PPD - Management

"A good manager is good when people barely know he exists, not so good when people obey & acclaim him. Even worse when people despise him" - Lao Tzu 

Not all managers lead, but all leaders manage. 

Leadership styles:

• Autocratic/authoritarian
• Participative/democratic
• Laissez fair/free rein
• Narcisstice
• Toxic

• Innovates
• Original
• Develops
• Focuses on people
• Inspires trust
• Investigates reality
• Long range perspective
• Asks what/why
• Eye on horizon
• Own person 
• Challenges status quo
• Does right thing 

• Administers
• Is a copy
• Maintains
• Relies on contol
• Accepts reality
• Short range view
• Asks how/when
• Eye on bottom line
• Imitates
• Accepts status quo
• Does right thing
• Classic 'good soldier' 
• Focuses on systems/structures

Leaders =

• Having a vision
• Having strategy/strategically thinking
• Envisaging future
• Influencing/motivating group towards goal
• Change

Managers = 

• More concerned w/ implementing others plans/strategies
• Concerned w/running their part of business
• activities designed to produce 'consistency & order

Management is... 

• About getting results
• Building/maintaining team
• Developing individ team members
• Coordinating efforts to achieve objectives 
• Setting direction for individs
• Establishing/maintaining relationships w/ stakeholders

Every team member should 

• Know what theyre doing/where team is heading
• Recognice when they've arrived

• Framework of management/leadership abilities
• Meta analysis - 1013 abilities.

4 sets of abilities

1. Manage/lead people          2. Manage Self

3. Manage relationships         4. Lead direction/culture

3 sets of task abilities

1. Manage info   2/ Manage resources   3. Manage activities

• Set of abilities concerned w/ thinking strategically
• Range of abilities that improve/maintain good performance

• Voluntary process that encourages/motivates people to stay for max period of time. 

Retention over time

• Focus changes dependent on economic conditions
• Outside of recession - 'war for talent'
• During reccession - retention isn't focus
• Post recession - turnover @ high levels
• Turnover rises when organisational change

• Some industries can handle higher level of turnover - Fast food = over 300% (avg. 4 months) 
• Professional services organisations rely on personal relationships between employees & clients
• 10%+ turnover = damage causing

• 'Fresh blood'
• Avoid staff becoming stale/stunted
• New ideas/experiences
• More dynamic
• Managers can control labour - don't have to hire until ready
• Keep redundancy bills low
• Functional rather than dysfunctional 

Cost

• Advertising for replacements
• selection process
• induction
• training 
• poorer initial performance

Human capital - lost resources (time/money) 

Work for competitors

Negative message - poor image - people would rather work elsewhere

Pay

• Those w/ better reward packages have lower attrition rates (Gerhart 2009) 
• Pay - satifier/less important than other reasons
• Benefit packages - less easily imitated/have high impact
• Pensions

Managing expectations

• Realistic job preview
• High hopes - dashed by reality 
• Balance needed at recruitment stage

Induction

• Easy to overlook
• Helps people work effectively ASAP
• Understand basics - how role fits
• Info on business strategy/aims transmitted
• Psychological contract
• Cultural messages/expectations

Family Friendly HR Practices

• Maternity leave, career breaks, job share, flexi time, childcare vouchers
• More women with kids than women without
• 5-10% of people leave b/c of 'family/personal' reasons
• 21% leave to look after/have kids

Training & Development

• Debate
• Training increaases commitment
• BUT makes people more employable elsewhere
• Type, source & funding
• Employees feel valued (CPD) 

Improving Quality of Line Management

• Addressing management performance - management is difficult
• Selecting managers based on supervisory capabilities
• Training of managers in supervision 
• Appraisal of managers