When Your Company Should Seek Help From The Outside

There’s no reason you should do it all. Everyone needs help once in a while. Days are jam packed with meetings and checking off to-do lists. That leaves little time to nurture your business and employees. There’s no shame in working with a person on the outside to help you grow your business.

Do yourself a favor and stop doing it all alone. Work in teams and build partnerships outside your company to stay ahead of the curve. Don’t sell yourself short just because your schedule is busy. Find ways to work around it and still succeed. See times when your company should seek help from the outside.

Marketing

Marketing is a large undertaking. There are various forms of marketing that exist and need to be addressed. This takes a lot of resources and knowledge to do it right. Digital marketing is involved and to complete it right you have to know what you’re doing. Advertising online and on social media is complicated and takes careful planning and execution. Don’t be afraid to search for outside agencies to help you achieve your goals. They’re the experts, and it’ll be helpful to have an agency take some work off of your employee’s plates.

Technology

You don’t have to try and learn about technology if it doesn’t interest you. Educate yourself, but leave the rest up to the professionals who know what they’re doing. There’ll be times your computer crashes, or you need them for eforensics to collect and analyze data. There’s a continuous list of reasons why it’s good to have IT experts on your side.… Read the rest

Guidance in Management

The Concept of Guidance

Guidance in management can be defined as: – “The act or process of guiding” or “The one who shows the way by leading, directing, or advising. “ or “The one who serves as a model for others, as in a course of conduct.”

Good manager guide their employees to continually learn new skills and work toward organizational goals, while being sensitive to their needs. This kind of guidance gives employees a vested interest in their organization, which will affect the quality of their work. The good manager is a leader, not an order giver.

When a manager tells an employee what he want done, instead of giving an order, the manager give their employees the freedom to come up with their best way of getting that task done. It may not always be the best way, and the manager may have to do some monitoring and guiding, but there is also the chance that they will come up with something better than what the manager has planned.

When an employee is given an instruction, they have to think. They have to think of ways to get the job done. They have to decide which is the best way. They have to invest a little of themselves in the solution.

Also, when a manager give an employee an instruction, and lets his employees decide for themselves the best way to accomplish the task, they are more likely to get their buy-in and support. If they have made the decision about the best way to accomplish the task they are more likely to believe it is correct and valuable.… Read the rest

Confidence and Success

Confidence is a funny thing – sometimes it’s difficult to imagine why someone doesn’t feel confident about their ability to handle a situation when we know they could easily do it.

A key issue to understand is that inside all of us there’s a voice which determines how we react to many of life’s situations.  It’s a voice which tells us which things we’re good at and which things we’re likely to fail at.

It’s a voice we generate ourselves based on many years of experience of life. Very often it can be helpful but it can also be a great handicap.

Never underestimate the power of positive thinking.  Every day we hear about human achievements which initially, people probably scoffed at and said ‘You’ll never do it!’  However when someone really believes in their ability to deliver, they often make it.

Most people go through their lives at a level of personal achievement far below what they could really do.  This is mostly because no one has ever taken the time to nurture or encourage them.

The greater the ability someone has to attain their full potential the better the chance they will perform at their highest level and ultimately succeed.

What does success mean?

Different people measure success differently, some people’s views of success are:

  • For many it will be money, power, or material possessions
  • Or perhaps promotion and the enhanced status that comes with it
  • Others will judge their success in life by their ability to influence their surroundings in a much broader sense, for example, improving the environment
  • Others will especially value relationships with their immediate circle of family, friends or colleagues
  • Many people find satisfaction in helping, either materially or spiritually, people less able than themselves, or those who are disadvantaged in some way.
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Delegation – The future of People Management

Many managers or team leaders feel quite threatened by the whole concept of delegation – after all they may have taken some time to reach their current position, so why should they start to give their much coveted job away?

Benefits of effective Delegation

Benefits to the organization:

  • Optimum use of staff resources
  • Tasks performed at the cheapest rate consistent with quality
  • Wider ownership of company mission and objectives
  • Reduce vulnerability to unexpected absences

Benefits to the manager:

  • Free time for more vital tasks
  • Develops staff for wider role
  • Increased staff motivation
  • Spreads the ownership of achieving departmental objectives

Benefits to the individual:

  • Develops increased skills or knowledge
  • Motivation
  • Shows wider view of the company
  • Builds trust and confidence

Trying to decide what to delegate is made easier if we first of all decide which tasks should not be delegated.

Things to consider when deciding what to delegate:
  • Ruthlessly analyse your abilities and the limits of your time, so that you can identify what can best be delegated.
  • By delegating, leave yourself free to do the work that only you can do.
  • Re-examine the tasks you find particularly easy – it may be appropriate to delegate these as well as the tasks you don’t want to do
  • Don’t delegate exceptional tasks, such as tasks only you can do in time or to the required standard
  • Don’t delegate tasks involving confidentiality or particularly sensitive info
  • Use the delegation of important tasks to enrich the team member’s task, improve performance and raise morale.
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Perception in Organizations

Perception in Organizational Behavior

Perception is an important mediating cognitive process. Through this complex process, people make interpretations of the stimulus or situation they are faced with. Both selectivity and organization go into perceptual, interpretations. Externally, selectivity is affected by intensity, size, contrast, repetition, motion and novelty and familiarity. Internally, perceptual selectivity is influenced by the individual’s motivation, learning and personality. After the selective process filters the stimulus situation, the incoming information is organized into a meaningful whole.

Individual differences and uniqueness are largely the result of the cognitive processes. Although there are a number of cognitive processes, it is generally recognized that the perceptual process is a very important one. It is a process that takes place between the situation and the behavior and is most relevant to the study of organizational behavior. For example, the observation that a department head and a subordinate may react quite differently to the same top management directive can be better understood and explained by the perceptual process.

In the process of perception, people receive many different kinds of information through all five senses, assimilate them and then interpret them. Different people perceive the same information differently. Hearing what we want to hear and ignoring information that conflicts with what we know can totally distort the intent or the content of the message.

Perception plays a key role in determining individual behavior in organizations. Organizations send messages in a variety of forms to their members regarding what they are expected to do and not to do.… Read the rest

Ten Personality Factors in Organizational Behavior

Personality is a complex, multi-dimensional construct and there is no simple definition of what personality is. Salvatore R. Maddi defines personality as, A stable set of characteristics and tendencies that determine those commonalities and differences in the psychological behavior and that may not be easily understood as the sole result of the social and biological pressures of the moment”.

All individuals have some universally common characteristics. Yet they differ in some other specific attributes. This makes it difficult for the managers to assume that they can apply same reward types or motivation techniques to modify different individual behaviors. The definition, however, does not mean that people never change. In simple terms, it asserts that individuals do not change all at once. Their thoughts, feelings, values and actions remain relatively stable over time. Changes in individual’s personality can, however, occur gradually over a period of time. The managers should, therefore, attempt to understand certain dimensions of personality. This can enable them to predict the behavior of their employees on a daily basis.

Personality Factors in Organizational Behavior

Some of the important personality factors that determine what kind of behaviors are exhibited at work include the following:

1. Need Pattern

Steers and Braunstein in 1976 developed a scale for the four needs of personality that became apparent in the ‘work environment. They are as follows:

  • The need for achievement: Those with a high achievement need engage themselves proactively in work behaviors in order to feel proud of their achievements and successes.
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