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Six Helpful Tips for Young Leaders

Six Helpful Tips for Young Leaders
Helpful Tips for Young leaders Here’s a random list of practical advice for young leaders. If you can learn and practice these early in your career, it will help you avoid having to learn them by experience. Delegate, Trust People down the line and Take Advice: While a young business leader may have a flair for leading from the front, one should realize that limited experience is a limiting factor. People are far more likely to take a manager seriously only if he or she listens to and heeds advice. When you act as the sole proprietor of making decisions in your company, people working for you start losing faith in you. It creates what is called “NEGATIVE VIBES” which is not at all good for the overall development of an organization. It is a good practice to communicate and consult with your immediate sub-ordinates before going for big decisions. Learn to let go of control. It is but appropriate to include employees in decision making and you shall be definitely rewarded with more workable strategies. Set an Example: At the same time, one of the most effectual ways to display ability is to lead by example and work hard. A leader must be prepared to shoulder a fair share of the work-load and the #involvement and #commitment he exhibits is undoubtedly infectious and projects him a great team player. The most effective way to earn respect is to lead from the front and help others succeed. Be wary about your conduct, behavior and actions and deeply aware of how it may influence others. Show #conviction: A leader has to have conviction in his/her decisions. If the young manager has done proper ground work and research, then the decision may well be the right one and he/she might be able to stand by and justify the decisions made even when challenged by experienced people. I thoroughly go with this viewpoint “A ‘No‘ uttered from the deepest conviction is better than a ‘Yes‘ merely uttered to please, or worse, to avoid trouble.” Mahatma Gandhi A leader should learn to say ‘NO’ at the right time as indecisiveness is one of history’s greatest leadership killers. Top 25 Leadership Quotes Keep Your Cool in Crisis: Part of being a successful leader is how you handle pressure. In the dynamic business environment you may have to face more challenging and stressful situations and your employees’ judge you based on how you treat such pressure. If you are a man who can see things from the right perspective embracing rationale, your team members will feel reassured by your cool composure, which will in turn develop their trust and confidence in the leader. Manage expectations: Have you ever given a thought about what employees’ expect in you? Communication is a natural gift for leaders and you may very well notice that great leaders are excellent communicators. Here, communication isn’t just talking but a one-on-one, heart-to-heart talk as you would with your close family members. By opening the lines of communication and being accessible, a leader can build a team with people who understand the ##goals and #objectives with ultimate clarity. Present Yourself with Dignity: In Tamil language, there is an age old proverb, “Aal Paadhi Aadai Paadhi”, meaning “#Good Looks Make the Work Easy”. In this modern world, a professional look is mandatory to signify your culture and #personality. A professional, well-dressed businessperson, gives the impression that he thinks that the workplace and the people there are important.” Marilyn Monroe once rightly said “I don’t mind making jokes, but I don’t want to look like...
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How Women Entrepreneurs are Viewed by the Society

How Women Entrepreneurs are Viewed by the Society
How Women Entrepreneurs are Viewed by the Society An entrepreneur is one person who has the ability to think out of the box, to cash in on the opportunities, to think big and different, to go for innovative ideas, to take warranted risks and to make a difference amongst the ordinary lot. Modern business world and the society as a whole have understood the importance of women emerging as successful and powerful entrepreneurs which has proven good for the growth of a country’s economy. Challenges of being a woman: The challenges start at the grass root level: being a woman is sufficient enough to create a gender bias and to be looked down. Physically the differences are obvious and the strength that a man is empowered with cannot be overruled, but the inner strength and the power to conquer that a woman is empowered with can never be equaled. Running a household is even more difficult than running a corporate business. All your management principles come under the household umbrella. No tactics or strategy is left unturned for the smooth running of the household. A woman needs no training in areas of strategic planning decision making(comes naturally) developing interpersonal relationship delegating authority decentralization managing leadership motivating others and self motivation crisis management impression management quality of work Women CEO’s add Value to their Companies: Nature has blessed her with all these and many more managerial qualities that are needed to manage an organization effectively and efficiently. Gone are the days when they were treated a step down, now most of the corporates have very efficient women CEO’s and their ability is reflected in terms of productivity and profitability. Moreover a woman adds value to the company as responsibility is her second name and this works out in favor of the organization to gain the trust and confidence of its consumers, suppliers and stake holders. A woman can occupy any post of its highest kind including the presidential or prime ministerial positions. The enthusiasm that a woman entrepreneur exuberates is infectious and induces positive vibes in the organization. Be it negotiations, tackling the union leaders and workers, business travels or bargaining, nothing is a problem. She is more efficient in clinching deals and proves adventurous in concluding new business ventures. Work – Life Balance: A woman has to have a balance between her family, relationships, children and work. That is the biggest ever challenge which she handles with ease. The financial pinch that the recent economy has created has served as an eye opener for men in realizing the fact that a house needs two financial paymasters for running the show. Success Ratio of Women Entrepreneurs: Many few women entrepreneurs emerge out as victors as most of them lack support from their counterparts and lack of financial support from banks, financial institutions may also slacken the pace and hinder their progress. The success ratio has considerably increased when compared to olden days but still many of them lack the nerve to start their own business. Ignorance and lack of self reliance are the major factors hindering the development of female entrepreneurs. I have seen many women who are born in business families with natural business instinct and their added advantage would be the already available infrastructure, platform and guidance to grow and make it to the top. Even circumstances force certain women to go in for self owned business and once they taste the essence of success they never want to look back. The society has a bigger role to play in developing more women entrepreneurs by giving positive support. Women have a better judgement on role analysis and perception which turn them into better role models in any field or...
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Line and Staff Authority

Line and Staff Authority
Line and Staff Authority LINE AUTHORITY: It is that authority which a superior exercises over his subordinates to accomplish primary objectives of the organization. The superior issues orders and instructions to his sub ordinates to complete the tasks. This authority is delegated to those positions or elements of the organization which have direct responsibility for accomplishing the primary enterprise objectives. The flow of authority is always in the downward direction from the superior to the subordinate and such relationship is called LINE RELATIONSHIP that exists in all departments of an organization. ROLES OF THE LINE RELATIONSHIP: 1. As a Chain of Command: Line officials are in the chain of command from the highest position to the lowest position in the organization. Each successive manager exercises command over his subordinates. 2. As a career of accountability: Each executive in the line is accountable for the proper performance of the tasks assigned to him and every subordinate is answerable to his superior. 3. As a Channel of communication: Since the line relationship involves issue of instructions from the authorities and reporting from subordinates, it facilitates and serves as an effective channel of communication. Line relationship helps the organization to work properly by Providing the decisions required for functioning Furnishing reference points for the approval of proposals Serving as a means of control by setting the limits of authority Establishing authentic communication channels to make leadership process effective STAFF AUTHORITY: Literally staff implies a stick carried in the hand for support. In the context of management, it implies to those elements that help the line authorities to function effectively in accomplishing the primary objectives of the enterprise. Staff provides advice assistance and information to line managers and they are distinguished into three categories namely, personal, specialized and general staff. They reduce the burden of line authorities and they too have the right to command and extract work from their subordinates. According to Henri Fayol “staff is an adjunct, reinforcement and a sort of extension of line manager’s personality.” LINE AND STAFF CONFLICTS: As always, functional and decisional conflicts arise between line and staff members. The causes may be attributed to the following reasons. 1. Line managers grudge against the staff personnel: a) The staff authorities try to encroach upon the line managers and tell them how to do their work b) Lack of well balanced advice from the staff managers c) Staff managers are not directly accountable and sport a jealous attitude towards line authorities d) Staff managers fail to see the big picture objectively and their interests are confined to specified situations e) Staff often tend to impose their superiority on line managers 2. Staff personnel complaints against the line managers a) Line managers don’t want to listen to the suggestions of the staff and make it a point to resist new ideas. b) Lack of authority on the part of staff managers to implement their innovative ideas and hence the dependence on line authorities. c) Line managers do not utilize the services of staff personnel properly and effectively. 3. The workers’ attitude a) The authority relationships between line and staff specialists are not clearly defined most of the time b) The basic difference in attitude and perception of the line and staff managers create difficulties for the work force in carrying out orders and...
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Performance Optimization

Performance Optimization
Performance Optimization Through Effective Management An organization is a network of people striving to achieve their targets, synchronize their activities to enhance the harmony to build a strong team as well as protect the network from crumbling by means of mutual trust and behavior. It is imperative for the management to define the structure and hierarchy as well as the techniques that help the organization to efficiently function. Here are some means to make your organization to function efficiently and you’re your team stand apart from the crowd. Training of Subordinates: The better the training of subordinates, the fewer the number of necessary supervisors. Well trained subordinates require not only less of their manager’s time but also less contact with their managers. ‘On the job’ training programmes have found to be more effective in industries which are labor intensive. Coaching and mentoring improve the understanding and efficiency of the workforce and help them to maximize their effort and in turn productivity. Clarity of Delegation of Authority: The most serious symptom of poor organization affecting the span of management is inadequate or unclear authority delegation. If a manager clearly delegates authority to perform a well defined task, a well trained subordinate can get it done with the minimum of manager’s time and attention. But if the subordinate’s task is not clearly defined, either the task will not be performed or it will be a colossal waste of time for the manager to supervise and guide the subordinates’ effort. Clarity of Plans: The character of a subordinates’ job is defined by the plans to be put into effect. If these plans are well defined, if they are workable, if the authority to undertake them has been delegated, and if the subordinate understands what is expected, little of a supervisor’s time will be required. Such is often the case with a production supervisor, who bears the responsibility of achieving targets within the stipulated time period. If the plans cannot be drawn accurately, subordinates must do much of their own planning where they may lack direction. On the other hand if the superior has setup clear policies to guide decisions and has made sure they are consistent with the operations and goals of the department, work becomes simple and easy for the subordinates to follow. Communication Techniques: If every plan, instruction, order or direction has to be communicated by personal contact and every organization change or staffing problem has to be handled orally, it slows down the managerial activity. The ability to communicate plans and instructions clearly and concisely also tends to increase a manager’s span. At the same time the subordinate’s job is greatly facilitated by superiors who can express themselves well. A manager’s casual easy style may please subordinates, but it reduces the effective span of management and lowers morale as well. Amount of Personal Contact Needed: Many situations cannot be completely handled with written reports, memorandums, policy statements, planning documents and other communication techniques that do not involve personal contact which an executive find it valuable. There are other situations in which the best way of communicating a problem, instructing a subordinate, or “getting a feel” of how people really think is to spend time in personal contact. The high percentage of time spent in meetings and committees might be reduced some what by better training, better policy making and planning, clearer delegation, more thorough staff work, better control system and objectives standard. Studies have revealed that, effective spans were narrower at lower and middle levels of organization but were increased at upper levels and size had little effect at lower levels but a positive effect at middle levels. An...
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Levels of Organization

Levels of Organization
Levels of Organization An organization is a network consisting of people interacting to accomplish the enterprise objectives. The inter relationship is always complex as groups tend to develop conflicts and difference of opinion among themselves and in between. Hence the structure of an organization should be designed to clarify who is to do what task and who is responsible for what results and to furnish decision-making devoid of uncertainty. Organization implies to Recognizing and classifying the required activities Grouping of activities in order to achieve the objectives Appointing a manager and assigning him with the necessary authority to lead each group The provision for co-ordination vertically and horizontally “Organization is the establishment of authority and relationships with provision for coordination between them, both vertically and horizontally in the enterprise structure,” According to Koontz. FORMAL ORGANISATION It implies a formalized intentional structure of roles or positions. Formal organization must be flexible. ·         The formal structure is laid down by the top management ·         The levels are designed on the basis of specialization ·         Purely task oriented and not people oriented ·         Rules are very stringent and everyone is expected to follow them without fail INFORMAL ORGANISATION A network of personal and social relations arising spontaneously as people associate with one another and not restricted by the formal rules or structure. One important aspect of organizing is the establishment of department. Department designates a distinct area, division, or branch of an organization over which a manager has authority for the performance of specified activities. ·         Spontaneous in nature ·         More people oriented ·         Based on religion, culture, common problems faced by the workforce etc., ·         Membership is voluntary and the same person can be a member of many groups. ORGANISATION LEVELS AND SPAN OF MANAGEMENT Why there is a need to organize? To co-ordinate the activities of the people involved in the organization’s functions for which there needs to be certain levels established to facilitate the co-operation effective. There are two types of spans, 1. Wide span 2. Narrow span WIDE SPAN: Wide span of management has fewer organizational levels with more number of sub-ordinates reporting to a superior. Though it proves advantageous for the superior as delegation becomes part of the process and hence work is shared, care must be taken in selecting the right people for completion of tasks and clear policies must be made to avoid confusion. There is this tendency of overloaded superiors to become decision bottlenecks and there exists the danger of superior’s loss of control too. This kind of management needs exceptionally qualified managers to lead the respective groups. NARROW SPAN: Narrow span of management involves many organizational levels with fewer number of employees reporting to a superior. This facilitates close supervision, close control and fast communication between superiors and subordinates. On the contrary, superiors tend to get too involved in subordinates’ work and this kind of management incurs higher costs due to many levels in the organization and there is excessive distance between the lowest and top most levels. FACTORS DETERMINING AN EFFECTIVE SPAN: 1. Training of Subordinates: Well trained subordinates save much time and energy of the superiors and training has to be a continuous process as the technological policies and procedures are subjected to change periodically. 2. Clarity of Delegation of Authority: Clarity implies direction and guidance from the manager’s end to the subordinate. A manager has the responsibility of clearly explaining the task and the methods involved to complete the task in a suitable manner to his subordinates. In cases of machine handling, “On the Job Training” becomes inevitable. If not, the work will not be completed as per the schedule due to lack of clarity. 3. Clarity of Plans: In a production environment, the workers have to be apprised about the plans...
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