There are many people asking this question what is the right and proper way to manage our boss? The book that I am reading is How to Manage Your Boss and it’s talking about the basis and benefits of boss management. There are many of ways in which the right of workers to follow in order to succeed in dealing with the boss. There are different ways to handle them and keep your boss abreast of what is going on and answer all inquiries and questions that asked , also deal with them with respect. Furthermore, upgrade your relationship with the boss constantly at work, and maintain it. The author talked about choosing the right boss, handling about what people listen, knows, and communicate every day. It is difficult for employees to find the boss that they hoping. This is one of the most important career decisions that they ever make. Most people think that the mission of their boss is to take control for them .So if the employees want wonderful life they have to learn how to control bosses to operate without being aware of this, and is easier than they think. Making your decisions to choose your boss, and the workplace you have to have the right skills to enable to be successful on the job. Furthermore, if you want your work to be necessary …show more content…
To deal about how to deliver bad news to the boss there are ways and we have to follow them . First pick the right time and place, say the good news before the bad once , answer the boss in clear way ,and discuses the issue quietly . According to the book “There are three fairly well known ways of mitigating the effect of bad news. The first, and the most obvious, is to play down its import. For example, an employee of a large accounting firm says that when he fail to get an order, he often tells his boss that they are probably just as well off, for the client would have been more bother than he was
Employees want that from their employers. They want to be recognized for the work they put in and it makes them feel great when someone in the higher ups notices what they have done. Those are the type of employees that will come in and do a great job and will stay there. They will tell their friends and family how great their company is and before you know it, friends and family of that worker are shopping there and trying to get employed there. If you keep your employees happy, they will have a better work performance also. They will do their jobs without someone having to stand over their shoulders telling them what to do. Employee will show up to do their job instead of calling out sick because they simply can’t stand to go in and work in a poor work environment. Employees that know their job don’t need someone standing over them telling them what to do. I do agree with Tracy Mullins statement in her article Hiring the Very Best stating “While I think retailers should be hiring the best people possible, and treating them well, it may not always be best to leave them alone”. The work load cannot be placed all on one person and you can still hire the best people possible to come in and help during busy times of the year. People need and want jobs that they are going to love to do in order to be satisfied and remain loyal to the company that they work for. They will have better job performance and remain loyal while be completely happy and satisfied. Jobs that pay more money is another benefit for the employee and that is what they search for too. Employees want to be compensated for their skills. They want to work with an organization that provides good health insurance as well as a good retirement plan. A company that knows how to treat their employees as good as their customers will keep these employees and they will remain loyal to
"First, Break All the Rules: What the World's Greatest Managers Do Differently” was written by Marcus Buckingham and Court Coffman. It’s based on in-depth interviews by the Gallup organization of over 80,000 managers in over 400 companies to help managers as well as talented employees who have the potential and plan on eventually becoming great managers. The book is mainly branched into "four keys" that are vital to proclaim the potential and perplexity of human resource development in organizations of all sizes. These keys consider the capacity of a manager to select the optimum personnel based on talents, results, strengths, and fit. It’s an excellent book that turns the conventional wisdom about managing people upside down and provides great insight on how to assess the performance of an organization in general.
provides very important approaches to leadership and ways of dealing with dilemmas, negative feedback, and other management issues. Although it has a few minor short comings, the book is well-written and properly structured, making it easy for the target readers to understand its content.
Mar work itself concept, a person may enjoy doing the same thing over and over again. It is people who do not wish to change their settings. In addition, person could also like to have competition with other workers, the feeling of competition may bring motivation to the workplace. There will workers who enjoy fighting to be better, it is want helps them come back to work each day. Most importantly, he failed to understand all though work place can be boring and a person may want to find a job to better their interest. A person (1) may not have skills to find another job to support them, (2) if they have the skills, but cannot find work to support their creative needs, (3) a person may not like their job but they would settle for it because of its pay and (4) some people would work at any job if it meant they can survive on a day to day bases. A person will continue to work an unsatisfied job, if it meant they can food basic human essentials such as shelter, water food and
New supervisors looking for guidance need something they can refer to when faced with certain issues that arise on the job. This manual outlines six supervisory responsibilities and some basic guidelines for effectiveness. It is important to remember that with the variety of personalities in the workplace, each specific situation is going to require a different approach. The following are general guidelines for handling each responsibility.
- The leaders who work directly with employees must to have willingness to listen to feedback and support them in working. Leaders must treat them with respect and positive attitude.
Dr. Sutton highlights what it takes to be a good boss. People that work for a good boss are 20 percent less likely to have a heart attack (Sutton, 2010). Dr. Sutton wrote that teams with stronger leaders cost the company less money and achieved their work better (Sutton, 2010). Engagement and performance of employees were based upon their direct boss and not if the company was good or bad (Sutton, 2010). Most bad bosses have employees who have check-out: actively disengaged, and undermine their co-workers accomplishments. Managers have to find the balance between performance and humanity to be successful. Performance is about doing everything possible to help followers do great work; while humanity is about employees experiencing dignity and pride. Treating managerial work as an endurance race instead of a sprint race with small wins will lead one to becoming a good boss called grit by Sutton. Sutton believes that good bosses walk a constructive line between being assertive and not assertive enough with guidance, wisdom, and feedback that he called Lasorda’s law (Sutton, 2010).
What is leadership? Leadership is having the ability to give guidance to those that will follow. Those that follow will help to complete the mission. Leadership is a soft science, just as anthropology, sociology and psychology. It cannot be proven exactly what it is. Leadership is an art, the skillful application of leadership behaviors beyond techniques is much the same as the skillful application of brushstrokes by a master painter. Leadership is both rational and emotional. It involves both sides of human experience. It includes actions and influences based on reason and logic as well those based on inspiration and passion. Leadership is a social process shared among all members of a group. Leadership development comes through experience. We all learn from our different experiences. Whether positive or negative, they are our tools for growth and development.
If our boss treats us in a hostile manner with complete dominion, it is clear that the employees would want to quit, feel depressed or even create a movement and have a revolt. But if our boss is kind, and treats us nicely, we would do the same for him and thus improve our working conditions. Just like Google where they offer their employees exclusive benefits, from having access to a world class gym, paid leave, to free food, people feel like they have control over their lives and therefore are happy. In general, control can be perceived as highly related to satisfaction and
If you ask ten people what's the hardest part of their job, about 9 of them will say something along the lines of "giving bad news." From firing people to having serious performance conversations, letting employees know when the company's not doing well to explaining a screw-up to the press - these are the times that make most leaders want to go home and pull the covers up over their heads. Receiving bad news is never one of life’s delights, but how is it for those whose job it is to deliver the bad news? How do they—judges, doctors, first responders, even wedding planners—survive the tough speeches day after day? Past experiences tell us that the best way to deliver bad news to anyone is to be objective and stay positive.
The ways employees connect to the leader are important. If the employees do not like or trust the leader, this can impact the outcome of the job and create future hurdles. If you work for someone, you have to be able to relate to him or her. There has to be a formal relationship in order for the formal authority to be respected.
A manager needs to be in constant communication with his staff. The lack of communication can lead to misunderstandings and dissatisfied employees. “Communication is the single most important skill of any manager.” (About.com) I believe this is statement from about.com is absolutely right. In order to lead, a leader must communicate his orders to his followers.
A Negative-news message delivering never easy to receive from reads conventionally there are many methods to begin bad news with a neutral or positive statement (indirect plan) or to give your bad news in a (direct plan)
Another reason may also come from an employee getting a good, decent salary. This not only improves the job satisfaction, but gives the member of staff an understanding of the fact that they get fair payment for their labors. “[But] if an employee does not get satisfaction in their work, they may seek satisfaction in other work unrelated areas. He or she may also be content with work as it relates to those work-related areas. Job dissatisfaction may also cause an employee to quit” (Robbins).
For some people, being the boss, and which by boss I mean business owner, would be the greatest thing ever. Most think you get to pick your own hours, make the most money, and make everyone do the things you want done. Of course there is work involved and it takes work to make it but the rewards will be better owning a business that succeeds. The ultimate goal is becoming a millionaire and retiring at the age of forty and just drawing money from business production. However they really don’t understand the work it takes to make it a million dollar company. When these people are finally able to own a business they get a rude awakening. I am in no way trying to offend the typical business owner when I say, owning a business can be a challenging task that can cause many complications in your life and if you’re not careful they can change your life entirely.