NAME:- HEMANT

ROLL NO:- 16/IMB/043

Q1) What are the characteristics of General Manager explain in

detail ?

Great management is essential to your company's bottom line, but leadership

skills are often considered to be inborn. The fact is, though, that these attributes
can all be identified and strengthened. Moreover, a skill set that accounts for
over 70 percent of the variations in employee engagement scores should not be
left to each manager's instinctive talents. While you probably rely on your own
familiar set of great management skills, it never hurts to itemize what you're
already doing. Start asking yourself, "What are the qualities of a good
manager?" Whether you're a manager who wants to strengthen your leadership
skills or a new hire trying to spot traits within your current leader, it's important
to keep an eye out for the right managerial qualities.

1. They build a work culture of mutual trust

Harvard Business Review analyzed what goes into leadership excellence, and
trust is a major element. If your employees are going to feel safe coming up
with possibly risky experiments, they have to be confident that you'll be
receptive to their ideas. Productive teams know that mistakes are just milestones
on the road to the next great innovation.

2. They focus on employee strengths

A strengths-based workplace culture offers measurable advantages: Gallup's

2015 Strenghts Meta-Analysis presents the "powerful connections between
employee strengths development and business performance." Their report
shows that a strengths-based workplace increases employee retention by up to
72 percent in high-turnover industries, increases profits by 14 to 29 percent and
decreases safety incidents by up to 59 percent.

3. They do not micromanage

Recognizing that "Teams with great managers were happier and more
productive," Google notes that successful leaders don't try to rule over every
detail. If you're invested in your team's success, you might fall into the trap of
feeling that you have to guard every detail. In fact, micromanaging can erode
worker initiative and damage employee motivation.

4. They are assertive

Naturally, assertiveness must be paired with empathy and diplomacy -- but

marketing guru Michelle Smith points out that fearlessness is essential in a
manager. A leader must be able to overcome resistance, weather social
adversity and get out in front to drive employee success.

5. They help develop employees' careers

Have you been concerned that supporting your employees' training and
development may only prepare them to move on? HR best practices suggest
otherwise: Google's manager search shows that identifying opportunities for
employees to master new skills actually builds your team's depth and strength.
Furthermore, you convey a powerful message that you care about your people's
personal well-being.

6. They handle pressure well

One of the key qualities of a manager is to be able to handle pressure well. As a
manager, you're held accountable for the performance of others, and there will
be days where you feel you've got a target pinned to your shirt. A study at the
Norwegian School of Economics placed emotional stability at the very top of a
list of essential management traits. Your ability to take good care of yourself
and withstand work-related pressure will keep you thinking clearly during
periods of stress.

7. They communicate honestly

Like assertiveness, candidness has to be balanced out by a sensitivity to your

workers' perspectives. However, Harvard Business Review research notes that a
great manager gives direct feedback and doesn't hide truths behind a shield of
politeness. The report found that "Subordinates felt they could always count on
straight answers from their leader." Your employees will have trouble
improving if they don't understand exactly which behaviors are problematic.

8. They are open to new ideas

As a manager, you need to keep an agile and open mind so you will notice when
an operation can be improved Yasmina Yousfi, Chief Business Officer at
Cloudwave, comments that "Great managers let their team members share new
ideas, and leave them room for creativity."

9. They have strong analytical abilities

You may be a super-persuasive, charismatic people-person, and be skilled at

communicating with your team -- but those talents are still only part of the
package. You'll also want to leave yourself enough mental energy to maintain a
good overview of your department's workforce analytics. The management
study guide names a strong cognitive and analytic approach as one of their vital
leadership traits, because it leads to good decision-making.

10. They recognize and reward good work

Only one in three U.S. workers "strongly agree that they received recognition or
praise for doing good work in the past seven days," according to research
published by Gallup. The report points out that offering employee rewards and
recognition is a golden opportunity for managers that is often overlooked.
Employee recognition "not only boosts individual employee engagement, but it
also has been found to increase productivity and loyalty to the company, leading
to higher retention," the study states.

11. They are a role model

As a leader, you set an example and express the diligence, enthusiasm and other
skills that you expect from the people whom you manage. In a recent report by
global research firm universum, the ability to be a role model was one of the top
two qualities that executives look for when they're choosing new managers.

12. They communicate employee appreciation

Using employee rewards to let your team members know their efforts are
appreciated has significant benefits throughout your organization. PR coach
Kim Harrison points out that "Recognizing people for their good work sends an
extremely powerful message to the recipient, their work team and other
employees through the grapevine." When you reward great work, you transform
the entire climate of your company.

Q2) Explain in detail the managerial jobs ?

A managerial job should be based on a task that has to be done to attain the
company‘s objectives. It should always a real job- one that makes a visible if
possible measurable contribution to the success of the organization.

DEFINING THE MANAGERIAL JOB

 
1 Managerial Job-Descriptive Dimensions
2 Methods of Managerial job dimensions
3 Model of Managerial dimensions
4 Time Dimensions in Managerial Jobs
5 Effective and Ineffective Job behavior
6 Functional and level differences in Managerial Job behaviour.

1) Managerial Job-Descriptive Dimensions

 
General Functions of a Manager
 
1. General Functions of a Manager
 
Planning - plans to integrate and coordinate activities.
 
Organizing- includes the determination of what tasks are to be done, how the
tasks are to be grouped, who reports to whom and where the decisions are to be
made.
 
Leading - management‘s job to direct and coordinate people. When managers
motivate subordinates, direct the activities of others, select the most effective
communication channel, or resolve conflicts among members.
 
Controlling - To ensure that things are going, as they should, management must
monitor the organization‘s performance.

2) Methods of Managerial job dimensions

Heuristic methods of Managerial Behavior & Performance

The person
Qualities include:
Ability to sustain defeat Alert
Ambitious Assertive
Capable of good judgment Confident
Competitive Creative
Decisive Dedicated
Defensive Dynamism
Emotional stability Energetic
Extrovert Fear of failure
Group oriented Honest
Intelligent Mentally strong
Optimistic Pragmatic
Predictable Realistic
Self-controlled Tolerant
 
 
The process
 
 • Answers how managers manage successfully
• Manage work instead of people
• Plan and organize effectively
• Set goals realistically
• Decisions based on consensus but accept responsibility
• Delegate frequently and effectively 
• Rely on others to help solve problems 
• Communicate precisely 
• Cooperate with others 
• Display consistent and dependable behavior 
• Win with grace 
• Express hostility tactfully
 
Product
 
These reflect on outcome of effective managing and include:
 
• Organizational efficiency 
• High productivity 
• Profit maximization 
• Organizational stability 
• Employee welfare 
• Social welfare

3) Model of Managerial dimensions

 
Henry Mintzberg Role Dimensions 
A role is an organized set of behaviours that are identified with a specific
position.
Executives use role status to facilitate interpersonal relationships with
supervisors, subordinates, peers and individuals outside but connected with the
organization. 
Thus the managers are playing different roles.
Interpersonal Roles
Informational Roles
Decisional Roles

4) Time Dimensions in Managerial Jobs

The objective of time management is to increase and optimize the use of your
discretionary time. Time Management actually relates to:
 
•      Getting the best out of your time
•      Time management is the same as managing your life
•      Life management
•      Now management 
•      Prioritization
•      Managing your mind
•      Awareness
Major areas that help in the management of time
 
•      There are five major areas, which are imperative to improving the
management of time:
 
1. The way we spend our time is habitual in nature
  
Douglass
 Learn to control time- changing a habit
 Analysis of time: 
 Payoff time- 50 % of Avg a day 
Investment time – 25% 
Org time- 15% 
Wasted time 10 %
 
2.Setting personal goals

Plan time by setting goals, about what we want to do – long term, short term
goals. SMART
 
3. Priorities- 
Reduces over committed, forces to delegate responsibilities to others to make
best use of time.
 
4.  Proper communication- 
Planned goals are executed, achieve clarity, understanding, commitment &
creativity, proper upward & downward communication
 
5. Procrastination( blocking usage of time)- causes
 
•      Unpleasantness 
•      Difficult projects

5) Effective and Ineffective Job behaviour

 Effective leaders are clear on what matters, communicate what matters, and
model the desired values and behaviours.
 Effective leaders name and insist on dealing with the most important issues no
matter how unpleasant these issues are.
 Effective leaders focus on getting a rounded-realistic-fact based picture of
reality. And as such they give real thought to who needs to take part in the
 conversation, and how to create a context that calls forth the ‘truth of each
participant’.
 Effective leaders deal with the thorny issues in a way that tends to build the
self-esteem, confidence, learning, and goodwill of their people.
 Effective leaders think about the well-being of the wider system – all
stakeholders inside and outside the business.