Documenti di Didattica
Documenti di Professioni
Documenti di Cultura
Management for New Managers: Staffing and - staff help line activities work efficiently and
How to Staf effectively (advising, coaching, providing resources so
Dr. SF Jeelani line can achieve objectives)
(ex. legal advisor, acctg, training, HR, MIS, product
Diference between line and staf management personnel and admin, etc)
activities/fuctions
Line managers direct the work of subordinates and
2 Distinct Types of Activities in an Organization make important decisions, while staff managers advise
those with line authority. Moreover, line managers are
1. Line Activities directly accountable for sales and production target
- activities that have a direct effect/impact on the achievement, whereas staff managers extend support
achievement of org objective (ex. sales, production) to help them achieve their goals.
- FOCUS ON INTERNAL
2. Staff Activities -- CHANGES:
1.structural
- changes made the the org's structure that might stem 2. strategic
from internal or exteral factors and typically affect how - changes to the overall goals, purpose, strategy, or
the company is run mission of an orgaization, people, process changes
- include org's heirarchy, chain of command, mgmt
systems, job structure, administrative procedures - major upheaval to how they conduct business
- mergers and acquisitions, job duplication, changes in - external factors can place significant demand as to
the market, processes and policy changes how they conduct business/ rethink fundamental
- duplicate positions are eliminated approach to biz
- old procedures retired, new created - changes to products/services it offers, target market
- job fuction realigned to fit new company structure segment, how it distributes product, position in global
- structural change for change in market shit economy, partner
TEN LEADERSHIP THEORIES - leader must adapt
Michael Zigarelli - coaching girls(relational) vs. coaching boys
(disciplinarian)
"There's nothing so practical as a good theory"
Dr. Kurt Lewin 6. The Contingency Theory
- the situational leadership assumes situation is statc
1. The Great Man Theory and leader must adapt to it (leaderh should change) ,
- Great leaders are born not made contigency assumes leader default style is fixed
- U either have it or you dont (change the leader, fit the right leader to the situation)
- set of attributes that natural born leaders have in - "effective leadership is "contingent" on matching the
common leader's style to the setting
- it's true that leadership is learnable - install the right coach rather than hope the coach
- it's also true that some people inherently have more changing
leadership gifts - fit right people
what happened
medium did no better than low DAN PINK: The surprising truth about moving
high did the worst others
2. Mastery 3. Clarity
- our urge to get better at stuff - we live in a world awash in information
- we like t get better at stuff - what gives you comparative advance is not access to
- thats why people play musical inst at weeksends infor but being able to curate that info, distil that info
- not paid but fun, satisfying when you get better and say "all of this is noise but this part is signal"
- highly skilled technical workers do another work for
free even if they already have jobs A: Can I understand someone else's point of view?
--WHY??? B: Can I remain resilient and buoyant in the face of
---challenge, mastery and making a contribution!! rejection?
C: Can I help someone make their way through this
3. Purpose murk of information and clarify it?
RISE OF "PURPOSE MOTIVE" Can I help someone identify problems they dont realise
- more and more orgs want some kind of transcendent they have
purpose Can I look for ways that this persson and I have
--partly bc it makes coming to work better, partly bc common ground so if we reach it we're both going to
that's the way to get better talent be better off?
-when the profit motive gets unmoored from the
purpose motive, bad things happen like crappy Way to do it more effectively is to just be a little bit
products, lame services, unispiring places to work more human
-when profit motive gets completely unhitched, people
dont do great things -----------------------------------------------------------------------------
whether profit or non-profit or both ----------
EXAMPLES
Secrets from the Science of Persuasion 4. Consistency
by RObert Cialdini and Steve Martin - people like to be consistence with the things they
previously said or done
Factors that influence us to say Yes to the request of - looking for, asking for commitments that can be
others made
- drive safely campaign
Consider available information xxx - initial commitment
loaded information so rule of thumb decision making - when seeking to influence using consistency principle,
na the detective of influece looks for voluntary, active,
and public commitments and ideally gets those
6 SHORTCUTS commitments in writing
1. Reciprocity - reduced missed appointments by 18% by making
- oligation to give when you receive patient themselves write appointment details on future
- people are obliged to give back behavior, gift or appointment card
service that they have received first 5. Liking
- social obligation - people prefer to say yes to those that they like
- likely to say yes - how will they like you??
- waiters giving gift or mint has influence on tip - 3 important factors:
- 1 mint, 3% inc tip 1. people who are similar to us
- 2 mint, 14% inc 2. people who pay us compliments
- "for u nice peeps, here's an extra mint" 23% 3. people who cooperate with us
- not just what but also HOW it was given -online negotiations:
- Be the first to give, it must be personalized and -- look for areas of similarity before negotiating, 90%
unexpected came to agreement
-genuine compliments before you get down to business
2. Scarcity
- people want more of those things there are less of 6. Consensus
- lesser concorde flight bc unecoomical but the next - people will look to the actions/behaviors of others to
day, sales increased determine their own
- people wanted it more - hotel bathrooms want guests to reuse towels
- Benefits + what's unique + what they stand to lose - benefits 35%
- say "75% of our guests reuse their towels, please do
3. Authority so as well" 26% rise
- people will follow the lead of credible knowledgeable - "75% of WHO HAVE STAYED IN THIS ROOM reuse their
experts towels" 33% increase
- phsyiotherapist display diploma - relying on our own ability to persuade others, we can
- it's important to sigal to others what makes you a point to what many others are already doing
credible knowledgeable authority before you make
your influence attempt employ in ethical manner
- realtor, introduce colleague credentials and expertise
first, "he has over 20 yrs of experience small practical, costless changes that lead to BIg
- 20% more appointments, 15% signed ontracts changes
- ethical and costless to implement