1] Good morning, everyone I'm Mr.

George owner of Exelon Software Ltd and I've arranged

this meeting in the organization to explain the concept of Management and the different levels of
management.
(A)First ill start by explaining what is management,
management can be defined as the process of achieving organizational goals through planning,
organizing, leading, and controlling the human, physical, financial, and information resources of
the organization in an effective and efficient manner”
According to Henri Fayol, "to manage is to forecast and to plan, to organize, to command, to co-
ordinate and to control."
(B)Now since all of you are clear about what is management and its concept, I will start by
explaining the different levels of management:
Levels of Management can be generally classified into three principal categories, all of which
direct managers to perform different functions,
1. Strategic or Top-Level Management: Top-Level Management is also referred to as the
administrative level. They coordinate services and are keen on planning. The top-level
management is made up of the Board of Directors, the Chief Executive Officer, the Chief
Financial Officer and the Chief Operating Officer or the President and the Vice President. The
Top-level management controls the management of goals and policies and the ultimate source of
authority of the organization. They apply control and coordination of all the activities of the firm
as they organize the several departments of the enterprise which would include their budget,
techniques, and agendas.
2. Middle Level of Management: Middle management is the intermediate management level of
a hierarchical organization that is subordinate to the executive management and responsible for
‘team leading’ line managers and/or ‘specialist’ line managers. Middle management is indirectly
(through line management) responsible for junior staff performance and productivity. Unlike line
management, middle management is considered to be a senior (or semi-executive) Position as
middle managers are authorized to speak and act on behalf of the organization to line managers,
junior staff and customers.
The middle-level managers are semi- executives and are made up of the departmental managers
and branch manager. They could be divided into senior and junior middle-level management if
the organization is big. They coordinate the responsibilities of the sub-unit of the firm and access
the efficiency of lower-level managers. The middle-level managers are in charge of the
employment and training of the lower levels. They are also the communicators between the top
level and the lower level as they transfer information, reports, and other data of the enterprise to
the top-level.
3. Operational / Lower Level of Management: Lower management or operating management
or supervisory management is the lowest level of management. It includes, frontline supervisors,
superintendent, officers etc. The managers at this level are in direct contact with the operative
employees.
The lower-level managers are the first line of managers as they feature at the base of operations,
so they are essential personnel that communicates the fundamental problems of the firm to the
higher levels. This management level is made up of the foreman, the line boss, the shift boss, the
section chief, the head nurse, superintendents, and sergeants. They are the intermediary; they
solve issues amidst the workers and are responsible for the maintenance of appropriate
relationships within the organization. They are also responsible for training, supervising, and
directing the operative employees.
I hope everyone got a clear explanation about management and its different level and start
working accordingly, if anybody has any questions, please mail to me after everyone gets backs
to their computer, I'll answer all of your answers personally. Thank you for your time.

2] everyone present here today we have arranged a training workshop in collaboration with
Dimond Consultancy on the topic “Employee Motivation.”. Now Dimond Consultancy is an
organization which specializes in various trainings and conduct them really well, so I ask
everyone in the office to be present for the said workshop who are new to the company and not
with a clear mind because this workshop will you.
Good morning, everyone I'm the chief director of diamond Consultancy present here to help
every single employee not only the new Joines to clear out their mind so that they will work
peacefully and motivated.
I will explain everyone here with help of McGregor’s Theory X and Theory Y,
Theory X and Theory Y was created and developed by Douglas McGregor at the MIT Sloan
School of Management in the 1960s. It describes two very different attitudes towards workforce
motivation. McGregor felt that companies followed either one of these approaches. Douglas
McGregor introduced these two theories i.e., Theory X and Theory Y, based on two distinct
views of human beings. He proposed, at opposite extremes two pairs of assumptions about
human beings which he thought were implied by the actions of the managers. Theory X deals
with one extreme, based on one set of assumptions and Theory Y, deals with another extreme
based on another set of assumptions. These theories are not based on any research, but according
to McGregor, these are intuitive deductions.
Now I will proceed with explaining what they are individually:
Theory X - This management style assumes that the typical worker has little ambition, avoids
responsibility, and is individual-goal oriented.
Theory X style managers believe their employees are less intelligent, lazier, and work solely for
a sustainable income.
Management believes employee's work is based on their own self-interest.
 Managers who believe employees operate in this manner are more likely to use rewards or
punishments as motivation. Due to these assumptions, Theory X concludes the typical workforce
operates more efficiently under a hands-on approach to management.
Theory X managers believe all actions should be traceable to the individual responsible. This
allows the individual to receive either a direct reward or a reprimand, depending on the
outcome's positive or negative nature.
Theory Y - Theory Y managers assume employees are internally motivated, enjoy their job, and
work to better themselves without a direct reward in return.
These managers view their employees as one of the most valuable assets to the company,
driving the internal workings of the corporation. Employees additionally tend to take full
responsibility for their work and do not need close supervision to create a quality product.
It is important to note, however, that before an employee carries out their task, they must first
obtain the manager's approval.
This ensures work stays efficient, productive, and in-line with company standards.
By concluding I would like to say that Theory X is more effective when used in a workforce that
is not essentially motivated to perform and Theory Y followers may have a better relationship
with their boss, creating a healthier atmosphere in the workplace.