Delegation and Conflict Management: A Mini-WorkshopKaren S Calhoun
This presentation is designed to teach principles and processes associated with delegating tasks and managing organizational conflict. It underpins a two-hour workshop that is part of Pitt’s University Library System (ULS) Leadership Program. The workshop exercises reinforce the skills of delegating tasks and managing conflicts contextually, using a variety of approaches.
Having employee problems? Employees do not seem to be able to get along? Need more teamwork? A good class in Conflict Management might be just what the doctor ordered. You have here 38 slides for a full-day class with exercises and activities to help employees and managers learn how to better handle conflict in the workplace. Call me if you have any questions: 612-310-3803. John
Are unresolved conflicts affecting team functioning? Would you like to make conflict a source of growth for your team? Would like a road map to get there?
Managing team conflict effectively is the art of fostering trust, resolving conflicts as they arise and facilitating productive communication. Highly functioning teams can debate challenging topics, make tough decisions, and hold each other accountable for results.
Delegation and Conflict Management: A Mini-WorkshopKaren S Calhoun
This presentation is designed to teach principles and processes associated with delegating tasks and managing organizational conflict. It underpins a two-hour workshop that is part of Pitt’s University Library System (ULS) Leadership Program. The workshop exercises reinforce the skills of delegating tasks and managing conflicts contextually, using a variety of approaches.
Having employee problems? Employees do not seem to be able to get along? Need more teamwork? A good class in Conflict Management might be just what the doctor ordered. You have here 38 slides for a full-day class with exercises and activities to help employees and managers learn how to better handle conflict in the workplace. Call me if you have any questions: 612-310-3803. John
Are unresolved conflicts affecting team functioning? Would you like to make conflict a source of growth for your team? Would like a road map to get there?
Managing team conflict effectively is the art of fostering trust, resolving conflicts as they arise and facilitating productive communication. Highly functioning teams can debate challenging topics, make tough decisions, and hold each other accountable for results.
Information about Bellevue University Human Capital Lab's latest assessment tool to aid Chief Learning Officers and Training & Development Leaders in determining the Power Skills (soft skills) gaps they may have in their organization combined with consultation services to assist developing a plan, tools, and performance measurement ROI outcome studies to help demonstrate the to all who invest the value of these efforts.
Conflict is a necessary part of a healthy team and organization. But too much conflict can be toxic and negatively affect your productivity. Here are 10 ways to effectively manage conflict on project teams.
Adapted from: Managing Technology-Based Projects by Hans J. Thamhain
Conflict is Human Nature and since society, organizations and associations involves more than one individual, conflict is bound to happen and in most cases subconsciously individuals adjust, tune, and adapt to accommodate other’s point of view to reduce the conflict. This is Conflict Management which is a integral process and takes place without even us knowing about it.
In a large organization or in an organization having conflict within a team is a normal process. In an organisation there may be employees from different states and culture who speak different languages. This type of diversity may lead to the conflicts within a team (Torrence, 1957). Conflicts may result in positive and negative outcome which depends on the organization, team members and the team. Thus, conflicts in the organization should be managed properly so it may become beneficial for the organization as well as the team.
Within the last 30 years, leadership has radically evolved from traditional thinking.
Even though research produces evidence that this contemporary approach is effective, several professionals who attest to applying contemporary approaches, such as servant leadership or situational leadership, continue to act from traditional assumptions that can cause more harm than good.
Here’s the question:
Do you think from a traditional or 21st Century perspective of leadership?
In the last five years, financial management has undergone vast changes. From simple sourcing to utilisation, additional areas which have gained importance are, risk management, maintenance & growth under risk engulfed environment, it is not simple market risk or environmental risk additional factors added now are pandemic risk, even factory layouts, safety& security of employees, added insurance costs provisions for bad debts etc have assumed significance. Analysis of costs , compilation &control has assumed tremendous significance . In view of this , these slides may have to be recasted , aitered ,modified & regrouped presented to facilitate quick & realistic managerial decision making which I proposed to do shortly.
Information about Bellevue University Human Capital Lab's latest assessment tool to aid Chief Learning Officers and Training & Development Leaders in determining the Power Skills (soft skills) gaps they may have in their organization combined with consultation services to assist developing a plan, tools, and performance measurement ROI outcome studies to help demonstrate the to all who invest the value of these efforts.
Conflict is a necessary part of a healthy team and organization. But too much conflict can be toxic and negatively affect your productivity. Here are 10 ways to effectively manage conflict on project teams.
Adapted from: Managing Technology-Based Projects by Hans J. Thamhain
Conflict is Human Nature and since society, organizations and associations involves more than one individual, conflict is bound to happen and in most cases subconsciously individuals adjust, tune, and adapt to accommodate other’s point of view to reduce the conflict. This is Conflict Management which is a integral process and takes place without even us knowing about it.
In a large organization or in an organization having conflict within a team is a normal process. In an organisation there may be employees from different states and culture who speak different languages. This type of diversity may lead to the conflicts within a team (Torrence, 1957). Conflicts may result in positive and negative outcome which depends on the organization, team members and the team. Thus, conflicts in the organization should be managed properly so it may become beneficial for the organization as well as the team.
Within the last 30 years, leadership has radically evolved from traditional thinking.
Even though research produces evidence that this contemporary approach is effective, several professionals who attest to applying contemporary approaches, such as servant leadership or situational leadership, continue to act from traditional assumptions that can cause more harm than good.
Here’s the question:
Do you think from a traditional or 21st Century perspective of leadership?
In the last five years, financial management has undergone vast changes. From simple sourcing to utilisation, additional areas which have gained importance are, risk management, maintenance & growth under risk engulfed environment, it is not simple market risk or environmental risk additional factors added now are pandemic risk, even factory layouts, safety& security of employees, added insurance costs provisions for bad debts etc have assumed significance. Analysis of costs , compilation &control has assumed tremendous significance . In view of this , these slides may have to be recasted , aitered ,modified & regrouped presented to facilitate quick & realistic managerial decision making which I proposed to do shortly.
Any incorporated company at the end of the financial year is required to prepare financial statements showing the assets & liabilities, profit or loss for the period, a cash flow statement &get it audited. the audited statements along with the auditor's report & directors report with all schedules is to be submitted to the ROC, shareholders at the annual general meeting, banks, financial institutions, all stakeholders.etc
These statements form the basis of ANALYSIS, WHICH CAN BE (A) VERTICAL ANALYSIS ( B)HORIZONTAL ANALYSIS (C )COMPARITIVE STATEMENTS (D)COST ANALYSIS (E)CASH FLOW ANALYSIS AND SO ON 'The main feature of these analyses will be explained with illustrative examples
Dieses Paper beschreibt den Einsatz von ITIL zur Optimierung von Arbeitsprozessen im Rechenzentrum der Hochschule Harz am Beispiel des Release Managements. Es wird dargestellt, wie die vorhandenen Prozesse als Teil des process life cycle im Ist-Zustand erfasst und anhand des ITIL-“Best Practice”-Framework in den Soll-Zustand überführt werden. Dabei wird ein Projektfazit gezogen und ein Ausblick auf den zukünftigen Einsatz von ITIL im Rechenzentrum der Hochschule Harz gegeben.
LDR 531 FINAL EXAM - LDR 531 FINAL EXAM Questions and Answers | StudentwhizJigyasa Bhansali
You get here best a student's guide to learn about LDR 531 final exam questions and answers. Your complete guide to LDR 531 organizational leadership final exam.
http://www.studentwhiz.com/Online-Courses/LDR-531/769/
Brief conceptual highlighting, Key leadership skills, Major leadership competencies, Function and Importance of Leadership, Delivery of results and ten lessons
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The role of Psychological Safety & Mission Critical Behaviours for organizati...Kye Andersson
A presentation held together with AI Sweden. Focusing on the importance of psychological safety, clear goals and mission critical behaviours to build functioning organizations where individuals can come to their full potential.
For professional development, I need to use evidence to analyse and incorporate the experiences so that I can form an instructive part for my future practice and work. Professional growth and development is strongly encouraged. So it is advised to become involved with professional associations (Boyle, 2013, p.12). I should participate in professional conferences. Involvement and attending in conferences, helps to develop in professional skills as well as forming and maintaining professional relationship with colleagues. Placement can put me at a distinct advantage when applying for future employment.
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https://www.oeconsulting.com.sg/training-presentations]
Sustainability has become an increasingly critical topic as the world recognizes the need to protect our planet and its resources for future generations. Sustainability means meeting our current needs without compromising the ability of future generations to meet theirs. It involves long-term planning and consideration of the consequences of our actions. The goal is to create strategies that ensure the long-term viability of People, Planet, and Profit.
Leading companies such as Nike, Toyota, and Siemens are prioritizing sustainable innovation in their business models, setting an example for others to follow. In this Sustainability training presentation, you will learn key concepts, principles, and practices of sustainability applicable across industries. This training aims to create awareness and educate employees, senior executives, consultants, and other key stakeholders, including investors, policymakers, and supply chain partners, on the importance and implementation of sustainability.
LEARNING OBJECTIVES
1. Develop a comprehensive understanding of the fundamental principles and concepts that form the foundation of sustainability within corporate environments.
2. Explore the sustainability implementation model, focusing on effective measures and reporting strategies to track and communicate sustainability efforts.
3. Identify and define best practices and critical success factors essential for achieving sustainability goals within organizations.
CONTENTS
1. Introduction and Key Concepts of Sustainability
2. Principles and Practices of Sustainability
3. Measures and Reporting in Sustainability
4. Sustainability Implementation & Best Practices
To download the complete presentation, visit: https://www.oeconsulting.com.sg/training-presentations
Discover the innovative and creative projects that highlight my journey throu...dylandmeas
Discover the innovative and creative projects that highlight my journey through Full Sail University. Below, you’ll find a collection of my work showcasing my skills and expertise in digital marketing, event planning, and media production.
Attending a job Interview for B1 and B2 Englsih learnersErika906060
It is a sample of an interview for a business english class for pre-intermediate and intermediate english students with emphasis on the speking ability.
Unveiling the Secrets How Does Generative AI Work.pdfSam H
At its core, generative artificial intelligence relies on the concept of generative models, which serve as engines that churn out entirely new data resembling their training data. It is like a sculptor who has studied so many forms found in nature and then uses this knowledge to create sculptures from his imagination that have never been seen before anywhere else. If taken to cyberspace, gans work almost the same way.
Business Valuation Principles for EntrepreneursBen Wann
This insightful presentation is designed to equip entrepreneurs with the essential knowledge and tools needed to accurately value their businesses. Understanding business valuation is crucial for making informed decisions, whether you're seeking investment, planning to sell, or simply want to gauge your company's worth.
RMD24 | Retail media: hoe zet je dit in als je geen AH of Unilever bent? Heid...BBPMedia1
Grote partijen zijn al een tijdje onderweg met retail media. Ondertussen worden in dit domein ook de kansen zichtbaar voor andere spelers in de markt. Maar met die kansen ontstaan ook vragen: Zelf retail media worden of erop adverteren? In welke fase van de funnel past het en hoe integreer je het in een mediaplan? Wat is nu precies het verschil met marketplaces en Programmatic ads? In dit half uur beslechten we de dilemma's en krijg je antwoorden op wanneer het voor jou tijd is om de volgende stap te zetten.
Memorandum Of Association Constitution of Company.pptseri bangash
www.seribangash.com
A Memorandum of Association (MOA) is a legal document that outlines the fundamental principles and objectives upon which a company operates. It serves as the company's charter or constitution and defines the scope of its activities. Here's a detailed note on the MOA:
Contents of Memorandum of Association:
Name Clause: This clause states the name of the company, which should end with words like "Limited" or "Ltd." for a public limited company and "Private Limited" or "Pvt. Ltd." for a private limited company.
https://seribangash.com/article-of-association-is-legal-doc-of-company/
Registered Office Clause: It specifies the location where the company's registered office is situated. This office is where all official communications and notices are sent.
Objective Clause: This clause delineates the main objectives for which the company is formed. It's important to define these objectives clearly, as the company cannot undertake activities beyond those mentioned in this clause.
www.seribangash.com
Liability Clause: It outlines the extent of liability of the company's members. In the case of companies limited by shares, the liability of members is limited to the amount unpaid on their shares. For companies limited by guarantee, members' liability is limited to the amount they undertake to contribute if the company is wound up.
https://seribangash.com/promotors-is-person-conceived-formation-company/
Capital Clause: This clause specifies the authorized capital of the company, i.e., the maximum amount of share capital the company is authorized to issue. It also mentions the division of this capital into shares and their respective nominal value.
Association Clause: It simply states that the subscribers wish to form a company and agree to become members of it, in accordance with the terms of the MOA.
Importance of Memorandum of Association:
Legal Requirement: The MOA is a legal requirement for the formation of a company. It must be filed with the Registrar of Companies during the incorporation process.
Constitutional Document: It serves as the company's constitutional document, defining its scope, powers, and limitations.
Protection of Members: It protects the interests of the company's members by clearly defining the objectives and limiting their liability.
External Communication: It provides clarity to external parties, such as investors, creditors, and regulatory authorities, regarding the company's objectives and powers.
https://seribangash.com/difference-public-and-private-company-law/
Binding Authority: The company and its members are bound by the provisions of the MOA. Any action taken beyond its scope may be considered ultra vires (beyond the powers) of the company and therefore void.
Amendment of MOA:
While the MOA lays down the company's fundamental principles, it is not entirely immutable. It can be amended, but only under specific circumstances and in compliance with legal procedures. Amendments typically require shareholder
Cracking the Workplace Discipline Code Main.pptxWorkforce Group
Cultivating and maintaining discipline within teams is a critical differentiator for successful organisations.
Forward-thinking leaders and business managers understand the impact that discipline has on organisational success. A disciplined workforce operates with clarity, focus, and a shared understanding of expectations, ultimately driving better results, optimising productivity, and facilitating seamless collaboration.
Although discipline is not a one-size-fits-all approach, it can help create a work environment that encourages personal growth and accountability rather than solely relying on punitive measures.
In this deck, you will learn the significance of workplace discipline for organisational success. You’ll also learn
• Four (4) workplace discipline methods you should consider
• The best and most practical approach to implementing workplace discipline.
• Three (3) key tips to maintain a disciplined workplace.
Tata Group Dials Taiwan for Its Chipmaking Ambition in Gujarat’s DholeraAvirahi City Dholera
The Tata Group, a titan of Indian industry, is making waves with its advanced talks with Taiwanese chipmakers Powerchip Semiconductor Manufacturing Corporation (PSMC) and UMC Group. The goal? Establishing a cutting-edge semiconductor fabrication unit (fab) in Dholera, Gujarat. This isn’t just any project; it’s a potential game changer for India’s chipmaking aspirations and a boon for investors seeking promising residential projects in dholera sir.
Visit : https://www.avirahi.com/blog/tata-group-dials-taiwan-for-its-chipmaking-ambition-in-gujarats-dholera/
1. Management thinkers &business giants
notes : divided into 2 parts 1) Mgt. Thinkers
2) Business Giants
Management Thinkers who are covered under this category
1)Meridith Belbin 2)WarrenBennis 3)Kenneth Blanchard 4) dale Carnegie 5) AlfredDChandler,Jr.
6)Stephen R covey 7)Edwards Deming8) Peter Drucker 9) MaryParkerFollet 10)Ghoshal& Bartlett
11) Frank & LilianGilbreth12) Charles Handy13)Frederick Herzberg 14)Joseph Mjuran
Their contributions:
1)Team Working as a means of worker flexibility & cooperation ; cultural shifts in an organization, problem solving & project management, &
tapping talents of every one.Belbin model of Team Management system is well known.He concentrated on team managers rather than types of
teams.why some teams succeed & some fail?
The essence of his theory is success depends on the abilities & characteristics individual team members .Based on this success Or failure can be
predicted .causes of failures can be analysed& corrected .Another important factor is behavior characteristics ,understanding of roles ,when &
how to let other member to take over & compensate for short comings.He has grouped roles into *8 categories.They are not needed at the
same time ORinthe same measure
"People and plans are critical to strategy, they are both sides of the same coin. One without the other is only half the answer", says Glen Ford,
Partner with HobsonFord.
New to Belbin Team Roles and what to find out how you can use the theory and reports to bring about tangible improvements in business
performance? Book yourself on our "How to..." session!
A team is not a bunch of people with job titles, but a congregation of individuals, each of whom has a role which is understood by other
members. Members of a team seek out certain roles and they perform most effectively in the ones that are most natural to them.
Dr. R. M. Belbin
Belbin Team Roles are used to identify people's behavioural strengths and weaknesses in theworkplace. This information can be
used to:
1
2. Build productive working relationships
Select and develop high-performing teams
Raise self-awareness and personal effectiveness
Build mutual trust and understanding
Aid recruitment processes
Team Role DEFINITION
Team Role DEFINITION
Belbin Team Roles measure behaviour, not personality, and so can be defined as:
A tendency to behave, contribute and interrelate with others in a particular way.
Dr. Meredith Belbin
The Team Roles that Meredith Belbin identified are used widely in thousands of organisations all over the world today. By identifying our
Team Roles, we can ensure that we use our strengths to advantage and that wemanage our weaknesses as best we can. Sometimes,
this means being aware of the pitfalls and making an effort to avoid them.
The NINE TEAM ROLES
Contents
2
1 History
2 Application and use
3 Belbin Team roles
3.1 Plant
3.2 Resource Investigator
3.3 Co-ordinator
3.
3.4 Shaper
3.5 Monitor Evaluator
3.6 Teamworker
3.7 Implementer
3.8 Completer Finisher
3.9 Specialist
4 Validity and reliability
5 Other team role inventories
5.1 Team Management System (TMS)
5.2 Star Roles Model
Four principal factors involved in building up are intelligence , dominance Extrovert/ introvert, & stability/ anxiety
He devised self perception inventory &computerized interplace system to satisfy the wideneeds of organizations.( ref Adrian &
www.belbin.com)
He defined jobs as work sets .The boundaries of the jobs are defined by the interactive communication processes between the worker &
the manager.
WARREN BENIS:jjjjjj
. Adhocracy was an important concept as a counter to hierarchy ,centralized control,& bureaucratic organization.
Managers & leaders are they different?Benis emphasized complete qualitativedifference.
e.g.Managers do things right .Leaders do right things.However managers can become leaders by learning &trg .
4 core common factors are 1) attention thro vision
2)Meaning thro communication
3)Trust thro positioning 4)Deployment of self
thro positive self regard.
Positive self regard is related to emotional wisdom which according to Benis covers 5 skills(1)acceptothers as theyare (2)approach only with
reference to the present (3)Treat others with courteous attention(4) Trust others even when the risk appears high (5)Do w/o constant approval
& recognition.
Almost all leaders responded to failures as a learning experience.
The type of leadership discussed by Benis is termed Transformative.It has empowering effect on others .Four elements of empowering according
to Bemis ,are 1)significance 2)competence 3) community And
4) enjoyment
The five myths of leadership which are discussed are 1)leadership –a rare skill ? –no
2)leaders are born –no 3) are charismatic –no are ordinary persons(4) can exist only at the top – no at all levels (5)Leaders control ,direct &
manipulate –no they only align the energies of others behind an attractive goals.
He is considered romantic.
KENNETH BLANCHARD
Known for his “one minute manager”
The ABCs 1)Activators (2)behavior
(3)consequences.
3
4. The steps( 1)one minute goal setting –making it clear what tasks people are to do, what sort of behavior or performance is expected of them,
.important goals should be written down in a single sheet of paper.
2) one minute praising : is the second secret.Is the key to improved performance.It is the key to developing peopleThe steps are (1)Praise some
one in time-on the spot(2) Be specific- mention the act that is being praised &how well it is performed (3) sharing the feelings – How you feel
about what they did
3) one minute reprimanding is the third secret.(a) immediate but not in the open.(b) at the same time tell how good they are & how best they
can do (c) be specific –pin-point the mistake ,admonish the action& not label the person.(d ) sharing feeling are as important in reprimanding as
in one minute praising.
How to turn the three secrets intoskilswas explained by him in the next book , “Putting the one minute manager to work “- consisted of (a) ABC
of management (b) effective reprimanding(c)price system
Reprimanding depends on the situation.Mistake out of ignorance requires education &trg.;
Where an employee fails to do something is an attitude problem & needs reprimanding.Reprimanding should end up with a positive note.
The Price system: (a) Pinpoint (b)Record (c)Involve (d)coach (e)evaluate.
ONE MINUTE MANAGER MEETS THE MONKEY : deals with problems of time Mgt. &overload.He considers manager as “ A hero with all the
solutions & answers”
Blanchard concentrated on individual development rather than org. development. Brevity, short & to the point, no dry &stuffy theory ,practical
wisdom are the plus points.
Dale Carnegie .
According to him criticism is counter productive.It should be seldom used to motivate or change people .He recommended self control
,understanding & forgiveness. Influence people & achieve your aims.He suggests a policy of give&take , first give what they want,then they will
help you to achieve want you want.All people have the urge to be important .Carnegie by a series of illustrations explains “ how nourishing a
person’s self esteemyou can achieve far better results than criticism”First u make them like you.Win people to your way of thinking.Change
them w/o arousing resentment.Encourage them & tell them what you want & get it done.
He emphasized& encouraged communication; Prepare, deliver &influence.Closure should focus on the objective.
He concentrated on interpersonal skills development.
Alfred D.Chandler, Jr..
He concentrated on macro aspects & evolved the concept of “managerial Enterprise”.It moved in 2 directions.1) forward from the past to the
present 2)backward from the present to the past.
His book “Strategy &structure”took business history into new dimentions.
His “visible Hand “contrary to adamsmith’s”invisible hand “is another mile stone book.
History is the only way individuals & companies can learn from experience & learning by experience is the only way to increase productivity &
competitiveness.
Stephen R Covey
His contribution
4
5. “The seven Habits of highly effective People”
The three stages 1) dependence in childhood. (2)independence in adolescence.
(3)interdependence.
In this background the seven habits which help are
1) Be proactive 2) begin with the end in mind (goal)
(3)put first things first (priority)
2) (4)Think win- win situation cooperation & not competition in work place or no deal
3) Seek first to understand & then to be understood.( listen & then React)
4) Synergize
5) Sharpen thesaw-( do not forget to attend to the tools).
His major work “ first things First “breaks down life’activities into 4 quadrants
1)urgent& important –crises, deadlines , opportunities.
2)not urgent but important-learning,planning,relationship,buildingetc
3)urgent but Not important- meetings & interruptions
4) neither important Nor urgent-gossip ,time wasters.
All effective people focus on 2 sothat 1 is less.
Edward Deming
Has been universally acclaimedas one of the founding fathers of TQM.
His 14 points have been adopted & assimilated into Mgt thinking.
His 14 points cover both scientific Mgt&human relations (hard & soft 0
Peter Drucker
1) End of economic Man. Concentrates on politics &economics of the Thirties.
2) The future of industrial Man -dangers of planning founded on denial of freedom
3) The concept of corporation –what has worked in the past ,will it hold good for thefuture?
4) Selfgoverning plant community –empowering the work force.
5) His other book : Practice of management established him as a leader in this field.He said business existed for satisfying the customer.He
sets out 8 objectives of business .They are (a)market standing (b)innovation (c) productivity.(d )physical & financial resources (e)
profitability (f) managerial performance & development (g) workers performance &attitude.(h) public responsibility.
6) He also introduced the concept of MBO &self control
7) The other 7 tasks are (I) Mbo (ii)Risk taking & allow risk taking decision at lower level (iii)make strategic decisions (iv)build integrated
team (v)communicate quickly &clearly ,motivate, gain commitment & participation (vi)look at business as a whole. (vii)look at social ,
economic,& political development on world wide scale.
8) His book Management; Tasks responsicibilities& practices is a treatise on management & a management hand book.Manager’s work
involves 5 basic operations of Setting objective ,organizing, motivating ,communicating& measurement of performances .&develop
people.
5
6. 9) The age of discontinuity published in 1969 is trying to answer the question What we will have to tackle today To make Tomorrow.He
advocated privatization.
10) His next book The turbulent times considers change , uncertainty &Turbulence as underpinning themes.Whatever he suggested 10 years
back have become realities of today.
MARY PARKER FOLLET
Her concept of leadership ,as the ability to develop & integrate group ideas,using power with people rather than power over people.is a
modern idea.Folletidentified 4 principles of coordination.
(1) Reciprocal relating
(2) direct contact-& directcommunication (3)coordination should begin early stages & involve all people. (4) it is
a continuing process.
(2) Follet’s views on on power, leadership , authority & control which she felt to be exercised in group will be the obvious route to
achievements
Ghoshal& Bartlett.
Their book” Managing across borders” was cited as one of the 50 most influential business books of the century by Financial Times.
There they tried to answer 2 questions (1) what does strategy mean?
(2)Why do time honored business models –no longer work?
Answer to 2nd question lies in complexities of international competition & growing global market place which has resulted in the inability of
organizations to cope survive & succeed in the face of diversity & accelerating change.
In this context they found 3 types of models in operation.(1) Multi national( unilever )(2)Global( Ford) (3)Tech focused transfer of
Knowledge to less advanced environments ( countries) .These should lead to a 4th model The transnational , which would combine the
advantages of all the above three models & also exploit local knowledge s the key weapon in identifying opportunities & does not operate
as overseas branches.
They examined Sloan’s old model ( GM) the model of Three S,s ( strategy- structure & systems ).It started to break in 1980s when converging
technologies ,fluctuating markets & overnight competition & innovation combined to make it’s control system cumbersome & ultimately a
risk to survival .In their Article “ A new manifesto for management “ they pointed out this system were stifling initiative , creativity
&diversity.They also indirectly attacked porter’s work.His strategic thinking suggested reducing competition by buying out or quality
improvements .His theory is static in that , it focuses strategic thinking on getting the “largest share of fixed economic pie”.According to
ghoshal organizations exist not to appropriate value but to create value “ by changing the smell of the place” .
The spring time theory
Introduced the concept of stultifying atmosphere in control &system oriented corporate climate & required a transfusion of new cultural
atmosphere of more open & dynamic environmental change.
He also introduced the concept of three Ps –purpose , process ,&people.To create a shared ambition to provide meaning for every
body’sefforts.
The new moral contract concept introduced Ghoshal is based on “Developing Employability & providing challenging Jobs” rather than
functional boxes.The will to develop is the only hedge against global competition & changing Job market.
6
7. Companies must shift from acquiring value to create value,.Instead of being cogs in a system should become facilitators & people developers
drawing creativity from others.
Frank & Lilian Gilbreth
Are known for their work in work simplification,therbligs, micronometer(1/2000, of a second)process flow charts, & industrial Psychology.
Charles Handy
Four of Handy’s books make an outstanding contribution to the study of Management.Theyare :
1)Understandingorganisations,
2)God’s of management
(3)The age unreason (4)The age of paradox.
Understanding organizations deal with concepts & concepts in application.Deals with motivation , roles & interactions, leadership ,power ,
influence , working of groups & culture of organizations.A land mark study , valuable for students &guide for the practicing managers.
Gods of MGT.
Deals with various cultures, like club culture(zeus)centralized communication; role culture (Apollo)orders & roles represented by Greek
Temple., task culture( Athena)WISDOM; Existential culture (Dionysus) God of wine & song.This type of culture are those that exists to serve
the individual & in which individuals are not servants of the organization.This consists of group of professionals like lawywer& doctors with
no boss coordination.
Changing organizations.
1) Development of contracting out (2)Basing on quest for profit on intelligence & professional skills rather than manual work & machines.
2) Days of working for one employer OR inone occupation are coming to end.
3) Shamrock organization.( the Age of unreason)He uses this symbol to represent three bases on which people are employed to day.
(a) Core of professionals, technicians & managers rewarded with high salaries inreturn for commitment & hard work.. (b)Contracted
specialists & consultants like for project preparation. Advertising etc. (c)Flexiblelabour force, fulltime, part time,temporary& seasonal
roles.
4) Federal organization &inverted doughnut.:first explored in the book the age of unreason & expanded in “The Empty Rain Coat”Not
handing out or delegating power, but ruling & unifying only with the consent & agreement of units under the organizationas equal
partners.
5) Portfolio Working & downshifting : working for more than one employer,shifting from organization to organization,testing their skill &
talents in different situations helps to ensure & discover in which they are really good ,efficient & effective
FREDERICK HERZBERG
1) The HygieneMotivation theory :He postulated two sets of needs.(1) Low level need ; The animal needs of, the need to avoid pain &
deprivation(2)
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8. 2)Higher level Need as human being : The need to grow mentally & psychologically
He called the former group as Hygiene Factors & the Latter as Motivators or growth factors.
No
H-factors
No
M/G-factors
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Company policy &admn.
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Achievement
2
Supervision
2
Recognition
3
Working relationship
3
The work itself
4
Working conditions
4
Responsibility
5
Status
5
Advancement
6
Security
6
growth
7
Pay
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The H-factors donot act as motivators but the absence of them creates dissatisfaction .He also called them as “Maintenance factors”
Motivating /growth factors are really the motivators .These two factors are not opposites but compliment & supplement each other.
KITA- kick in the ass Kicks merely produce movement & avoidance of pain. What genuinely motivates are those things which are intangible
& intrinsic to the job.He also explained this phenomenon by bibilicalallusions : Animal –Adam(H-Factors) ; Human - Abraham (G-Factors)
Job enrichment was considered an essential requirement of Motivation.
Hawthorne expts of Elton mayo, Abraham Maslow ,Douglas McGregor allbelong to this School of thought.
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9. Porter’s Five Forces of
Competitive Position
New Market Entrants, eg:
entry ease/barriers
geographical factors
incumbents resistance
new entrant strategy
routes to market
Supplier Power, eg:
brand reputation
geographical coverage
product/service level quality
relationships with customers
bidding processes/capabilities
Competitive Rivalry, eg:
number and size of firms
industry size and trends
fixed v variable cost bases
product/service ranges
differentiation, strategy
Product and Technology
Development, eg:
alternatives price/quality
market distribution changes
fashion and trends
legislative effects
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Buyer Power, eg:
buyer choice
buyers size/number
change cost/frequency
product/service importance
volumes, JIT scheduling
10. Joseph M Juran,
He Introduced “ pareto’s concept of unequal distribution”- vital few & trivial many became known as Pareto’s Principle.
Juran Defines A Break through as “ change, a dynamic, decisive movement to a new & higher levels of performance”
As against control which means “ staying on course, adherence to standard,prevention of change”
Not all controls are negative & all breakthroughs are positive .They are a form of continuing cycle of events.
Juan Triology& quality Planning Map.one version of his Triology is 1)Q- Planning( 2) Q- control(3) Q- improvement
Juran’s formula for success: 1)set up specific Goals (2) establish plans (3)Fix responsibility(4)Reward on the results achieved.
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