published Thursday, October 21st, 2010 at 10:16 am by
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Management Style for SME
Management Style for SME is one of the talk about topic in the small and medium industry. In many cases, the leaders of SME comprises of wither owners of the business or someone who has been entrusted to run the business such as relatives of the owner.
These days, even owners or leaders of SME are catching up with the modern management theories and concepts by which they often attend seminar and talks about various aspect of the management styles. While they understood the differences in each of the management styles, they have hard time to apply them effectively.
Difficulty in Management Style for SME
One fo the obvious reasons for owner or leader in SME faced with difficulties in apply the most appropriate management style, their situation seems to be less complex as their workforce are small. Due to the small number of employee and for some are very skillful, owner or leader of SME has to deal with them tactfully for fear that they may loose those skillful employees.
Situational Management Style for SME
As the situation arise, the owners or leader need to apply one or more management styles to best motivate the employees. As such, I shall conclude that the management style for SME should be a situational management style. And the situation is best understood by the owner or leader themselves. Therefore, management style for SME will demand understanding of various management styles.
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published Thursday, September 30th, 2010 at 2:47 am by
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Managing a Pay Per Click network partnership is like running your own business. Your management style has an effect tot eh long term relationship with them
Can the burst suggest an orchestral microprocessor?
You need to understand the requirement to particpate in the Pay Per Post ( PPP ) network
published Monday, March 22nd, 2010 at 1:37 am by
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Realization of a Vision Statement in Different Management Styles
Different Management Styles can take the objective of a Vision Statement differently. A Vision Statement is normally printed document that are hang up on a wall at place of prominent. It is obvious that it remain as a piece of framed up document if it is not implemented across an organization. Therefore, the management styles of a leader would treat the Vision Statement in their own way.
In order to realized what is written in the Vision Statement, the founder or CEO of an organization should implement it ideally personally. However, in real life business environment of any sizes, there effect of the implementation varies according to the management style. Based on my own observations, I like to share with you what are some common traits of implementing the Vision Statement by different management styles.
Types of Management Styles
An Autocratic management styles leader call on his management team and instruction everyone to implement what is written in the Vision Statement. He expects to see results after its implementation. He may ask for the progress of implementation once a while.
For a Participative Management Styles, the founder or CEO is likely to call upon their management team and expressed his intention in implementing the Vision Statement. He would share the meaning and nuisance of the Vision Statement with the management team and seek input from them. This can be held in the form of a workshop that is outside the company or mere in a meeting room within the premise of the company He would explore how the vision statement was understood by the management team member and align the understand to the original intention of the vision statement.
For a Democratic Management Styles, the way how the Vision Statement implemented is to seek opinion from their management staff. Opinion from the team was considered and ended up changes to the vision statement. This scenario is happen because of the management style of the owner or CEO
A laissez-faire Management Styles leader adopted a free for all approach to the implementation the Vision Statement. He would announce his intention and expect employee takes his instruction. He do not do any follow up and not champion is assigned.
Which management styles is the best?
The above brief illustration of types of management styles gives rise to your own judgment to the effectiveness of each of the management styles. Each of them has their merits and demerits depending on the situation they are in at the time of needs.
In conclusion, different management styles in the implementation of the Vision Statement has its own effectiveness and certain their degree of success in the implementation. It is difficult to pinpoint which of the management styles is the best.
published Monday, March 22nd, 2010 at 1:01 am by
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In most big organizations, it is common to see a Vision statement hang up somewhere on the wall of the reception area, conference room, CEO’s room, Library, cafeteria and other public places where it is noticeable by employees of the organization. You may wonder who create these Vision statement and perhaps the person behind it must be the CEO of the organization. This is true if the organization has been existed for sometime.
If you are in the process to set up a company and like to create a Vision Statement like those big organization, what should you do to make it happen? The guidelines below are intended to provide additional information in creating a Vision Statement:-
What is a Vision Statement
It is a statement if intent that indicate what an organization like to be. It envision what would it in the future state perhaps beyond 10 years. It is a far reaching “ambition” statement of the organization
Who should create the Vision Statement
There are several school of thoughts to which who should create the Vision Statement. You may have cases in which the founder creates if the business is managed by the founder. In this case, the Vision statement is normal far reaching beyond 10 years or even more. The reason is obvious, all founder of a business wanted to be existing in the business for a long time.
In the case where a CEO is hired to operate the business, he is expected to create the Vision. And in many cases, the Vision Statement is in shorter tenure. This could be the fact that many CEO may not stay with the organization for long.
published Tuesday, March 9th, 2010 at 6:04 am by
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I attended several management kill training over my years of employment at a managerial level. When I first started as a manager in a Multi National Corporation in the Semiconductor sector, I was given the training on the basic management skill – “The Supervisory Skill”
At first I was wondering why I was nominated by my boss to attend this 2 days course. The reason for this doubt was that I do not work as a supervisor though my have technician worked for me. After the training, I realised the benefits for attending the course and I was glad that I did.
Although it was a 2 days course, it covers the topic of basis supervisory skill such as “listen with empathy”. I was confused for what it meant until I was taken for a role play in the class. The trainer emphasized that be a good manager, first learn to be a good listener. It is by listening to your subordinate that you understand their problem and appreciate why certain event has happened.
So the trainer reinstate that be a good manager, first be a good listener.
