Management Information


Management Information

Learn to Assert Yourself


Pinpoint your own blocks to assertiveness: fear of disapproval, need to please others, fear of being too masculine or feminine, or the dread of making mistakes.Visualize yourself dealing effectively with a problem situation by considering alternative responses.

Giving a Good Appraisal Interview


Although this performance discussion is an opportunity for you to discuss your employee's work during a given period of time, it is also, and importantly, a time for you and your employee to check perceptions and reach mutual understandings and agreements about the purposes and priorities of their jobs. This discussion can positively influence your mutual working relationship.

Implementing Change


There are different reactions that individuals experience during time of change. Understanding the emotions of an individual may better help them get through the period of unexpected change.

The Dripping Faucet in Every Organization


Each day millions of workers spend 8 hours or more at their respective jobs with many contributing to the dripping faucet within every organization. This faucet much like the leaking kitchen or bathroom faucet's steadily waste drops of a previous resource - water - every minute of every day until fixed.

Effective Meetings: Why Most Meetings are a Waste of Time


Whether your company holds one meeting a week or dozens of meetings a day it is essential that this time is used efficiently and effectively. Most meetings are less effective than they could be not because they are poorly managed, but because meeting managers spend all of their time focusing on the one or two hours when people will be gathered around the conference table or video screen.

Delegating Responsibility


Too many managers waste both time and energy performing tasks an employee could perform just as well, thereby lowering productivity while raising operating costs. The answer to the problem is easy-delegation.

Delegation Obstructions


OBSTRUCTIONS: 1. Staff deficiencies.

Deciding What to Delegate


DECIDING WHAT TO DELEGATE: Once the benefits of delegation are established and obstacles removed, the next step in the delegation process is to decide what work can and should be delegated. In general, work to be delegated should adhere to the following guidelines: - It can be handled adequately down the line.

Delegate Tasks to the Right Person


SELECTING THE RIGHT PERSON: To whom should tasks be delegated? Selecting the right subordinate to do the work is an evaluative process, and managers must be able to identify individuals both capable and willing to handle responsibility.DETERMINING EMPLOYEE RESPONSIBILITY: A careful review should be made of past assumptions about personnel.

How to Delegate Effectively


ACCOUNTABILITY: Delegation is not complete unless subordinates are held accountable for their work. They should be accountable to only one person-usually their immediate manager-and must understand what criteria will be used in judging their performance.

How to Overcome Your Fear of Firing


OVERCOMING FEAR OF FIRING "It was obvious that this employee could not relate well to clients. But I could not bring myself to fire him.

Human Resources: The Misidentified Subject


Interest in the field of human resources has exploded in recent years due to the promises it offers for a better understanding of human beings at work. The term is now as ubiquitous as it has once been obscure.

Muggers in Our Midst - When Rumour and Gossip Pay You a Visit


'I heard it on the grapevine' the old song goes. But the grapevine has the potential to cause your business strife, misunderstanding and ruin! In effect the rumour mill and gossip are dangers you cannot ford to ignore.

My Companys Leadership Sucks!


Maybe it's the season or just a more buoyant job market; but lately I'm sure involved in a lot more discussions about leadership.I'm receiving more requests for help defining the key characteristics which make a great leader; and I'm hearing a lot of negative stuff from clients about their bosses.

When Being A Facilitator DOESNT Help


I talked with a group of internal consultants last week - they felt they had to wear too many hats in their work. They had to be consultants, facilitators, coaches and trainers - sometimes in the same one-hour session.

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