Principles of Management Assignment Essay

All quadruplet managers concord that there was a discrimination between managing and leading, which means there is no open frame. They either defined managing as process, procedures, task foc lend oneselfd and results compared to leading, which was focus on developing quite a little. The optimistic advantage is it swear outs devour new processes the within the connectedness optic at MPI because each(prenominal) levels of focusing get to a clear understanding that leading is race development and managing is a task focus. Key to Staff MotivationThe rudimentary to staff motivation is similar with both four managers therefore, no corporeal gaps exist. They all agreed that recognizing individual difference, matching people to jobs, what builds up that employee, ask for staff opinions, being part of the solution and inspire them to spoil in to the administration plan. The positivistic reach to the Contact Centre is making people feel they are part of the solution. In addition, what they do makes the Contact Centre successful. Management are able to outline the expectation and make everyone prudent for his or her actions. As the managers understand the key to motivate staff, it will foster when implementing new procedures and having staffed involved in the implementation at the beginning stages with the Contact Centre. Opinion on ExpeditionThe most efficient way of acquiring people to do things, for all four managers was to state expectations and the understanding of why it is important to complete the request. There was no gap with each level of steering, starting from the supervisor, to assistant managers and the department manager. They all agreed that providing direction, communicating, understanding and heavy(a) guidance to employees on completing the task. This would be a positive benefit to the managers because they will nurse staff to perform the daily tasks penuryed to rate a contact centre. As all managers, do non use one specific type of motivation factor to influence and fetter staff to spurt efficiently and in effect within the Contact Centre. chatWhen discussing the best way to communicate with staff, all four levels of managers agreed that there are various methods to use and, depending on the situation, figuring out what kit and boodle best. Between the four people, there is no gap with what they state regarding how to communicate information whether it is formal or informal. They all agreed that using the compensate tool to convey a message would be by telecommunicate or in person. Communication is the transfer and understanding the meaning of information. This would be a positive benefit as it is important to keep the lines of communication open between scarer line staff up to management. This would service with relating feedback to existing performance goals and clear expectations. This includes Giving specific feedback tied to plain behaviour or measurable results. Channel feedbac k toward key results areas and things the can do something about. Give feedback as soon as possible.Give positive feedback for improvement, non just results.Focus feedback on performance, not personalities.Speak directly and without appreciation and base feedback on accurate and credible information. This positive benefit would help staff motivation and understanding new process and procedures to perform them effectively and efficiently to better help our customers. Responsibility for ChangeWhen asked who is responsible for limiting in an organization all four managers agreed that everyone is responsible for lurch. No gap exists between the four managers and the current practices. The positive benefit to not having gaps is that all levels of management are setting the tone through management behaviour when implementing any change. From managers to employees, everyone needs to be positive role models because everyone is responsible for change. It helps to know the best way for ch ange is employees participation and origin of a climate with a high level of trust. Implementing Change in an OrganizationThere is no gap between all four manages on their view of how they think change is best implemented in an organization. They all agreed that providing a clean timeline, planning, objectives and communicating outcomesis shared with set group of staff. This has a positive benefit to the organizations culture, since management realizes that change can be difficult to introduce because employees are much committed to old ways of doing things. In addition, management realize how to accost with employee stress while undergoing change. For the positive benefit to be effective, management realizes they need to communicate clearly, involve the necessary employees, share information and have employee buy in to have change be implement efficiently. Drives Change in OrganizationsThere is not a real gap between all four mangers in what drives change in an organization. Al l four mangers, agreed there are internal and external factors that drive change in an organization such as growth, technology, customer, politics, business, employees, and market needs. However, being different levels in management the internal and external forces of change differ in put down and chain of command. The positive benefit with different points of view is shared by communicating from the bottom to the top manager. Everyone receives a broader view of the changes effecting the organization from front line supervisor to manager.The changes that effect an organization are structure, people and technology. To have views from different levels of management on how these types of change happens in one department, helps entrust a better understanding to how to handle the change with staff. This is a positive benefit on implementing any change as all levels of mangers work together to help staff understand and motivate the change fundamentally. exit Three Challenges facing Man agement and LeadershipThere exists a gap in the four levels of management on their views of what are the top trinity most pressing challenges facing management and leaders. The challenges differ with each level of management are as followed corporate approval, amount of changing stroke in MPI, demographic change in the workplace, creating ownership and accountability in the organization, customer expectations, management change, workload and developing in your owner model and trying to develop other employees. These gaps between all levels of management have a combined result of being both a positive benefit and a negative impact implication for the future organization of MPI. The positive benefit is each level of management focus on a different challengethat can be developed or changed to help employees and the company.For example the roles of each level of management is different in the Contact Centre so working with challenges facing management and leadership when addressed pr oactively they benefit the future goals of the organization. As they work together to implement any change or add new procedures, they realize they all have different challenges that effect their role. The negative impact is having these different challenges does not necessary mean that they are working towards the same goal. For example, if implementing any change within the Contact Centre, they do not realize the different challenges with each other. The result is they will have trouble understanding the changes that are undeniable to implement to staff that will affect the future organizational goals.