Introduction

Nowadays, it is very important to have good employees working for the company, and this could be possible only if there is a highly qualified human resource management personnel. The key aspect in hiring people lies in the thorough human resource management strategy and techniques used by the HR department. The major key to success is to help the team reveal their skills and qualities as well as use them freely in the working process. This paper addresses the most important terms of “business strategy and leadership practice, the aspects of project and performance management, teamwork along with the case studies of different management approaches used to unleash both personal and professional qualities and skills of the employees on the workplace” (Bhaskaran 2006).

The application of management in all meanings is the act of gathering people in order to manage the required tasks and reach the desired goals on the road to mission, vision, and objectives of any company. Managing people in a business and organizational setting could be positive only if the manager tends to use all the available resources both efficiently and effectively in the frames of managing people, organizing and planning the process, organizational structure, staff performance management and leadership skills. Such an approach helps to direct people as well as control the external and internal operations within any business environment (Doyle & Smith 2001).

Research Studies

According to Mintzberg, there is folklore and bare facts about the actual management practice, which lies in understanding the lexical meaning of these terms. The folklore tends to consider that a manager is the one to plan everything on time and on budget, whereas the facts claim that the overall working process is a variety of strong actions with the remorseless pace of work. Therefore, the folklore claims that management becomes a scientific profession. At the same time, the facts claim that managing people is the core of the leadership power, which is controlled by human brains. For example, in case of some negative situation, a true manager always stays calm, as his role is to handle stress easily. This happens for the reason that if such a situation takes place, the manager is responsible for its outcomes. So, being calm helps managing oneself effectively and at the same time increases productivity and creates a better workplace, which leads to a potential growth in any business. Obviously, this could happen only if the employees deeply value the manager and trust him in full (Mintzberg 1990).

According to Gronn, “the study examines a school case where the proper management is needed in the first turn”. This happens for the reason that it is difficult to control the working process as well as the effectiveness of its results due to constant communication during the working process. Simultaneously, performance management is to be used by means to make the process simpler and still productive. Therefore, performance management practice is a complex process that involves workers into improving the organizational effectiveness in order to achieve the mission, vision, and objectives of the company. When talking about employee performance, the top managers need to value several aspects such as planning the working process as well as setting the future prospects, constantly monitoring the employee performance, developing the ability to perform well, rating performance and rewarding positive expectations. In highly effective companies, all the work is planned in advance. Descent planning means projecting positive expectations in terms of performance and goals of the company. It also reflects the efforts to achieve the companies’ objectives. If the manager understands the planning process, then he could better meet the goals and show the best performance. After this stage is completed, there is a need to maintain the achievements, which is possible due to the appropriate performance reward procedure. There are many aspects that should be overlooked, mainly the action plans, responsibilities and flexibility of objectives, and requirements of the company or project. It is always better to talk about the benefits of such a program. For instance, the ratings record and rewards could be stated in front of the employees, not just sent via email (Gronn 1983).

To continue, there is a study of Stefan Tengblad that examines the behavior of top executives in terms of their administrative work along with what is considered in theory and illustrated in practice. Management practice has been changed during the last decade, but it is still in process of management functions. The overall idea is to manage the operations classified as planning, organizing, staffing, leading / directing, controlling / monitoring and motivating people during the working process. When managing performance effectively, a company with its managers and employees undergoes a complex process of analysis and feedback, which is determined by the positive or negative outcomes. As for the set of working standards and skills, they are well-developed in the process of work and recognition behavior as well as the results of the company in the end of the year. In all, when all the aspects of performance management work together, it results in a natural and effective management plan that is beneficial for both the executives and employees of the company as they support each other on a daily basis. Therefore, performance reward program works well, as it lets the employees understand that they are recognized within the company and that they take an important role in its objectives. The performance management is effective in terms of measuring the behavior of employees in both positive and negative aspects. The positive aspects could mean daily recognition experience that rewards good performance by means of a pay raise, paid days off, and it could even be a free schedule or any other bonus item (Tengblad 2006).

In the case example of Watson, the process of learning is the core to success in any management practice. According to his words, “Self-perfection is the key aspect that can rule the world”. In practice, constant perfection leads to the fact when there is no limit to the achievements. By these means, one should take appropriate actions to enhance the leadership behavior that is used, combine different styles, and learn to manage them simultaneously despite the situation or people to deal with. The educational procedure is of key importance in any sort of business, especially today, and it always interacts closely with the strategic planning aspect. The allocation of resources also plays an important role in how well the business is organized, along with how stable it is on the market. These factors are usually defined by the skills and experience of the working personnel. The thing is that what businesses sell and what value the goods and / or services which are offered by the company bring to people is different. Alternatively, it is related to material, financial, and human resources. “The quality of the educational level of the employees does matter most for the reason that this factor corresponds to the favorable working conditions, which should be promising in relation to the quality level of goods and / or services promoted on the market” (Watson, 2001).

Constant development process addresses the performance capacity and gives room to increase it with the help of essential training sessions and seminars to help uncover the skills and responsibilities of the working position and provide the opportunity to implement good performance and strengthen the skills required to manage the job professionally. Moreover, when there is a need to use any modern technologies, such system helps employees to be afloat and show the best perspectives for various development needs. For those who already show good results, such an approach could help to become even more successful while working in the company. Regularly but not often, it is useful to analyze the employee performance, as this can help to see the overall working performance statistics for the company, compare how employees work, and clarify the best and poorest performance within the company. “Performance rating system helps summarize the rating records in order to measure the reward procedure both of pay increase and retention credit; with this, it is assigned to each and every employee, not a department or team” (Watson 2001)

According to Hales, “the major role in the company or business is given to the first-line manager (FLM), who is responsible for the changes in the company along with the perspective for any further development”. Most often, such power and objectives are given in terms of the particular project of the company. The task of this FLM is to manage the project with all the requirements and objectives from the top of the company. Every effective FLM tends to work according to the plan outline and basing on the situation. This works for different management scenarios including the tasks of minor to major importance. Various management techniques are used to address the heart qualities and skills of the first-line managers. “The most appreciated assignment is to manage people by inspiring them for accomplishments: advise, raise spirits, and empower the project teamwork” (Hales, 1986).

Simultaneously, the FLM should measure the workload and constantly examine its performance. This is possible to manage by using different management techniques such as daily assignments, monitoring of the ongoing progress as well as finished assignments, adjustments of the project plans, and meetings with the team members regarding any changes in the working process. The idea is to always keep the project process simple. Every FLM could manage the company operations with the help of leadership but not with the complicated project processes. So, it is important to keep the job simple to oneself, as this will help the team members to deliver the project on time and on budget (Hales 2005).

Performance Management and Means of Communication

The necessity to exchange ideas during the project planning performance is of vital importance for every manager. He/she needs to think about the division of management for each member of a team and establish the range the activities, timing as well as work parameters. Entrusting assignments and actions in accordance with the priorities is greatly important if one wants to pursue the process accordingly. Monitoring measures the performance and allows receiving the feedback about the goal. Constant requirements for performance verification are checked with the help of working performance standards. This defines the opportunity to evaluate the employees’ performance and the overall performance standards, including positive and negative implications (Chapman 2010).

Management Traits and Functions

The management traits surely interact closely with the functions of management, which should be managed effectively in order to achieve success for the company. Such functions are the same for every organization or company. They are planning, organizing, leading, and controlling, and all of them refer to a standard management process in most companies. So, the management traits, such as leadership, integrity, and knowledge of the industry, are in need for the proper organization of the working process, which means that they perfectly fit the functions of management and could work to support one another in the company. The manager is a leader at heart, and this means that one is a confident personality who is able to speak in public, delegate responsibilities, and manage people so they could work efficiently. At the same time, every manager has an optimistic attitude to the things around, and that helps easily manage the working process. The one has an optimistic approach to every circumstance no matter how good or bad it could be. A true manager has skills to help others not only to do business and satisfy customers but at the same time to make the employees happy with their jobs. In parallel, this helps to increase sales and boost productivity of the company, which results in a higher turnover and return rates of the business. Simultaneously, a manager should have a clear understanding of a business sphere in order to manage it effectively. One is always capable of supporting the employees with everything that they need in order to do the job right. The ideal manager will surely work to improve his abilities and professional characteristics with the idea to have an advantage of dealing with special cases and experience that is required to manage advanced business matters. So, all of the aforesaid makes perfect collaboration from the position of management traits as well as its functions on the workplace (Kleiman & Lawrence 2011).

Conclusion

The executive practice is essential for the managers and directors who have the responsibilities as well as the power to manage people and make decisions to achieve the primary objectives of the company. The size of the managing personnel could vary from one person or a group of people up to a thousand and even more employees, considering the multinational companies. In large organization, the management is formulated with the help of chief executive officers, business analysts, and financiers, who define the quality of management, skills, and qualifications of people, and this addresses the potential worth of the organizational assets. 

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