Four critical management skills
1 (a)
Four critical management skills should be embraced by any manager in the organization. One of the four management skills includes leadership skills (Kanungo, and Misra, 2012 p.1311). This involves overseeing the general progress of the organization and the motivation of the team working to achieve the set common goal of the organization (Caproni and Arias, 2017 p.292). The second critical management skill is planning and setting strategy skills. This involves setting goals and setting pathways that will meet those goals and objectives of the organization (Burgoyne and Stuart p. 45). The third one is communication skills which involve effective interaction with all members of the organization and able to able to pass information inefficiently way to all members of the organization (Whitley, 2018 p.47-68). Finally, organizational skills are critical in management involving balancing many tasks of the organization at the same time. Based on the case study, Sue shows leadership skills through coaching the team and making sure all the problems involving all members of the camp are solved harmoniously. She has good communication skills because she talks to all members calmly to make sure any problem is well solved. She sits with all members to talk about any issues in camp. Candace Stathis understands that being a manager is about managing people working on own skills to make sure everything is organized in the organization. They both believe in self-improvement and acquiring new skills in managing people and dealing with customers. They have had good planning and strategy skills on how they organize the customers’ relations service to cater to the needs of all customers on how their dogs would be treated. They both have organizations skills and this can be seen on how they balance many things in the camp such as dealing with customers well and at the same time making sure that all dogs are safe and no risks involved this is all about having good organizational skills to make everything moving as expected.
1 (b)
The most important skills required in organizational skills. The camp involving so many activities, organizations kills is the most skill that should be embraced. It involves a general balancing of anything done in the organization. Better customer service is part of the organizational management in which the Cue and Candace Stathis should embrace this as much as possible. The customers need to know what the camp is doing and all activities involved in the camp. This can be made perfect by having better organizational skills. Having the organizational skills, the cue has developed ways in which the customers would be educated and informed about the services offered by the camp. Customers need to know how their dogs do any update regarding the services offered to their dogs. Keeping in mind that here Cue and Candace Stathis are dealing with both dogs and customers; they need organizational skills that will help them set work specialization. This involves setting what would be done in every department dealing with customers and dogs. Organizational skills would again involve allocating all staff members with their qualified for best and quality services to be offered. It is therefore encouraged that the best skills to be applied in the camp are organizational skills that will make things move as supposed.
Importance of organizational skills for a manager at Camp Bow Wow
Black Diamond has a high capacity of ethical standards in its operation, especially at the global level. In consideration of how they treat the employees in the company’s factory partners in China, Vietnam, and Bangladesh, it can be deduced that this Black Diamond has high expectations for these employees and its innovation. It has set very strict eligible strategies of operation in these three countries. It has focused on offering the best education and training to its employees through training the English language which is a common and most important language when it comes to the global expansion of the business. Black Diamond tried to make sure that the employees in these three countries best and friendly working environment ever. Having three meals a day is the best treatment an organization or company can do to its employees. This is embraced by the Black Diamond to its employees in the three mentioned countries above. Moreover over, Black Diamond cares for the health of its employees in those countries and therefore it provides health services to the employees. This is the spirit of being concerned about the employees and the best ethics the Black Diamond can ever have to its employees at global setting.
The addition of money to its employees in the three countries is the best indication of the Black Diamond that it cares for the improvement of the skills for its employees. Black Diamond its employees in those countries by offering all training skills. For instance, the company in Bangladesh is more ventilated to make sure that employees work in an environment with a better supply of clean air enhancing better working conditions. The factory as well is well lit to make sure at least everything within the company is clear and security is high. Having the p factory well-lit means the security is ok and the employees work in a safe environment.
Yes, it is appropriate for firms and organizations like Black Diamond to scrutinize the partner factories this way. This is because by doing so, this is one of the best ways in which the firm would do to motivate its employees. Motivated employees offer the best services to the customers and meet the objectives of any organization and firm. Treating employees in other partner factories is the better way any for would need to do. Being a global market targeting company or firm, unique and best customer services should be offered. This can best be achieved by offering the best working conditions for its employees. Just imagine working in an environment where no food provided, no training offered, no health care support, and all other important sorts of support by the firm. This would result in poor customer services offered by employees. At global investment, the firm should be innovative and coming up with ways in which it will break through stiff competition in those countries and this can be done only through best customer services which are directly proportional to how employees in those factories. A happy employee will always be happy when offering services to the customers and that is how the customers would like the customer relationship in the organization hence the high demand for its services. ded Case Study
Black Diamond’s ethics in relation to employee treatment at factory partners in Vietnam, China, and Bangladesh
Apart from the “shop”, Barcelona maximizes the employee fit by offering them some tasks to complete. It can be randomly selected task. The task aims to determine the speed of doing the task. This is related to the real-life task and Barcelona is very keen on how long the employee will complete the task. This can seem to be a small thing but it has a great impact on the determination. Barcelona offers them this task to determine their level of commitment to the task and real activities. Some would take a week, others two weeks others just the next day, and they are done.
Barcelona will choose the one completing the task promptly. Apart from the speed, this is used to measure the degree if the happiness of employees. The truth of the matter is that some employees do not like tasks. Barcelona takes this opportunity to determine which employees are happy with the task and who is not happy about it. Barcelona is so strict because letting poor performing employees is not an option. Moreover, he conducts four to six interviews each day which does not last for 20 minutes. This is a clear indication that for customer fitness, he is willing to get the level of performance of the employees each day. He is aware that most of all what is said by the individual are not what is done in real life. He focuses on performance on the ground. He uses another approach of letting the incoming employ command on the floor, makes new friends in the restaurant, and has a talk to the staff. This is like real-life daily training because he believes that an employee can be good today but tomorrow the worse and that is why he believes in daily interviews and does not get bored of that.
To improve the new hires’ fitness, all the newly hired employees would need a daily assessment of performance. The restaurant is strict in the performance of the employees and therefore daily performance assessment would be better. In this case, the management would need to develop the daily assessment program in which the tasks performed by the new hires would be well assessed. This daily performance assessment program would need to be monitored by daily experts. This will involve keeping records on how each of the new hires does their jobs and speed at which they complete the tasks allocated. Besides, the quality of performance is important. This means apart from performance determination, the quality of work done by each new incoming employee or newly employed personnel. The assessment program will indeed give a wide range of results. Some would show very poor daily performance and others will be doing going good in their performance. The ones with a good record in performance as per the daily assessment program would be chosen and offered more training to acquire more skills of performance. Keeping in mind that the restaurant is after quality services, it will be forced to kick the hires with a low-performance assessment record.
Appropriateness of scrutinizing partner factories by firms like Black Diamond
Goal-setting theory of motivation involves the action plan designed and developed to motivate and guide a person or group of people to achieve a certain goal. Setting goals, in this case, is well guided by the application of the SMART concept (Lunenburg, 2011 p.1). This is one of the major aspects used in the development of person and literature management. It reflects on setting the organizational goals for improving the performance. Edwin Locke who was a researcher through his work of research concluded that people who have their specific and tough goals perform better as compared to those using those simple and general goals. It involves settings goals for oneself but the types and how quality goals set determine the capacity and scale of performance at work. According to Goal-setting theory, challenging goals offer better feedback regarding better performance employees in an organization. Better analysis of this theory shows that goals set offer better directions and guidelines on how the employees would performance (Latham, 2010 p.119). They act as guidelines to the employees on what to do and how to do it. Having challenging makes employes get committed and strive to achieve those goals. Through the striving, the better the performance and outcome of the business. It intensifies the importance of consulting employees to make them motivated to perform a certain task.
The theory indicates that employees need freedom when performing a certain task because through freedom they will do it best. The theory is supported by some principles that include, clarity of the goals, challenging goals, the commitment of the employees to achieve the set goal, provision of feedback throughout the process and complexity of task which need to be broken into some sub-goals. These sub-goals are supposed to be given regular reviews to determine how realistic they are within a set timescale.
Brad’s motivation is related to the goals setting motivation theory in that he plans the expansion and provision of the new line. This is challenging goals because it would need a commitment of the employees. The Brads motivates on how Flight 001 can be made the international authority on travel. Some of the challenging set goals for the company is staffing, financing, and merchandising. The set goals are not simple and general meaning the employees will have to get committed to make sure that they are well achieved. The motivation of the set goals and objectives are directed to the betterment of the Flight 001 performance. He aims at making sure that Flight 001 becomes the most important and less distracted in its performance. This is one of the motivations by Brad that makes the company more special than other companies offering similar services. This is because it is objected to being special in terms of the impeccable product line, location, and design. The employees in flight 001 are motivated because through the implementation of new changes, then they will serve customers more effective and this will help them reach the goals of the company fast and more effective. The motivation for the adoption of a better way of performance is so clear and specific to the unique shopping experience and therefore it is more related to the goal-setting theory of motivation
Barcelona’s approach to maximizing employee fit
The Norming stage is the stage of group mentoring which involves the development of the group identity and bonding. In this stage, the group may develop the synergy sense which means that all members have a sense that they can accomplish much when they work together than when doing it alone (Tuckman’s, 2010 p. 45). At this stage, the group comes together and the members start trusting one another. All members in this stage feel committed to the group and then lastly the ground bond is strengthened. In this stage, the group is said to have won by navigating the conflict in the storming stage successfully (Chapman, 2018 p.18). Moreover, the norming stage involves members appreciating the strengths and weaknesses of one another. Each member in the group is assigned a role as a leader, communicator, and communicators among other roles. There is less focus among members on how they are different from one another. They commit most of their time working on their abilities to accomplish the goals of the group. Moreover, the group identity becomes fully attached and formed and cohesiveness among all members of the group is enhanced. In this stage, no one holds a grudge with another instead; they focus on unifying with one another working as a team. The selection of leaders or leaders is done through consensus. If there are interpersonal differences, they are solved and involved parties forgive one another. This stage is characterized by high team performance as all members learn to cooperate and start focusing on common goals (Bruni-Bossio, 2018 P.56). This is a sensitive stage because if everything is done well, disagreements may emerge and stage goes back to the storming. It is their responsibility of all members of this group to do things systematically and through the census. The process of selecting the leader or leaders of the group should not favor any individual because if it does, then there will be conflict and disagreements within the groups. Everyone in the group is satisfied with the leader selected before the leader takes the leadership position.
Nathan is more than just a leader in this team as it starts norming. He understands the importance of unity and doing things together in a group. He strived to consolidate the creativeness resources into one entity. He is eager to get some synergies and maximize the output of creativity. The process is challenging but he seems not giving up instead he opts for more learning how to make the process if creative to be more real. He believes one unit among all the creative service steam because he believes that graphic designers and photographers working together will bring better output in the creativity aspect. He is described as a sponsor of and more a director of the groups because he embraces unity among all members for better performance. This is the best thing Nathan is doing as the group starts the norming stage. At this delicate stage, the team needed a leader who will give the proper guidelines for unity. In this case, Nathan takes the responsibility of a good leader as he needs to gather many resources for the improvement of the creativity and achievement of the common creativity goals through teamwork. Nathan tries to unit all members’ creative resources together to work towards achievement of the common goal of improving the creative services team. He is not only a leader but also a creative director and therefore he helps the group as it starts the Norming stage.
References
Bruni-Bossio, V., 2018. Keeping boards in the loop: getting directors the right information. Journal of Business Strategy. P.56-89.
Burgoyne, J. and Stuart, R., 2016. The nature, use and acquisition of managerial skills and other attributes. Personnel Review. Pp. 45-89.
Caproni, P.J. and Arias, M.E., 2017. Managerial skills training from a critical perspective. Journal of Management Education, 21(3), pp.292-308.
Chapman, L., 2018. Effective teamwork. Nursing Management (through 2013), 15(6), p.18.
Kanungo, R.N. and Misra, S., 2012. Managerial resourcefulness: A reconceptualization of management skills. Human Relations, 45(12), pp.1311-1332.
Latham, G.P., 2010. Motivate employee performance through goal setting. Handbook of principles of organizational behavior, 107, p.119.
Lunenburg, F.C., 2011. Goal-setting theory of motivation. International journal of management, business, and administration, 15(1), pp.1-6.
Tuckman’s, B., 2010. Forming, Storming, Norming & Performing Team Development Model. Journal of organizational behaviour 187, p. 45
Whitley, R., 2018. The management sciences and managerial skills. Organization Studies, 9(1), pp.47-68.
Order an Essay Now & Get These Features For Free:
Turnitin Report
Formatting
Title Page
Citation
Outline
