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Most managers want their organizations to be successful, but not all of them are aware of how to attain that goal. Being a manager is often very different from learning or reading about it, and few supervisors find they are prepared for this role once they enter it. Left floundering in the day-to-day aspects of working with the company, they are unsure of which activities to give priority to in order to have things go smoothly.
The first managerial activity that leads to a successful organization is a well-thought-out hiring process. By hiring the right types of employees at the right times, you can eliminate a great deal of negative outcomes right off the bat. For instance, if you know that your organization cannot afford to spend time hiring inexperienced workers, hire those with more expertise in the field. Although it's tempting to bring on workers with less knowledge to save initial costs, the loss to the company that has no time to train these workers will be greater than any savings.
Firing is another activity than managers in a successful organization must be prepared to perform. Often a dreaded job function, firing or disciplining under-performing employees is a task necessary to plug money leaking from the company, and free up funds to bring on new talent. In order to discipline or terminate employees effectively (and reduce the company's liability), keep careful documentation and witness accounts of any issues that led to the firing decision.
Managers must provide the right amount of supervision. Often, management provides either too little or too much supervision to have employees be effective in their jobs. Too little supervision, and important employee objectives may fail to be completed. Too much supervision, and workers feel stifled and harassed, and may possibly seek other employment. A savvy manager knows which employees need more watching than others, and adjusts supervision accordingly.
Finally, motivating employees should be a crucial objective in any thriving organization. In an under-performing company or economy, worker morale is likely to suffer; managers need to know how to raise it, and fast, in order to meet company goals. Fostering friendly relationships with workers often goes a long way in improving their work quality, as they are likely to see managers more as allies whom they can approach for assistance. Be careful to always keep your relationships professional, however -- getting too personal with employees causes its own set of problems.
- Management; John R. Schermerhorn; 2009
A professional writer for LexisNexis since 2008, Ilana Waters has created pages for websites such as ComLawOne.com and AndersonHome.com. A writing scholarship helped her graduate summa cum laude from Rutgers University with a Bachelor of Social Work. She then obtained her Master of Social Work from Monmouth University.