Management

CFLM 2 Batch Echo

Presented by: KENT P. JUMAO-AS

What is
Management?
• Management by objectives (MBO) is a strategic
management model that aims to improve the
performance of an organization by clearly defining
objectives that are agreed to by both management and
employees. According to the theory, having a say in goal
setting and action plans encourages participation and
commitment among employees, as well as aligning
objectives across the organization.
 Management by
Objectives in Practice
These are the 5 steps that should use to put the management into practice.
Step 1: Either determine or revise organizational objectives for the entire company. This broad overview
should be derived from the firm’s mission and vision.
Step 2: Translate the organizational objectives to employees. Drucker used the acronym SMART (specific,
measurable, acceptable, realistic, time-bound) to express the concept.
Step 3: Stimulate the participation of employees in setting individual objectives. After the organization’s
objectives are shared with employees from the top to the bottom, employees should be encouraged to help
set their own objectives to achieve these larger organizational objectives.
Step 4: Monitor the progress of employees. In step two, a key component of the objectives was that
they are measurable for employees and managers to determine how well they are met.
Step 5: valuate and reward employee progress. This step includes honest feedback on what was
achieved and not achieved for each employee
Advantages and Disadvantages of
Management by Objectives
Advantages
• Employees take pride in their work and are
assigned goals they know they can achieve
that match their strengths, skills, and
educational experiences.
• Assigning tailored goals brings a sense of
importance to employees, boosting their
output and loyalty to the company.
• Communication between management and
employees is increased.
• Management can create goals that lead to
the success of the company.
Advantages and Disadvantages of
Management by Objectives
Disadvantages

• As MBO is focused on goals and targets, it often

ignores other parts of a company, such as the culture
of conduct, a healthy work ethos, and areas for
involvement and contribution.
• Strain is increased on employees to meet the goals in a
specified time frame.
• Employees are encouraged to meet targets by any
means necessary, meaning that shortcuts could be
taken and the quality of work compromised.
• If management solely relies on MBO for all
management responsibilities, it can be problematic for
areas that don’t fit under MBO.
What is the goal of management by
objectives (MBO)?

• Management by objectives (MBO) uses a

set of quantifiable or objective standards
against which to measure the performance of
a company and its employees. By comparing
actual productivity to a given set of
standards, managers can identify problem
areas and improve effÍciency. Both
management and workers know and agree to
these standards and their objectives.
Who invented MBO?
• The idea of management by objectives (MBO), first outlined by Peter Drucker and then developed by
George Odiorne, his student, was popular in the 1960s and 1970s.

What are some drawbacks of

using MBO?
• As MBO is entirely focused on goals and targets, it often ignores other parts
of a company, such as the corporate culture, worker conduct, a healthy work
ethos, environmental issues, and areas for involvement and contribution to
the community and social good.
What Are the Most
Important
QualifÍcations of
Managers?
• Managers oversee staff, direct daily
business operations, and ensure smooth
operations in offÎces or businesses.
Qualifíed managers are essential for their
tasks.
 The following are the quilifícations of effective manger.
• Knowledge of Industry - Managers require industry knowledge, best practices, and a good understanding of operations, which can be acquired
through formal education or work experience.
• Good Communication Skills - Effective communication is crucial for managers, involving written and verbal skills, problem-solving, team
collaboration, and articulating needs to communicate information and status updates to higher-ups.
• Ability to Direct People - Managers must guide staff activities, fostering unity around a common goal. They help set goals, establish work
parameters, ensure resources, match individual skill sets, and assist in pivoting to achieve objectives.
• Time Management Skills - Effective time management is crucial for managers, involving budgeting, prioritizing, delegating, juggling
competing priorities, and ensuring critical tasks are always addressed, while also picking up slack when needed.
• Problem-Solving Ability - Managers solve complex problems with clear minds, calm demeanors, and focus. They maintain organizational
integrity and help staff assess issues. Managers may need specific degrees, certifications, or specialized training for their specific business or
industry.
• Leadership Qualities - General managers, often the highest-level employees in a business, require leadership skills, coordination of resources,
quick problem resolution, timely decision-making, interpersonal interaction, and seamless organization of key operations. They must
communicate goals, standards, and policies clearly and persuasively.
• Education and Training - General managers typically hold a bachelor's degree in business administration, management, or related field, and
gain expertise in various business aspects through college coursework and on-the-job training
• Practice Work Experience - General managers require experience, progressing from staff to technical roles, project management, department
heads, and finally, general manager positions.
 How to be an impactful manager?
• Examples of Weaknesses for a Manager Position - Good managers understand that teamwork is
critical to the successful implementation and realization of organizational goals, and fulfillment of a
corporation mission statement.
• Goals and Guidelines - A manager can offer teams goals and guidelines so a team is confident about
what is expected of them, and so that each member of a team can take responsibility for the role they
have on a team.
• Direction and Delegation - Managers also offer direction about where a team is going. If a team is not
headed in the right direction when trying to accomplish a certain task, or when trying to meet certain
goals, a manager can steer the team back in the right direction.
• Communication - It is also important for managers to communicate with teams on a regular basis.
Some prefer daily communication, while others have weekly team meetings.
• Offer Rewards - Managers also have the ability to offer incentives and rewards for meeting their goals
and project guidelines. This can serve as motivation for team members to work together in a positive
and productive manner.
 10 Requirements of the Perfect Manager
If you could hire your next boss, what selection criteria would you use? Alan Norton shares a make-
believe want ad aimed at finding the ideal manager.
• Be a “people person” - You should be comfortable with conflict resolution. You should know how people work and
know how to motivate your team.
• Be Visionary - You should be goal oriented and effectively use your resources to “create the unusual.” If your definition
of “visionary” is the ability to see out a large picture window in a corner office, you would be wise to envision your career
with another company.
• Be a good communicator - Effective communication involves various methods, including visual presentations, public
speaking, email, teleconferencing, and face-to-face interactions. Regular updates, feedback, and the "Rate your boss"
process help improve performance.
• Be technically proficient - The products we create at Norxodd are technically complicated. You don’t’ need to be able to
code in C#, but you should be able to give technical guidance and decide the best strategies and methods for success.
• Put your employees’ needs fírst - We need managers with a selfless attitude who are willing to fall on their sword
(fíguratively not literally) to meet the needs of their staff. Climbing the corporate ladder should come second to the needs
of those working in the weeds.
 10 Requirements of the Perfect Manager
If you could hire your next boss, what selection criteria would you use? Alan Norton shares a make-
believe want ad aimed at finding the ideal manager.

6. Encourage teamwork - Teamwork is important at Norxodd. Not only are you required to encourage the best practices for building teamwork,
you are considered a part of the team. We have no doors at Norxodd for you to hide behind.
7. Lead by example - The best managers lead by example at Norxodd. All managers are required to dress and act professionally at all times and
to be available to give guidance and help when needed. Leading by example means working late and on weekends with your employees, parking
with your employees, and using the same washroom as your employees.
8. Treat your staff like professionals - You should have the confidence in your team’s proficiency to decide most issues by themselves with only
your guidance, as required. We treat every employee as a professional who doesn’t need immediate supervision.
9. Encourage professional growth - All managers are expected to grow their skills and those of their team members. One of our mottos here at
Norxodd is “Be more than you are.” No, that motto is not displayed outside the company cafeteria. Another of our mottos that encourages
professional growth is “Keep moving forward” — and it is proudly displayed in the cafeteria and on the dashboard of all company vehicles.
10. Do something special - Satisfying all the above criteria is not enough. You are also required to do something special for your employees that:
• Will be remembered fondly decades from now.
• Can be shared by the entire group.
• Won’t break the budget.
 The bottom line
• Looking for the perfect boss can be fun. Of course, I expect you to “ad” to the fun by including
your job requirements.

A word of caution: At one company, my team and I had the privilege of interviewing the applicants
who wanted to be our next supervisor. I emphasized that I expected our supervisor to be available to
help in any way he or she could to meet our team’s objectives. Somehow, that requirement was lost
after the hire. I attribute this to the swelling of the head and the pressure on the prefrontal cortex
that often results from landing a managerial position. I’ve solved that problem. In the land of
Norxodd, my team and I have the power to fire.
Management Techniques and
Leadership Strategies You Can
Use Right Now
• Whether you’re taking your first foray into
leadership or you simply want to enhance your
style and tap into a new process, here are 6
techniques that can boost your ability to lead
and improve the performance of your team.
 Management Techniques and Leadership Strategies You Can Use
Right Now
• Motivate, Don’t Dominate - New leaders often struggle with power without overbearing. Instead of controlling, focus
on motivating the team by incentivizing individual work and recognizing accomplishments.
• Learn How to Listen - You’re more than just an authoritative figure to your team, you’re also a confidante. By listening
to your employees, you can not only build up their trust, but you can also identify legitimate problems they are having
and help them find solutions.
• Learn How to Hold People Accountable - Good leaders set expectations for their team, and if members don't meet
them, consequences should be in place, including verbal and written warnings, depending on company regulations.
• Be Human - New leaders often believe in being robotic and lacking personality to gain respect. However, displaying
one's real self can make them more relatable and trustworthy.
• Look at Failure and Mistakes as Learning Opportunities - Mistakes are inevitable, but learning from them can
enhance performance and confidence. Second chances encourage better work, and a confident team encourages learning
from mistakes.
• Show Your Employees That They Matter - There is nothing worse for motivation than working with a dismissive
leader that makes people feel unimportant. Every employee brings a necessary talent, skill or contribution to the table –
never forget that.
 10 golden rules of effective
management
• Even if your job title doesn't include
"manager," there's a good chance you'll
have to handle some management duty
sometime in your career. And, as an
entrepreneur, you're already a manager,
because almost every one of your
responsibilities has some management
element to it.
 10 golden rules of effective management:
1. Be consistent - Consistency is key to effective management, requiring consistent rewards
and discouragements, and treating all team members with an equal, level-headed view.
2. Focus on clarity, accuracy and thoroughness in communication - Effective
communication is crucial for team success. Ensure clarity, accuracy, and thoroughness in all
mediums, including in-person, email, and phone calls, to prevent miscommunication and
maintain team alignment.
3. Set the goal of working as a team - To foster teamwork, create a unified focus and
purpose for staff members, rather than setting goals for individual departments or individuals,
to encourage collaboration and motivation.
4. Publicly reward and recognize hard work - Reward exceptional team members with
bonuses, trophies, or recognition in front of the group, demonstrating hard work and
promoting good feelings. Consistency is key to avoid playing favorites.
5. Be the example - Managers should set an example by being punctual, avoiding anger, and
striving to be the perfect worker, especially in front of the team.
 10 golden rules of effective management:
6. Never go with 'one-size-fíts-all.' - Your team is diverse, so don't use the same approach to motivate or
mold everyone. Focus on individual preferences and tailor your approach accordingly.
7. Remain as transparent as possible - Transparency is crucial for a leader to demonstrate integrity and
build trust with team members, as lying or withholding information could potentially jeopardize these
relationships.
8. Encourage all opinions and ideas - Engaging team members in discussions and improving the
organization is beneficial. Avoid chastising respectfully for opinions, as it builds resentment and
discourages new ideas.
9. Help people enjoy work - Enhance workday enjoyment without resorting to fancy amenities like pool
tables or dress code changes. Introduce surprise lunches, dedicated break rooms, and casual conversations
to boost employee productivity.
10. Listen and ask questions - Avoid silence when someone disagrees with your management style or
company direction. Encourage open dialogue and open communication to identify problems and create a
mutually beneficial environment. Apply your personal leadership style and principles, focusing on
fundamental truths and principles rather than strict instructions. This will unify your team and create a
rewarding environment.
 How Different Management Styles
affect Employee Motivation &
Productivity
(Paul Towers, 2017)
• Management style significantly impacts
employee motivation and productivity,
regardless of the size of the team or business.
Inadequate motivation leads to decreased focus,
less commitment to challenging roles, and less
performance. Therefore, effective management
is crucial for achieving organizational goals.
 Here are some of the ways that your own particular approach to
management could be having a detrimental effect on the motivation of your
employees.
Autocratic Management Style - This management style involves a single person making
decisions without argument and refusing suggestions.
Adopting an autocratic management style can affect employee productivity and motivation as it tends
to:

• Create a sense of mistrust between Managers and employees

• Not be the ideal place to foster creative ideas from employees, nor encourage them to take ownership
over their role.
• Make staff feels as if they are easy to replace, and not key to the company, given they are only
performing a job that has been laid out step, by step for them.

Each of these management traits can impact employee motivation, and if you find yourself adopting an
autocratic management style, you should ask yourself how you can empower staff to make their own
decisions and take a more proactive role in the day-to-day management of their job function.
 Here are some of the ways that your own particular approach to
management could be having a detrimental effect on the motivation
of your employees.
Democratic Management Style - If autocratic is a “do as I say” approach, then democratic is definitely more geared
towards everyone working in collaboration. These type of managers will be more than happy to listen to thoughts and
concerns raised by their staff, even when it comes to making a big company-wide decision.

• Giving employees a sense of ownership of their day-to-day role.

• Allowing the employees to feel as if they have real input into the daily operations of the business, and to see that their voice
is actually heard by management.
• Create an environment move open to new ideas and innovation, or at the very least provide a platform in which they can be
discussed.

While a democratic management style is often considered the best approach, there are times, and people who don’t necessarily
respond well to this type of leadership. In highly regulated industries or positions that involve a great deal of risk (i.e. working
in the armed forces) it is often worth trading employee flexibility/independent for safety and security of the team as a whole.
Here are some of the ways that your own particular approach to managemen
could be having a detrimental effect on the motivation of your employees.

Laissez-faire Management Style - A laissez-faire management style is a casual, employee-led approach where
managers provide minimal oversight, encouraging staff to make decisions and set tasks. This style is effective for
self-motivated, financially motivated employees.

The key benefits of the Laissez-faire management style when it comes to employee productivity and motivation is that it
can:

• Lead to new and innovating ideas being rapidly adopted within a company.
• Employees are self motivated and work at a higher pace/intensity given their personal interest in the tasks assigned to
themselves.
• A flexible management structure allows employees to better balance work and family commitments which may
increase employee retention rates.

While the laissez-faire approach can be a very productive environment in some industries it doesn’t suit all employee
types.Often there are people who want direction or to simply be told what to do.
 Leadership Styles
• Leadership style types significantly impact a company's
performance and culture. Poor leadership can lead to
poor results and profits. Effective leaders empower
their team and cycle through different styles to engage
with staff. Understanding and using different leadership
styles can improve team effectiveness. Good managers
cycle through different styles to navigate situations
effectively.
 Here are six leadership styles and how they affect performance:
• Coercive - Coercive leadership is often unsuitable due to its negative and critical nature, which
can negatively impact team morale, employee honesty, and job satisfaction. It may also lead to
high turnover rates and a negative perception of the company. However, in emergency situations, it
can be helpful in making quick decisions and actions, as long as the leader is not overly
authoritative.
• Pace Setter - Pacesetters set high standards by being hard workers, highly motivated, and
pushing the company forward. They often pressure their team to do the same, which can
negatively impact performance and morale. They often micromanage their team, affecting
motivation and trust. It's crucial to remember that everyone works at a different pace, and moving
slower than the pacesetter doesn't necessarily mean poor performance.
• Visionary - Visionary leaders, characterized by confidence, enthusiasm, and effective
communication, inspire and guide their teams towards a shared vision. They foster empathetic and
empowering behavior, allowing employees to take calculated risks and contribute to the team's
goals. They resolve conflicts while setting boundaries and maintaining accountability, making
visionary leadership effective and positive.
 Here are six leadership styles and how they affect performance:
4. Democratic - Democratic leaders foster strong teams through consensus and collective
knowledge, fostering high commitment and high morale. They are best suited for strong direction
and moving towards shared goals. However, if consensus isn't reached, it can slow workflows and
cause frustration..
5. Coach - The coach leadership style provides personalized feedback to help employees improve
and achieve personal goals. It encourages experimentation and failure-avoidance, focusing on
career development. However, this style can be counterproductive if employees resist coaching or
the leader lacks experience.
6. Affíliate - Affiliate leaders prioritize pleasing people through praise and feedback, fostering a
confident team. This style is beneficial for organizations seeking morale boost, team building, and
improving communication and trust. However, poor performance can go uncorrected, leading to
misguided ideas and frustration.
Which Leadership Style Type
Should You Use?
• The key takeaway is that each leadership style has
its time and place. But a good leader will know
when to use a certain style and which team
members respond well to certain styles.
• The more leadership styles a leader can draw upon,
the more effícient they will be. Adapting your
leadership style to fit a particular person or
situation will have the most positive effect on
overall perforomance.
Thank you
very much!