The Simple differences between both of them are, the great managers find the uniqueness of and employee and make use of it, by guiding/driving them in an appropriate path or work
The great leaders are right opposite of great managers as they have to control excessive amount of people by eliminating the differences of race, sex, age, nationality and personality. But the mangers job is to find the particular ability of a person and make into performance. Doesn't mean leader can't be a manager, there is a fundamental difference between both their roles. The author sited an example of Michelle Miller who is the manager of Wallgreen store. He explained how Michelle managed her workers (Jeffrey, Genoa) to turn their unique quality into a good performance through which how she improve the sales of the store.
A manager's approach in handling their employee varies according to place. He cited another example of Jim Kawashima, manager of Wallgreeen store, San Jose, California. The way Jim succeeded in managing one of his employee's Manjit for the success of the store.
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Great Managers are Romantics
To be a great manager and to be success full the following steps are important
Identifying and capitalizing on each person's uniqueness
This helpful in saving time
Employee who r talented not perfectly well rounded
Capitalizing on uniqueness makes each person more accountable
Capitalizing on what is unique about each person.
Builds stronger sense of team.
It creates interdependency
Helps people to appreciate others particular skills
No 'I' in 'Team' but in 'Win'
After capitalize the uniqueness of the person, shuffle the existing hierarchies.
The reason for the great mangers to find their employees uniqueness not because to improve the business but that's the only way to be successful as a good manager. They also need to know the way of tick the people to bring out their ability.
The Three Levers.
To manage someone, managers should know three aspects.
The strengths of the employee
The triggers that activate those strengths
The way they learn
The Strengths of the employee.
To understand an employee's strength and weakness, takes lot of time and dedication. This can be achieved by spending time with employee, talking with them, listening to them, asking questions and observation. Asking open ended simple questions can reveal lot of things about them.
To identify their strength the following question can be asked
"What was the best day at work you've had in the past three months?"
Strength does not always mean what your good at; rather it's what you are not good at yet. The work that you like to do again and again and being better by the experience. This question may make the employee to think about their strength and interest.
To identify the person's weakness the following question can be asked
"What was the worst day you've had at work in the past three months?"
Weakness doesn't mean something your bad at; it's something which reduces your energy and your interest which leads to stage of stopping the work
Although you get to know their strength and weakness, you should concentrate only on their strength not their weakness. The managers' important work is to design a model to overcome the weakness. Albert Bandura, Father of Sociology explained that self- assurance not self - awareness of a person, play a vital role in setting a goal and his ability to reach that goal. Great managers do understand this fact, instead making the workers to understand their strength and weakness; they try to improve the employee's self assurance. Strength is a key to self - assurance. So the Managers should understand the strength of an employee. If an employee succeeds rather than praising the hard work should praise the way that they succeed only because of they understood their strength. This can strengthen the employee's self assurance which is helpful in transferring them to face more challenges in future.
Improving their self assurance can create an over confidence sometimes, this is the condition that great managers act smart by changing their goals slowly increasing the size and difficulty. This will improve the ability of the employee and also bring control over them.
Always on Time
Marked to Standard
If there is a failure, which may be out of control of the employee explain them the failure is due to less effort. This can make them use their maximum effort to succeed. If there is a repeated failure, the employee requires strength. In this situation there are four approaches to overcome that.
If the problem is due to lack of knowledge or skill
This can be solved easily by giving training, and giving some time to bring their skills out.
If the person fails after proper training,
The second strategy can be used. In here finding a proper partner for the person is important. The partner should have the strength which is the previous person's weakness.
If a perfect partner hard to find,
Third strategy can be used. The employee can be inserted into a group of employees which can help them to improve their weakness and get trained.
If the third strategy fails,
Final and fourth strategy can be used by changing the work pattern or working environment of the employee where the person's weakness becomes irrelevant.
Triggers the good performance.
Strength of a person is not always visible. They are hidden in most of them. If a proper trigger is pulled that can come out, the wrong one can fail the person too. Identifying the proper trigger is hard task. Triggers can be bound to time, bound to someone and can be independent. The most powerful trigger is recognition. Money is not a trigger at all. Every manager knows that recognition is an important trigger, but great managers know an additional factor. They know every employee has different audience for their recognition. This make them stand apart from normal managers.
To be a great manager you should know the audience that makes value to the employees. Audience can vary according to the person. For some people audience can be their co - workers, to trigger them celebrate their achievements publically. Some of the people the audience can be the manger itself, for such kind of people direct conversation with them and appreciating them for their work is important. Few employees can be experts; the way of appreciating them is by awarding them with technical or professional award. Another kind of employees value the feedback from the customer, the way of awarding them is by placing the picture of the employee with their best customer. The author site an example of HSBC bank, North American branch, the way they appreciate their employees - Awarding them with a valuable Dream Awards (Money or A bike or Trip with Family - based on the employees request) - bring out their ability and improve their performance.
Understanding the Methods of Learning or Learning Styles
There are many learning styles. Predominantly they can be classified into three categories.
Based on the employee either one of the method or combination of methods can be used.
Teaching analyzer requires careful handling. Giving them time to prepare is one of the important aspects. Breaking the task into small goal and give time to prepare. Usually people learn through mistakes but in case of analyzer they don't like to make mistakes, so they prepare their self to avoid mistakes. In this type the major learning process takes place before the performance.
Doers are different from the above category. In here the learning process takes plays in par with the performance. Trial and error method is one of the key features here. Starting from the simple task make them to learn and increase the complexity of the task gradually.
Watchers are the final category who needs an excess care. They are viewed as poor students, but they are not poor learners. The above two category of learning process can be incorporated in order to teach them. Every minimal part of the task should be explained to teach this kind of learners. The effective way of teaching them is not by manuals rather allow them to work with experienced performers.
The aspects mentioned above are key requirements of great manager; this does not mean they don't need other qualities. They surely need other qualities such as to hire people, set the goal, and interact positively. There is a type of managers who believe the mangers job is to modify the employee into a perfect to their role. Great managers never modify a person or their style, they know each individual are different by the way they think and behave. Their talents vary. Great managers work in regardless the race, sex and age. The important factor of managers is managing their time. Great managers know how to manage their time to identify their employees' strengths. Great managers know their job is not to transform the people but to bring out their ability and increase the performance. This entirely depends on their ability to perform this.
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In contrary to the argument placed above the great managers need to recruit the correct people for the company and change the people who cannot adopt to change or flexible in their work. That is, according to Jim Collins (2001) get the right people on the bus before deciding where to go. For example, David Maxwell the CEO of Fannie Mae during the hard time, when the board wanted to how he was going to rescue the company. Amongst the great pressure exerted on David Maxwell was focused on getting the right people in to the company. Where he sat them down and told them that this change is going to be very hard and if you cannot face the challenge that is fine nobody is going to hate you for it. He also made a point clear that if you're not ready to put the extra effort you can get off the bus right now. Therefore, after getting the right people on the bus he was able to go in the direction to rescue the company from its darkest time. This led to the success of Fannie Mae. Therefore always the great managers need not identify the strength of the employees in order to be successful. In contrast, what a great manager needs to do is hire the correct people for the success with the required skills in order to complete the job in hand successfully. Employees are different from one and another, there are different by their personalities, so in order to be successful great managers they should understand the type of personality which the employee is belong to and should make a strategic movement based on that. Understanding the personality is became a important factor in today's trend, the main reason is the increase percentage of stress and conflict among employees due to extended hours of working and several other external factors one of an example is IT industry. To be a great manger it's important to help the employees to overcome these problems in order to bring out their maximum performance. In today's context this became an important requirement of all managers, if it's great managers they should have the ability to do this in a practical and natural way to bring out the performance.
When we take the Srilankan corporate structure and culture, it's entirely different from the western culture. In Srilanka not only the above mentioned quality but also some more qualities are required to increase the performance and also to increase the productivity of the company. To mention one of the important requirements, Great Managers should know about the politics and how to maintain their power in order to make the employees to work without the disturbance from other factors (Internal & External Factors). If the Managers fail to stabilize their power and authority the outcome can be poor than expected. Another important aspect which is more contradict from the article when considering Srilanka scenario is, that the author mentioned the leaders are different from the Great managers. The Leaders methods to guide the people are vice versa of the Managers, but considering Srilanka great managers also should be great leaders to manage their employees and to bring out the best out from them. They also can be inspirational factor to overcome the external hardship and work towards the higher goal which in turn improves the productivity of the company. Motivation also one of the key factors along with the above requirements especially giving rewards, Promotions are always expected by the well performing employees which is clearly mentioned by author. Though the above qualities are also required by great managers still they can use the Techniques mentioned in the article to understand the strength of an employee and bring out the ability of them to increase the work performance as well as the company's performance.
The a great manager not only needs to identify the strengths of the employees but they also need to identify the weakness and needs to provide the necessary training to turn those weaknesses into strength. That makes a manger great manager and will be the engine to make the company a success. To cite an example from my own experience, during my work period my manager not only identified my strength rather he identified my weaknesses and gave me the necessary training to overcome those weaknesses. I was put through an on-the-job training process where my weakness was converted in to a strength at present, that I, in terms of handling customers and the ability to speak amongst a big audience without a prior notice. One of the incident to mention when I went on a company visit to promote our company product where I was not told in advanced that I would need to address few staff within that company. At that instance with my managers support I delivered a speech and when that was over I was told where and how I need to improve in order to be successful and that it's not only about doing what I am good at but also learning to be good at something that I am not good at doing. This motivated me to do my best and to be part of the success of our company. Also a great manager should be able to show empathy towards the employees. That is, if the employees are upset, the manager needs to go up to the employee and find out what is wrong and show empathy towards the employee even if any support could not be extended listening to the employees will make motivate them to carry out their work successfully. The problems can be their weakness. Giving Counseling or may be giving emotional feedback and advices to support the employee can bring them out of that problem and make them work toward their goal. This is another technique used by my manager to get along with the employees and to understand them properly. He got succeeded using this method, which in turn increased the performance of the whole company as well as it benefited lot of employees and especially me. He became a good inspiration in my life. This article further improved my knowledge to be a successful Manager. Both the experience I gained and theory I understood through this article will surely help me to achieve my goal and to be Great Manager in near future.