Managers need to be Multi-Skilled

The huge bulk of concern administrations in today ‘s industry recruit people to the function of directors. Directors are indispensable as each possess accomplishments needed to maintain the companies running swimmingly and expeditiously. In order for the directors to accomplish this each are required to exhibit accomplishments which will be discussed in this essay. There are several influential experts in direction that each put forward theories of direction and the grounds these should be used. These will be explored and applied to a existent life state of affairs. A questionnaire has been produced with the purpose of happening out what direction manners are really used in today ‘s administrations. These findings will so be discussed.

A function of a director is to do the best usage of the resources that are available to him and acquiring the best out of the employees. A director has to organize groups of people to work together in order to make organizational aims and ends. This requires directors to be supportive and promote every employee to actuate them efficaciously but still holding a certain sum of control of what needs to be done and how it is achieved expeditiously ( McCrimmon, 2008 ) . Analyzing, coverage and preparation are other of import functions of a director. These three functions will enable the director to better the quality of employees work and heighten the opportunities of developing new accomplishments through preparation strategies, which will non merely maintain them happy but it could give them a better hereafter chance within the concern, for illustration a publicity. It is a director ‘s occupation to understand the strengths and failings of people and directors who find the good in people will accomplish far more than directors who merely find mistake in people ( McCrimmon, 2008 ) . A director is responsible for the procedures of planning, organizing, holding the ability to command and depute, take, motivate, and construction the members within a declared administration in order to be successful in accomplishing aims and ends.

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In any sort of administration whether it be a football squad or a concern, a director must hold first-class man-management accomplishments cognizing each employees strengths and failings. Employees with specific accomplishments should be given certain occupation functions to execute undertakings fruitfully. It is bad direction holding an single making certain occupations that are non appropriate to their degree of preparation as it would ensue in hapless public presentation. The public presentation of a concern can be efficaciously related to the effectivity of the employees. If a director ignores the strengths and failings of his staff, so staff would non execute good, holding an overall consequence on productiveness and gross revenues will diminish intending the concern will be less effectual. A concern may run swimmingly if the right employees are making the right occupations.

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Functions of a director alteration harmonizing to the degrees of direction. These functions include Top, Middle and Lower degree direction. Top degree directors are classed as CEO, Executive managers or main executive, and are responsible for the full administration. A top director ‘s function entails puting organizational ends, specifying ways to accomplish them and doing determinations sing the administrations construction. This degree of direction expressions at the long term hereafter of the concern by refering themselves with environmental tendencies and supervising the overall success ( Daft, 1988-2001 ) .

Middle director ‘s are responsible for concern sections and units. These directors roles consist of hiring and fire of staff, describing to exceed degree direction, constructing good relationships with employees, promoting and pass oning with staff and other directors and organizing the resources available in the best manner. Evidence suggests that the debut of engineering is holding an consequence on in-between director ‘s as companies are going thin and efficient and as a consequence are puting off in-between directors ( Daft, 1991 ) .

Lower degree direction can be classed as a line director or a supervisor and are responsible for the production of goods and services. Functions of a lower director include preparation and motivative staff, helping employees and assisting out on the store floor during busy periods. This degree of direction accents on the twenty-four hours to twenty-four hours aims and the productiveness consequences.

All degrees of direction contribute to four fundamental functions which are be aftering, organizing, taking and commanding. These functions differ in sum and ways depending on whatever flat people manage at. Top degree directors program and organise more than both in-between and lower, but in-between directors need more leading qualities than top direction. Lower directors require the most leading as they have to develop staff and actuate them. Evidence suggests commanding is similar throughout these degrees of direction but top directors somewhat control more than lower degrees ( Daft, 1991 ) .

“ Raj states Top degree direction can be said to be deciding, in-between degree direction as executory direction and low degree as operational direction. ” (, 2008 )

Without combination and co-ordination of the three direction degrees a concern may fight to thrive or come on.

Management requires different types of accomplishments ; these are Interpersonal, Informational and Decisional. Interpersonal accomplishments require directors to be first-class communicators. This is a critical accomplishment in order for directors to pass on with the different degrees of direction throughout an administration and interact with staff and clients. Informational accomplishments means being organised, good planning, being a leader, being in control, deputing good to people and holding a good construction of aims and ends. These accomplishments are critical in the every twenty-four hours running of any concern. A good director will accommodate these accomplishments in the right manner in order for that peculiar concern to run swimmingly and be effectual and efficient. Decisional accomplishments require directors to do the right determinations and will be more effectual than those who make the incorrect 1s. Primary Research backs this grounds up by saying these accomplishments mentioned above are required for person to be a top director ( Questionnaire, 2009 ) .

Directors besides get different types of direction manners some of them include Autocratic, Democratic, Consultative and Laissez Faire. Certain directors depending on the fortunes will necessitate to choose the right manner of direction in order to acquire his or her point of position across to staff to do certain instructions are clear so that employees to the full understand what that director is anticipating from them. Adopting the right manner may take to greater motive from staff and better productiveness. A director ‘s character or personality will act upon which manner of direction to utilize. For illustration a director with a strong personality and is really confident is more likely to utilize an Autocratic manner. The Autocratic manner is where the director dictates orders to staff, makes determinations without audience and has full control over employees. A diffident and timid director would be more likely to utilize a Laissez Faire manner. The Laissez Faire manner is where a director sets undertakings, and allows staff to finish activities when they see fit with minimal activity ( Khilawala, ( 2000-2009 ) . The advisory manner on the other manus is where the director sets the employees tasks leting them to interact and input their ain thoughts. Primary research suggests that advisory manner with a democratic component best suits a director within a school as he has to authorise his staff and give them the liberty to finish work utilizing ain methods. However, aims and marks need to be met and he will do the concluding determination holding gauged sentiments from others ( Questionnaire, 2009 ) .

Management manners have been looked at by many experts in the yesteryear and some of the chief 1s include F W Taylor, Henri Fayol, Abraham Maslow, Frederick Herzberg and Douglas McGregor whom all have theories based on research and surveies of peculiar industries.

F W Taylors theory was based on the motive of human behavior and he believed that in his system of scientific direction, employees should be given occupations that best suit them, and each person are carefully trained to make these occupations. Taylor believed in house direction based on scientific rules. He felt employees had to be organised and closely supervised and paid depending on how much work they produced. Taylor ‘s purpose was to promote concerns to give workers the opportunity to increase single productiveness and gain higher rewards in order to actuate workers and believed that employees were motivated by money ( Dixon, 1997 ) . Taylor ‘s overall purpose was to increase the efficiency of production methods non merely to take down the costs and increase net incomes but to let workers to increase 1s ain productiveness and gain more money ( Dixon, 1997 ) .Henri Gantt was one of F W Taylors co-workers and he humanized his theory by presenting fillips to workers who exceeded the day-to-day marks that had been set. This is another good motive factor towards employees.

Elton Mayo ‘s theory Hawthorns Experiments besides looked at how employee public presentations were affected by interruptions and degree of illuming. Mayo concluded that single motive depended on the type of occupation being carried out, how each employee was supervised, group relationships, group morale and self worth to the company ( Envision Software, 1998-2009 ) .

Henri Fayol studied direction functions throughout an organisation and is known as:

“ … the male parent of modern operational direction theory ” ( Dixon, R. 1997, pg8. )

Fayol identified five maps of direction these include ; Planning, Organising, Commanding, Co-ordinating and Controlling. From these five maps Fayol developed 14 direction rules which are as follows, division of work, authorization and duty, subject, integrity of bid, integrity of way, subordination of single involvement to the general involvement, wage, centralisation, scalar concatenation which is the line of authorization, Order, Equity, Stability of term of office of forces, Initiative and Esprit de corps which means edifice and maintaining of harmoniousness in the work force ( Sheldrake, 1996 ) . His theory stated that what of all time the kind of concern the same wide rules of direction would use. Evidence suggests that his theory and rules of direction are still really much in usage in today ‘s industry and is known as one of the most effectual direction manners ( Khilawala, 2000-2009 ) .

“ Taylor and Fayol both realized that the job of forces and its direction at all degrees is the key to industrial success and both applied scientific method to this job. ” ( Sheldrake, J. 1996 pg7. )

Taylor worked chiefly on the operative degree from the underside of the industrial hierarchy upwards where as Fayol was the opposite, he worked on the top degree of the hierarchy downwards ( Dixon, 1997 ) .

Abraham Maslow is a psychologist whose theory looked at the motive of staff and ego demands of these persons. Maslow ‘s hierarchy of demands was set out in the form of a pyramid. The hierarchy was divided into five human demands: Physiology, Safety, Social, Esteem and Self Actualisation ( Warner, 2004 ) . He believed that human existences are motivated by unsated demands and that the lower demands of his hierarchy have to be satisfied foremost so that workers will be motivated towards fulfilling these higher demands. The lower demands being physiological and safety and the higher demands being societal, esteem and self realization. Maslow suggested that directors must gain these single demands and understand them to accomplish the best consequences. Maslow besides states that directors should promote workers in order for them to turn and travel up through the degrees of the hierarchy ( Warner, 2004 ) . Although Maslow feels strongly about his theory, some authors disagree about his rigorous hierarchy demands. They feel that societal demands and esteem demands co exist ( Warner, 2004 ) and that people do n’t travel up through these degrees every bit swimmingly as Maslow suggests.

Clayton Alderfer ‘s theory is call ERG, Existence, Relatedness and Growth and it contributed towards organizational behavior ( Envision Software, 1998-2007 ) . It was similar to that of Maslows as Existence referred to Maslow ‘s psychological and safety demands, Relatedness is similar to Maslow ‘s societal and esteem demands and Growth is directed to self realization demands of Maslow ‘s hierarchy. Alderfer ‘s theory allowed persons to work on more than one demand at a clip intending lower demands do n’t needfully hold to be satisfied first earlier traveling on to higher demands. Alderfer identified Frustration Regression to assist persons who became frustrated at non fulfilling a higher demand to increase the satisfaction of a lower order demand ( Warner, 2004 ) . Alderfer ‘s purpose was to assist actuate persons by giving them a better opportunity to fulfill his or her demands. Evidence suggests that:

“ ERG theory more efficaciously histories for differences in demand penchants between different organizational climes or civilizations, than that of Maslow ‘s Hierarchy ” ( Warner, J. 2004 pg16 ) .

Another direction expert is Frederick Herzberg. Herzberg ‘s theory focused on psychological facets of motive and was broken down into two cardinal factors, Intrinsic Factors associating to the person and Extrinsic Factors associating to the workplace ( Baldoni 2005 ) . Herzberg feels directors who give acknowledgment to employees for attempt and good productiveness will actuate them into occupation satisfaction. However the hygiene factor will non needfully actuate people, but it will cut down employee dissatisfaction. Employees want to work in a clean, free from danger environment so attitudes towards work are positive. Herzberg besides believed that motive comes from the chance of personal growing within the company. He states that if work is disputing and interesting so this would take to greater occupation satisfaction.

“ Herzberg concluded employees will be motivated to make work that they perceive to be important ( Warner, J 2004, pg14 ) .

Directors in general are responsible for supplying the chances for employees to turn and for the well being of these people. Herzberg ‘s thought led to the development of occupation enrichment which provides chance for the employees psychological growing.

“ This theory influences how human resource sections construction work and calling development programs, supplying chances for employees to presume greater degrees of liberty, duty, and authorization as they progress through the direction ranks ” ( Baldoni, J 2005 pg 60 )

Although Herzberg ‘s theory is non extremely regarded by psychologists today due to other theoreticians, such as Maslow taking the limelight, his theory is still used in direction in one facet or another.

Douglas McGregor is another psychologist whose theory regards single ‘s behavior at work. He formulated two theoretical accounts which he calls Theory X and Theory Y ( Khilawala, 2009 ) . Theory X is an autocratic manner of direction which is similar to the bossy manner as explained antecedently. Directors who use this manner are those who make all the determinations and aims and undertakings have to be completed how he or she sees fit. This could ensue in de-motivation of staff and bad working attitudes because employees could experience bullied and a deficiency of freedom could do jobs within the work force. Elton Mayo criticised this method as he looked at it from an employee ‘s point of position ( Khilawala, 2009 ) . Theory Y is a democratic manner of direction. With this manner employees feel responsible and of import to the concern as it allows them to be more involved within the administration. Good two manner communicating between staff and direction could be a good incentive and consequence in higher degrees of public presentation in work conveying better productiveness. However this manner could decelerate down the determination devising procedure and the right determination may non be made and missed. McGregor found that directors who use Theory X tend to accomplish hapless consequences unlike directors who use Theory Y. Furthermore Theory Y produces better public presentations, better consequences and allows employees to develop and turn ( Khilawala, 2009 ) .

Evidence suggests that McGregor ‘s theory is still referred to in direction and motive and directors are still developing manners and techniques from this. His theory remains cardinal to organizational construction and bettering organizational civilization ( Chapman 1995-2009 ) .

The information provided above was aimed to discourse the premise that directors need to be multi-skilled in today ‘s administrations. Harmonizing to research there are specific accomplishments and direction manners which enable directors to go successful guaranting they achieve organizational aims efficaciously and expeditiously. Several experts sentiments have been outlined and although differ in attack, in general the overall consensus is that directors have to utilize the correct styles appropriate to the type of work force and their position within the company. For illustration an executive director will be required to utilize different manners and accomplishments in comparing to lower degree direction ( supervisor ) . Primary research was conducted to happen whether the direction theories could be applied to existent life state of affairss. The findings highlight the importance of different manners of attack to direction within two different types of occupation functions therefore back uping the chief theoreticians. From the treatment put frontward in this assignment it could be executable to connote that directors do so necessitate to be multi-skilled in today ‘s society.


  • Baldoni, J. ( 2005 ) Great Motivation Secrets of Great Leaders. McGraw Hill, New York Chapman, A. ( 1995-2009 ) Management- Douglas McGregor Motivational Theory X Theory Y. Available on-line hypertext transfer protocol: // [ Accessed 30/10/09 ] Daft, R. L. ( 1991 ) Management ( Eds ) Rinehart and Winston. USA Dixon, R. ( 1997 ) The Management Task Second Edition, ( Eds ) Butterworth Heinemann. Oxford Hannagan, T. ( 2005 ) Management Concepts and Practises, Pearson Education. UK Juneja, H. ( 2009 ) Role of a Manager. Available on-line hypertext transfer protocol: // ? Role-of-a-Manager & A ; id=2068431 [ Accssed 20/10/09 ] Khilawala, R. ( 2000-2009 ) Management Styles – List of Different Management Styles. Available on-line hypertext transfer protocol: // [ Accessed 29/10/09 ] McCrimmon, M. ( 2008 ) The Managers Role in Modern Business. Available on-line hypertext transfer protocol: // # ixzz0UZYLTLVk [ Accessed 20/10/09 ] McGuire, R. ( 2005 ) Which Management Style to Use. The Pharmaceutical Journal Vol 272. Pgs 317-320. Available on-line [ Accessed 20/10/09 ] Name Unknown. ( 1998-2009 ) The Hawthorne Effect – Mayo Studies in Employee Motivation. Available on-line hypertext transfer protocol: // [ Accessed 02/11/09 ] Raj, ( 2008 ) Management degrees Available online hypertext transfer protocol: // Accessed [ 11/11/09 ] Sheldrake, J. ( 1996 ) Management Theory: From Taylorism to Japanization. International Thomson Business Press. London The Free Library, ( 2003 ) Frederick Herzberg: The Hygiene-Motivational Theory Available on-line hypertext transfer protocol: // % 3a+the+hygiene-motivation+theory.-a0151189056 Accessed [ 02/11/09 ] Warner, J. ( 2004 ) Management Styles Questionnaire Facilitators Guide
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