Group 1

MANAGEMENT
AND PROCESS
Cruz, Ian Ruzzle
De Leon, Richard Rainer
Elegado, Alejandro Simon III
Guillermo, Angelo
Isla. John Jinken
Tagaza, Jan Christian
What is Management?

Management by Objectives (MBO)

A strategic management model that aims to improve te

performance of an organization by clearly defining
objectives that are agreed to by both managements and
employees.
Management by Objectives in Practice
Five (5) steps in putting the management technique into practice:

First Step Second Step Third Step

translate the stimulate the participation
determine or revise
organizational objectives of employees in setting
organizational objectives
to employees individual objectives
for the entire company

Fourth Step Fifth Step

monitor the progress of evaluate and reward
employees employeee progress
Advantages and Disadvantages of Management by Objectives
Advantages
Employees take pride in their work with goals
that they know they can achieve
Aligns employees with their strengths,
skills, and educational experiences.
Brings a sense of importance to
employees further bringing loyalty to the
firm
Creates goals that lead to the success of
the company.
Disadvantages
Often ignores other parts of the company,
such as the culture of conduct, a healthy work
ethos, and areas for involvement and
contribution.
Puts increased strain on employees to meet
the goals in a specified time frame.
May be problematic for areas that don't fit
under MBO.
What is the goal of Management by Objectives (MB0)
To measure the performance of a company and its employees by comparing actual
productivity to a given set of standards,.

Who invented MBO?

MBO was invented by Peter F. Drucker.

What are some drawbacks of using MBO?

MBO often ignores other parts of the company that are not underlined in the objectives
established.

What is the difference between MBO and Management by

Exception (MBE)?
In MBE, management only addresses instances where objectives or standards are
transgessed.
 QUalifications of an Effective
Manager
Knowledge of Industry Problem-Solving Ability

Good Communication Skills Leadership Quaiities

Ability to Direct People Education and Training

Time Management Skills Practical Work Experiences

How to be an Impactful Manager?
Teamwork Goals and Direction and Communication Offer Rewards
Guidelines Delegation
Good managers Good managers
Good managers Good managers
understand that Good managers offer incentives
provide clear communicate
teamwork is offer direction and rewards for
goals and with teams on a
critical to about where a meeting their
guidelines regular basis.
succes. team is going. goals and
about a project.
guidelines.
Assistant Managers
Assistant managers help to keep a store, department, or team running smoothly by
performing managerial tasks, such as scheduling work times and evaluating employee
performance.

Roles of Assistant Managers

Supervise the Team Help Unhappy Customer Stand in for Management

Supervise and manage Help unhappy customers to Act up in the general
employees. their overall satisfaction. manager's absence.

Handle Employee Complaints Successfully Complete

Projects
Listen to customer
grievances and resolve them Ensure successful
quickly and professionally. completion of projects.
10 Requirements of the
Perfect Manager
(Alan Norton, 2012)
1. Be a "people-person". Be comfortable with conflict
resolution. Know how people work and how to motivate
your team.
2. Be visionary. Be goal-oriented. Identify future plan and
projects.
3. Be a good communicator. Communicate using
different methods.
4. Be technically proficient. Be capable of giving
technical guidelines.
5. Put your employees' needs first. Be selfless.
6. Encourage teamwork. Encourage practices for
building teamwork.
7. Lead by example. Act professionally at all times.
8. Treat your staff like professionals. Be confident in your
team's proficiency.
9. Encourage professional growth. Grow your skills and
those of your team members.
10. Do something special. Create an atmosphere of fun
and good memories.
 Effective Management Styles

Motivate, Don't Dominate Learn How to Liste

Exert power and influence without being Be a confidante. Listen to your employees to
overbearing. build up trust and identify existing problems.

Learn How to Hold People Accountable Be Human

Set consequences for expectations that are noi Act like you. Let youir real self show.
met.

Look at Failure and Mistakes as Show Your Employees that they Matter
Learning Opportunities Do not be dismissive. Make employees feel that
Learn from mistakes and welcome second they are important.
chances.
The 10 Golden Rules of Effective Management
Never go with "one-size-
Be consistent fits-all"

Focus on clarity, accuracy, and Remain as transparent

thoroughness in communication as possible

Set the goal of working Encourage all opinions

as a team and ideas

Publicly reward and

recognize hardwork Help people enjoy work

Be the example Listen and ask questions

 Impact of Management Styles
What you may not realize is that your management
style could be having a huge impact on employee
motivation and employee productivity.
Autocratic
Management Style
This particular style of
management is when there is
usually one person who has
the say on any decisions that
are made. There is no
argument when it comes to
the decision they have made,
and they will not accept
suggestions.
Democratic
Management Style
Democratic management style is
definitely is definitely more geared
towards everyone working in
collaboration.

Democratic leaders will be more

than happy to listen to thoughts
and concerns raised by their staffs,
even when it comes to making a
big company-wide decision.
Laissez-Faire
Management Style
A management style that is much
more casual approach to
leadership. Leaders with this
management style believe that an
employee-led approach is the way
to go. They provide minimal
oversight into the day-to-day role
of their employees.
Leadership Styles
Effective leaders cycle through different styles throughout the
week to best engage with certain staff, navigate a particular
situation, and get desired results.

It can be difficult to understand the different styles of

leadership and when to use them. But the better leader knows
which styles they can and should use in different
circumstances.
 Six (6) Leadership Styles and How they Affect
Performance
Coercive
This leadership style greatly
affects team morale and
makes it difficult for
employees to be honest and
transparent.
Democratic
Teams under a democratic
leader often have high levels
of commitment due to being
involved in the decision-
making process.
Pace Setter
Pacesetters often put pressure
on their members. Pacesetters
micromanage and this has a
negative impact on the
development of commitment,
motivation, and trust.
Coach
Coaching encourages
members to try things,
experiment, and not be afraid.
This can backfire when a
person doesn't want to be
coached.
Visionary
Vision leaders lead with
enthusiasm and confidence.
This style helps employees fit
into the team.
Affiliate
Affiliate leaders please
people. It involves frequent
praise and feedback.
However, poor performance
sometimes go uncorrected.
Group 1

THANK YOU!