are used. Smart and effective managers know importance of human factor in the system. They know that subordinates with a high degree of competence need less supervision and employees with less ability need more supervision and guidance.

Effective managers knows disadvantage of unnecessary communication. For example, it is not a good idea to keep sending superfluous memos or calling unnecessary meetings so that you look busy. Similarly, it is equally a bad idea that you send memo to all subordinates if one person has committed a mistake; it irritates those who are doing their work with sincerity.

In short, effective managers appreciate well importance of human capital in the system. A system is likely to survive if competent, honest, sincere and professionally sound human resources are available but if human capital lacks organization will sooner or later dies even though it has abundant financial resources.

Point of Discussion:

Why it is said in the article that organization will sooner or later dies if appropriate human capital is not available to the system

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