ASIA PACIFIC INSTITUTE OF MANAGEMENT
MANAGERS IN ACTION
MANAGERS IN ACTION
Manager co-ordinates with own group's work with that of the group in which
he is a subordinate. He clears difficulties out of path of subordinate. Work
can be a source of satisfaction or punishment dependent on controllable
conditions by manager and management.
Managers are for directing and Managing Change on how to plan ahead, find
best strategies, decide and implement, agree targets and objectives, monitor
and control progress, evaluate performance, carry out appraisal and target-
setting interviews and describes proved, practical and effective techniques
A manager in action refers to the daily works and activities of a manager
with the organization. Work of managers creates great influence on all
segments of an organization, like production, human relation, finance,
administration etc. To perform these actions more effectively, managers
required to posse some essential skills like, technical skills, human skills and
This is a theoretical aspect of the term “MANAGERS IN ACTION”. To
more about this we conduct a face to face interview programme with Mr.
Samrat Ghosh Moulik, the Channel Development Manager of TATA AIG.
We have asked twenty questions about work, activities, challenges and
opportunities relating to his work fields. He came up with very effective and
valuable answer to the entire question.
Below are question and there answer discussed briefly:
Q1. Why do you want to work for “TATA AIG”?
I want to work for TATA AIG, because it has appointed me for
a respectable profile, with descent responsibilities, mannerism and
ample growth opportunities.
Q2. What are your favorite relaxation techniques?
Sipping A cup of coffee.
Q3. How do you handle unreasonable demands from your
It has never happened to me, but yes if so then I will try and
drop the assignment.
Q4. What are your favorite tools? When you start a new job!
Proper review and structured planning to deliver best result.
Q5. What are your greatest strengths to achieve your goal?
Pleasant personality, loyalty, willingness to work hard, motivation,
persistence, and tenacity to achieve my goal.
Q6. What are your weaknesses?
I'm so obsessive about my work that I can't stop until the job is
perfect. Actually I often criticize myself for my work.
Q7. What motivates you?
A job well done by successful peoples, a challenge to overcome
hurdles, or an interesting work adapted by recent technologies.
Q8. What should be the ideal job environment that you want
to implement in your organization?
Preferably, I would like to work in a fun, warm environment with
individuals working independently towards team goals. I am not
concerned about minor elements, such as dress codes and the level
of formality. Most important to me is an atmosphere that promotes
attention to quality, honesty, and integrity.
Q9. How do you handle stress or pressure?
According to me is an important issue. While high levels of stress can
be negative, I use stress in a productive way that can allow me to
work harder. It is important for me to make sure I have the correct
balance of positive stress and negative stress. Frankly speaking I
often perform better when I am under reasonable levels of stress.
Q10. What methods have you used to evaluate subordinate’s
I usually use PRP (Performance, Review and Planning), target
measurement matrix and activity control to evaluate my subordinates
Q11. What systems have you developed and implemented to
improve operating efficiency in your department?
I have developed a three tier system- ----Daily MIS reporting ---
Maintaining DSR (Daily Sales report) ----Resolving tendencies and
back-log on daily basis.
Q13. Tell me about a tough decision you had to make
recently at work, how did you go about making the decision?
To revive the dormant “Produce” (agents) by keeping in mind,
the cost-cutting to minimize the expenditure of my department.
Q14. Describe a problem you recently experienced with an
employee who reported to you, how did you solve it?
A problem of communication to the “Producers” from our side
related to the business reconciliation and pay-out out flow was
reported to me. I solved the issue by engaging a person dedicated
towards reconciliation of the business and updation of these reports
to the central MIS and communicating to the producers.
Q15. What experience do you have in setting budgets?"
I have always been setting up budgets which are achievable
keeping up in view, productivity factor of my subordinates and their
intermediaries and their span of control.
Q16. Tell me about an important assignment or task that you
delegated. How did you ensure that it would be completed
An assignment linked to the revival of a non-performing
channel of business by conducting regular follow-ups and sales
campaigns to stretch their business. To complete it successfully,
regular follow-ups and communication of day to day activities was
Q17. Give me an example of when you had successfully
motivated your staff using incentives or rewards.
A campaign named “Malayasia Challenge “where rewards and
recognition was predefined to various slabs of performance.
Q18. Give me an example of when you had to provide
feedback to a staff member who was performing poorly, how
did you go about this and what was the outcome?
Once the channel partners of one of my subordinates span
dropped the business figures for which the particular subordinate’s
budget was under achieved. I went through every aspects of his span
of control and his way of working and finally resolved the issues due
to which business of these agents were going down, by figuring out
activity plans on weekly basis for my subordinates.
Q19. Workplace Conflict Resolution: Managing Your Human
As a manager I am responsible for creating a work environment that
enables people to thrive. If turf wars, conflicts, disagreements and
differences of opinion escalate into interpersonal conflict, I must
intervene immediately. Conflict resolution, with me, is essential.
Conflict resolution is an immediate priority my organization.
Q20.What do you look for when you hire people?
Think in terms of skills, Initiative, and the adaptability to be able to
work comfortably and effectively with others. I like to hire people
who appear capable of moving up in the organization.
Q21. Have you ever had to fire people? How did you handle
In a third world organization it’s often very frequently. To be frank,
the situation was not easy, but it worked out well, both for the
company and I think, for the individual. I don't enjoy such unpleasant
tasks but I can resolve them efficiently and -in the case of firing
Q22. What do you think is the most difficult thing about
being a manager or executive?
Planning, execution, and cost-control. The most difficult task is to
motivate and manage employees to get something planned and
completed on time and within the budget.
SUMMERY OF THE INTERVIEW
In concise summary of the whole the interview with Mr. Samrat Ghosh Moulik
Covers the performance, the determination, and his dedication towards job. A
manger in action not only refers towards the job and performance of a person,
it includes the way he communicates with his employees as well as with his
employer. In a present scenario mangers have to perform with a 360 degree
performance to achieve their goals and their mind set also for the individual and
for the organization, he is paid for. In same time he have to analyze financial
records, have to make new strategy and business plans and also have to work
upon human resources of the organization.