7 factors of Managerial Effectiveness That Drivers Growth in Organization

[1] Support Mechanisms: Check whether the support factor is in place or not. Any person, working in any organization already or has joined newly, needs the support of the colleagues, superiors, and even subordinates. Support includes:

 (A) Clear and transparent policies & procedures to have provided staff with the support (and the guidelines) to do their work most effectively. 

 (B) Supporting staff to keep in contact with their families (if they work away from home).

 (C) Create time so that team members can “check-in” with each other & share how they are

     feeling, and what they might be needed, and how they better support each other. 

[2] Conflict Resolution: In the present remote working scenario, Conflict may arise owing to differences in ideas, views, or methods of working. They can be minimized by assigning clear cut responsibilities, mutual discussion, keeping patience, impartiality, and positive attitude.

[3] Leadership and Communication: In the present scenario, the most relevant definition of Leadership may be defined in terms of the loyalty of functions performed by executives as individuals and as a group in organizations, irrespective of the toughest existence of various scenarios. The function of an executive may inspire his subordinates and they may find a role model in superiors and may depend totally on seniors, depending upon their ability as effective leaders also they need to maintain effective communication. ‘Communication‘ includes a free and frank exchange of ideas in meetings and free opinion. While interacting with others, you have to take special care of your speech and the way you speak. Never ever shout on anyone, even if you do not agree with him. Always speak in a polite but convincing manner.

[4] Human Relations: Human relations has gained great significance in present changed scenario and refer to the interactions of people employed in any business firm or an individual unit across the world. They include mutual confidence among members of various departments, confidence in management about welfare and growth, interaction at all levels in the organization.

[5] Check your Climate for Standards: Regardless of your team size, transparency is critical. Employees who have no idea about their organization’s values, vision, mission, and earning are less likely to work productively. When you encourage transparency, your employees will become more aware of what’s going on in their organization. This will help them understand how they can improve or solve the problem.

When you don’t care about your employees, it’s hard to build a healthy culture. Your selfishness is more likely to build a selfish culture where everyone cares about themselves only. Selfish culture lacks respect, empathy, productivity, and team spirit, so it can eventually lead to a total failure.

Present scenario of Work from home or Trans-National Teams working, all these need fixation and follow, some standards at the individual level, in order to achieve the organizational goals and maintain efficiency. These standards may include more work expectations, the pressure to improve performance, and beat the competition. 

[6] Grievance Handling: A grievance is a spoken or written dissatisfaction that is brought to the notice of the management. Managers should go into details of a grievance and find out the best possible method of settling it. The employees must be encouraged to tell the grievances. If grievances are brought in to light in time and attended to well in time, people feel satisfied with grievance handling procedures and methods.

[7] Decision-Making Mechanism: They say to be part of the solution rather than part of the problem. That is what problem-solving and decision-making skill helps you do. The job of problem-solving and decision making is very critical in the workplace. It is inevitable for any organization to not face challenges. Addressing those with the right attitude is the key. Managers with this management skill take any in hand problem responsibly.

Managers with problem-solving and decision-making skills know how to:

(A) Critically analyze the problems and find its root cause.

(B) Strategize a plan with proper brainstorming with the team members.

(C) Implement steps and measures for both minor and major problems in the workplace.

“People don’t leave Jobs, They leave toxic work cultures”

Author Dr. Komal Joshi


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