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Управление персоналом -> Подготовка эффективного руководителя
TITLE – Becoming effective manager: two diametrically opposite ways of training of the department heads
AIM AND OBJECTIVES
The aim of this work is to discover the ways of training of the effective managers. The main idea of the work is to find out the influence of 2 different ways of department heads’ training on the efficiency of their work.
The aim of the work is concretized in following objectives:
1. to study concept of the effective management.
2. to examine specific features of effective managers.
3. to analyze various ways of training effective leaders.
4. to compare the efficiency of two diametrically opposite ways of training of the department heads in the organization: when experienced executives from the outside are appointed to the positions of the head of the company, and when the appointed will be from the company"s employees which have passed all stages of the career ladder from the lowest positions(the bottom of the staff).
Literature review was made to clarify the problem of the research and to examine the previous works connected with the topic of the research. In the work three groups of works were analyzed.
The first group of literature sources included works which characterized effective manager: William A. Cohen (2013), A. A. Astahova (2013), M. Pedler, J. Burgoyne, T. Boydell, T. (2010), G. D. Markman, R. A. Baron (2011), Uotila, J., Maula, M. & Zahra, S. (2011), R. L. Krichevskiy (2012), T.C. Mawhinney (2010).
William A. Cohen (2013) analyzed the work of Drucker who describes five capacities of the effective manager: effective managers should know on what they spend the time, effective managers have to concentrate on the achievements beyond the organization, effective managers are to use strong qualities of colleagues and subordinates, and also to find positive moments in the concrete situations, effective managers concentrate the attention on several major points which will bring the most notable results, effective managers should make effective decisions.
According to Astahova (2013) the effective manager possesses the following characteristics: 1) biographic data (age, sex, education, experience), abilities (high I.Q., special abilities), traits of character (leadership, self-confidence, resistance to stress, etc.).
As stated by Pedler, Burgoyne, Boydell (2010), the effective manager is characterized by the following personal traits: moral qualities (hardworking, honest, obligatory, self-critical), strong-willed qualities (active, efficient), business qualities (goal-oriented, initiative, executive, competent, creative), professional qualities (manager is able to cope with functional duties), qualities of communication (effective manager is able to come into contacts, to listen to opinion of others).
G.D. Markman, R.A. Baron (2011) consider that the effective manager possesses the ability to influence other people, the ability to formulate his own ideas, a high self-assessment, the ability to encourage employees, the ability to be persistent and consecutive.
Uotila J., Maula M. & Zahra S. (2011) describe the effective manager as a person possessing confidence, ability to resist to stressful situations, leadership, creative abilities, motivation of achievement of success, reliability, responsibility, communicative abilities.
According to Krichevskiy (2012), the effective management is measured be the following factors:
1. Staff is satisfied with the conditions of labor (relationship with colleagues and relationship with manager, working conditions, salary, etc.).
2. Staff has a high level of motivation (employees want to work, have a strong desire of being the part of the team).
3. The manager possesses a high authority.
4. Staff highly evaluates the team. It means that moat employees consider the team as urgent, well functioning.
In the research of Mawhinney (2010) it was proved that effective organizational leaders are innovative. They experiment, risk, and usually bring new ideas, however, they aren"t simply the leaders who are giving vent gambling of belief. Rather effective organizational leaders recognize good ideas and support them even if it means to change the organizational system.
The influence of the effective management on the employees was discussed by Kevin, Kelloway, Heidi, Weigand, Margaret, C. McKee. Hari Das (2012). According to Hancock D, Patricia Hyjer Dyk (2012) positive leadership behaviors and employee well-being are connected. Lauren S (2010) described the investigation of the effects of coworker relationships on employee well-being that also depend on the manager’s behaviour.
Therefore, the effective management is the extensive concept including the abilities, personal traits, biographic characteristics, professional qualities allowing to reach the high efficiency of managers’ work. The effective manager is to guarantee the success of activity of the enterprise as the skillful management allows to reach alls the purpose and tasks of the company.