...review BEING THE BOSS is a must read for all managers. This document is an outcome of the book review completed by Group 8 of PGSEM 2013 batch. The intention is to capture the key ideas endorsed by LINDA HILL and KENT LINEBACK through BEING THE BOSS BEING THE BOSS is a must read for all managers. This document is an outcome of the book review completed by Group 8 of PGSEM 2013 batch. The intention is to capture the key ideas endorsed by LINDA HILL and KENT LINEBACK through BEING THE BOSS BEING THE BOSS THE 3 IMPERATIVES for BECOMING a GREAT LEADER BEING THE BOSS THE 3 IMPERATIVES for BECOMING a GREAT LEADER Group 8 Jitesh Gopal( 1312017) Pravar Ranjan ( 1312054) Rajesh Unnikrishnan(1312034) Group 8 Jitesh Gopal( 1312017) Pravar Ranjan ( 1312054) Rajesh Unnikrishnan(1312034) BEING THE BOSS is a must read for all managers. Linda A. Hill and Kent LineBack have comprehensively explained the paradoxes associated with Management Job. As becoming a manager is a journey – A journey most managers fail to Complete, it’s important that people are given tools and methods that will help them progress through the long road of management. Through BEING THE BOSS, Linda and Kent have provided us with such a tool. Jason, the protagonist in BEING THE BOSS, embodies the paradoxes that...
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...Human Resource Management - Book Review “Managing Your Boss” by John J. Gabarro and John P. Kotter Harvard Business Review, 2005 Introduction People sometimes do not realize how much their bosses depend on them and many people also do not realize how much they depend on their boss. For example bosses need honesty from manager’s direct reports. People can managing their bosses for very good reasons: to get resources to do the best job, not only for their-selves but also for their bosses and their companies as well. Effective managers take time and effort to manage not only relationship with subordinates but also those with their bosses. This essential aspect of management is sometimes ignored by otherwise talented and aggressive managers. And there are some managers who actively and effectively supervise subordinates, markets, etc assume an almost passively reactive stance when they meet their bosses. With this mutual dependence, effective managers seek out information about boss’s concerns and are sensitive to his work style. Whether see the boss as the enemy or viewing the boss as an all-wise parent. Summary The book is divided into four big parts. First part is Misreading The Boss-Subordinate Relationship. This part provide about how two people can on occasional be psychological or temperamentally incapable of working together, where a personality conflict sometimes only a very small part of the problems. Sometimes people did not realize that their relation...
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...Sick How poor management damages your employees' health and costs you big bucks. How often have you heard someone say, "He makes me sick!" You may even have said it yourself. And it may not be an exaggeration. Strangely enough, the people we work with or for can actually make us ill. If you are on the receiving end, there's probably not a lot you can do about it. If you are a manager or supervisor, however, you should be fully aware of just how your actions can affect your subordinates. Causing people problems is the mark of a poor manager, and it is likely to blow up into something serious when least expected. Those managers actually have the power and influence to make people ill is a significant problem in itself. Proof of this is the fact that health-care costs in North American companies make up their second-largest expense, after the payroll. Simply put, managers cannot afford to make people sick, and companies cannot afford managers who do this. Insomnia, depression, anxiety attacks, stomach disorders, headaches, high blood pressure, and ulcers are some of the symptoms of working with a bad boss, according to Americans Marjorie Blanchard and Mark Tager in their 1985" book, Working Well. The bad managers who cause these symptoms seem to exhibit several similar characteristics. For one thing, they are unpredictable, so their employees never know when they are going to be called on the carpet or chastised. What makes the boss lose his or her cool one day may be...
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...article talk about the ways in which managers and bosses are mutually dependent on each other and how to manage this interdependent relationship with your boss in order to function effectively. Recent studies in the article suggest that effective managers take time and effort to manage not only relationships with their subordinates but also those with their bosses. Bosses require cooperation, reliability, and honesty from their direct reports and when managers take the time to cultivate a productive working relationship by understanding their boss's strengths and weaknesses, priorities, and work style everyone wins. According to the article, managing your boss effectively is important and can simplify your job hugely by eliminating potentially severe...
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...The Boss less office An article for HR MESH – The monthly e-magazine by the HR Forum@SCMHRD THEME: Creativity in HR Submitted by: Sunil Pandey PGP1 Mob: 9920302951 Batch 2012-14 GOA INSTITUTE OF MANAGEMENT The Boss less office: Future Reality or Dream. ‘Every organization has to prepare for the abandonment of everything it does.’ Peter Drucker Are you angry at your boss? Be boss less... I have always loved my bosses, but most of the time we all have some or other kind of problems with our bosses. Imagine work environments where there are no bosses and no titles, where employees decide among themselves which projects to pursue and which people to hire and fire, and where each employee is responsible for deciding his or her own salary, raises and vacation days. Sounds different and quiet awkward but this is the recent talk of town of an innovation in HR. The boss less vision is being discussed on both theoretical and practical terms. Some see it as the democracy of the office place. E.g.: Valve Corp, a videogame maker in Washington State, has been boss free since 1996. It also has no managers and no official project assignments. How do the 300 employees coordinate their work? They self manage: they recruit each other for worthwhile projects, and they roll their desks around (all are on wheels) to reconfigure their work teams as they wish. Salaries and raises are set by...
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...then act in the way the sender expects them to do.“Good communication” in an organization will tell us to succeed in business today. Specially, we need the ability to communicate with people both inside and outside our organization. Whether we are competing to get the job we want or to win the customers our company needs, our success or failure depends to a large degree on our ability to communicate. Good communication improves employee attitudes and performances. For example, when executives succeed to make an effective communication to their employees, they can properly share their decisions, provide information or help their employees completely understand their tasks, subsequently do the right things and achieve the best results at the boss request. Employers want staffs do a work according to their requirement, employers have to make decisions and transfer this information to the staffs. If this process of transferring information is good, the staffs will understand what do employers require and meet the requirement of work. In addition, employers understand their staffs and apply the manner of communication to gain their purpose. In this situation, both employers and staffs are satisfied. In contrast, if this process is not good will lead to misunderstanding and the result of this work is not good. From...
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...Business Definition for: Presentation • an event at which preplanned material is shown to an audience for a specific purpose. Although a presentation is a verbal form of communication, it is often supported by other media, such as computer software, slides, printed handouts, and so on and to be successful, appropriate body language and good interpersonal communication skills are required. A presentation is normally intended to introduce something new to the audience, to persuade them of a viewpoint, or to inform them of something. Sales representatives use presentations when introducing a product to a potential customer. Presentations are also used in team briefing and other business contexts. Wiktionary Definition for: Presentation • The act of presenting, or something presented • A dramatic performance • An award given to someone on a special occasion • A lecture or speech given in front of an audience • # medicine The position of the foetus in the uterus at birth • # fencing Offering one's blade for engagement by the opponent On average, bullet-point slides yield a 15-20% recall of information after just five minutes. Yet most presentations are given in the same, ineffectual, way. It is possible to use PowerPoint to communicate effectively, but only by using the tool in a more considered way. Effective presentations are about clear communication. To present well, we need to understand when and why to use visual aids, what audiences...
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...Is there a way to manage a manager? This might be a valid question but “Managing your boss” sounds devious, right? It sounds like a team is up to brewing a heckler’s game of manipulation to topple down a boss. Hold that thought and be still, because no, managing a boss or a manager needs not to be understood that way, and yes, there are studies and management recommendations which talk about the appropriate ways of dealing with managers. If you are working below and down the line, there’s a way of overseeing the upper line without batting an eye, which means you do not have to move up the higher line to manage your manager. John Kotter and John Gabarro, Harvard professors and experts on management disclosed some truth about managers: They have desires to be managed by their direct reports or the team they keep, as much as they seek to find effective ways of managing the team. Why? Because they too, are human being with the same need as everyone else aside from being tasked with managing projects and people. They are the same people who would appreciate compliment rather than complain from among their direct reports. To manage them without having to feel threatened by their authority is an accomplishment Let’s go closer to home by looking at Filipino author Ernesto Franco’s framework: The 5 general style of Filipino managers: * Manager by “Kayod”. “kayod” is a term which refers to “hard work” or “sweating out” to achieve goals or produce something. This kind of manager tends...
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...The job that a manager does has been a mystery to me since I was a child. In my childhood memory, my father as a manager or the boss figure of his own company is the one who sits in his big comfortable leather chair and does nothing all day. From what I remembered, all he does is making a few phone calls, browse on the internet for hours, listen to his employees’ report and sign a lot of paper. And by the end of a day, he always complains how exhausted he feels. As I grow older, I start to understand how accountant manage the bookkeeping, how the PRs deal with the media, how customer service deal with customers, but still, the role of manager plays in a company still seems unclear for me. The recent study of how management system works reveals to me manager is definitely not the easiest job in the world. Bossy, a word to describe how a man in charge used to do in the past, giving orders to other people and does nothing else other than shouting at the employees. It was believed as the most effective way to manage people. During the time of industrial revolution, efficiency is a new order been given to the manager, as a result the manager shouts louder, be more strict on details, they tend to believe the more pressure was put on employees the more productive they will be. The terrible working condition soon causes conflicts between manager and employees. The conflicts result badly in terms of productivity. As we step into 21st century, the new role of manager has significantly...
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...Dealing With a Bad Boss: Strategies for Coping Printer-Friendly Version Share on facebookShare on twitterShare on emailShare on printMore Sharing Services614 by Randall S. Hansen, Ph.D. Years ago, when I was a marketing manager at People Magazine, we had a boss who drove all his employees nuts. "Pete" would start wandering the hallways at 4:30 to make sure no one left work before 5, he would give assignments but then micromanage them to death, he seemed to enjoy being in everyone's business, and he rarely gave good performance reviews -- unless somehow it reflected back on him. We referred to him as Napoleon Pete. All-in-all, Pete drove everyone in the department crazy, and little-by-little just about every member of the department left. Pete is a perfect example of the workplace axiom that job-seekers join great companies but leave because of bad bosses. Maybe you have a boss who is sexist or racist. Or perhaps a boss who takes all the credit for himself. Maybe your boss thinks you have no life outside work and makes you stay late everyday. Or perhaps a boss who gives out too many tasks with impossible to meet deadlines (or constantly changing deadlines). Maybe your boss is a pathological liar. Or perhaps the boss plays favorites. Bad bosses -- whether ogres, control freaks, jerks, micromanagers, or bumbling fools -- can be found in all organizations. Pop culture loves to make fun of bad bosses, from the pointy-haired boss in the Dilbert comic strip, to the completely...
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...business has had a great year and you see that a PPM is needed to manage all the projects that are currently in progress, along with future projects. You must convince the board of directors to accept this change in order to implement it. You have decided to give a presentation at the next meeting that covers the information below. • What is a PPM? • Compare PPM, PgM, and Project level. • Benefits of each (PPM, PgM, and Project) • Why should Skipper Products implement a PPM? Create a detailed outline that covers all the areas listed above. 2. Question: (TCO B) There are three central processes that are required to develop a portfolio strategic plan. Describe each of them. Why are these processes important to the success of an organizations strategic plan? 3. Question: (TCO C) Cost management is used to help manage projects as investments and to evaluate project management performance using Earned Value Management (EVM). What is EVM? Describe the benefits of using EVM. 4. Question: (TCO C) The following acronyms are used in a network diagram: LS, ES, LF, and EF. What do these acronyms mean, how are they calculated, and how would a project manager use these in relationship to project schedule and budget? Version 2 1. Question: (TCO A) You work for Holt consulting company, which has been asked to recommend organizational improvements for CDC Software Company. You have been assigned to present PPM. Your boss has informed you that CDC Software Company knows nothing about...
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...TITLE: MANAGE MINT TOPIC: Learning from my Manager’s 1. How to transform yourself into a Manager. 2. 5 Ingredients to spice your management skills. 3. Things you must not Absorb from your manager’s. 4. The importance of meetings.Do’s and Dont’s. 5. Know your team as you know your traffic lights. 6. Learn to say “Thank You”. 7. Be prepared to say “Sorry”,if and when required. 8. Are you upgrading yourself as a manager. 9. Follow up and keep a record. 10. Share your knowledge with your team. How to transform yourself into a Manager. The title manager gives you a lot of boost and a sense of responsibility. becoming a manager from the scratch is the best way to transform yourself in the right direction. there is no instant formula to become a manager. there are many people with this title without even realizing that they are carrying this huge responsibility on their shoulder. I was an Assistant Nightfill Manager is one of the food chain industry. my basic job in reality was to make sure that whatever comes in a load,is put away in its required places. there was also job over my shoulder which i was not aware off until i was put into a situation, that was to manage the staff working with us.i only realised it when one evening my manager was absent and her boss comes to me and says”so today you are incharge of the shift.so please make sure everything gets done as required.remember as i said earlier,you get a lots of boost as now...
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...Are you the boss you need to be? When they are receptive to change managers usually take on new positions and assignments. The ambitious ones stretch themselves to understand the challenges and deliver good results. But as they settle in, they often become complacent — perhaps because they lose the fear of imminent failure. Linda A Hill, the Wallace Brett Donham Professor of Business Administration at the Harvard Business School (HBS), says many of them stop making progress because they simply don’t know how to. Hill, who is also the faculty chair of the leadership initiative at HBS, co-authored Being the Boss early this year in which she offers an approach for managers to understand the transformational challenges of their roles and what it takes to become an effective leader. She discusses the approach, which she calls “the three imperatives”, in a free-wheeling conversation with Amit Ranjan Rai. You have said in your book that becoming an effective manager is difficult because of the gulf that separates the work of the management from the work the individual performer. What do you mean? When you are an individual performer, fundamentally, you have a task to yourself that you are responsible for. You are the doer and your success in that task depends mostly on your own efforts and talent. But when you take on the role of a manager, it is likely that you are stepping into a new universe unlike you’ve encountered before. Many get into it assuming that the new role will be an...
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...named Phineas Gage – scientists discovered that specific areas of your brain control how you get along with people. When Gage was laying railroad tracks, his assistant got distracted and didn’t take the usual safety measures, thus causing a freak accident – an explosion of gunpowder that blew a heavy, long iron rod through Gage’s forehead. Although he survived, the flying rod removed the front portion of his brain, and Gage lost the ability to moderate his temper or impulses. Though he could still do calculations and function in his job, his life changed dramatically for the worse. Now cranky and erratic, he lashed out at the mildest provocation, appeared irrationally unable to get a grip on his emotions and no longer got along well with his co-workers. As science now knows, the ability to manage your emotions requires effective biological “wiring” between the reasoning and feeling areas of the brain, and Gage had lost that link. People are emotional creatures, so always be mindful of the role emotions play in your behavior and that of others. For example, a medical technician named Lily used her emotional intelligence (EQ) to achieve her goals. Stuck in her biotechnology job, and frustrated by the routine and lack of challenge, she got a new job running a start-up drug development laboratory. After a year or so, she felt worn down and again stuck in a rut. She worked up the nerve to ask her busy boss for another position and gave him a detailed report of how the...
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...explains in clear, simple terms how to create and sustain quality leadership inside an organization. Once you “hardwire” the book’s proven tactics into your company, the dramatic gains will be sustained over time, even as individual leaders come and go. Not only does Quint Studer tell you how to hardwire these behaviors—and make the task seem remarkably “doable”—he explains how you’ll know when you’ve reached this goal. Besides the book’s introduction, this blad includes sections on managing up and reducing leadership variance. Other subjects covered in the complete book include selecting and retaining talent, rounding for outcomes, improving quality, efficiency, and service, and increasing market share, just to name a few. Action steps make the tactics easy to implement, and colorful examples bring them to life. While the ideas in this book have been proven and refined in health care organizations, they also have been field tested in numerous nonhealth care industries. If you find the information in this blad interesting and valuable, please feel free to purchase copies of the book for yourself and your leaders. When you start seeing the amazing outcomes that result from Quint’s ideas, you’ll be glad you did. Studer Group 978-0-471-75729-0 • Cloth • 256 pages US $24.95 • CAN $29.99 • UK £15.99 Available to order now at your local bookstore and from online retailers (will be released in October 2007). PRAISE FOR RESULTS THAT LAST “Change is hard for many people. That’s...
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