1. Fall 2014 Professor Brownlee PRT 3207 BRIAN ESSIG MANAGEMENT PHILOSOPHY

2. A leader who has the conceptual skills to contribute to the positive growth of a company by helping others and providing relevant goals and objectives to mutually benefit everybody. Individuals who have the responsibility and authority to provide direction to a recreation, parks, and leisure service organization and who have the ability to move it towards common goals and objectives. MANAGER DEFINITIONS Edgington et al., pgs. 11-18Brian

3. MANAGEMENT THEORIES My personal management theory is a combination of the Collaborative Leadership Theory and the Trait Theory.

4. Essig Leadership Theory Collaborative Leadership Theory: Reliant on shared decision making and group problem solving. Shared leadership exists. Trait Theory: Identify successful traits from other managers. Be flexible, positive minded, and charismatic. *Management Theories: Who Cares? ppt

5. Multiple people can contribute to the success of a company with a leadership role. People measure happiness by the contribution that they put in to a successful organization. (we’ll talk about this more in a minute) Managers and leaders can help each other to improve characteristics and management abilities. If all goes as planned… BY COMBINING THESE TWO THEORIES large obstacles should not be a problem for a company because all leaders can rely on each other.

6. However… This means that everybody in the company actually has to work together with constant communication.

7. Without dedication and teamwork towards a common goal, some managers and leaders may get left behind. This could be dangerous for future projects and the fate of the collaboration within the company.

8. THE KATZ MODEL Robert Katz explained that as your management position increases, you need to know less technical skills within the company. However, as you work your way up it is crucial to understand human and conceptual skills about the company and the industry you work in. *Katz ppt.

9. BRIAN’S MODIFIED KATZ MODEL Although the Katz model has a lot to offer, there is still room for improvement. A manager needs to have technical skills in order to be able to put themselves “in the shoes” of the employees that work for them. This is not only beneficial to the manager, but it also can give insight to the employees and hope that they can one day be a manager as well.

10. Modified Katz Continued… The human and conceptual skills are still extremely important for managers in this modified Katz model. Without human and conceptual skills, a manager would struggle greatly. They would not be able to provide direction for a company, or be able to communicate with anybody.

11. MOTIVATION AND REWARD As I said earlier, people measure happiness in the workplace by what they contribute to the success of an organization or project. Motivating employees in a meaningful way will lead to overall success in your company. Motivating your employees can be easy, especially when you know how reward them in the right ways.

14. MOTIVATION AND REWARD The most important concept to remember about motivation as a manager is to know the people that you work with personally. By becoming friendly with your colleagues and employees you will get to know the kind of people they are, what they like. Once you learn about your employees, you will be able to connect with them personally and motivate them individually in the workplace.

15. DISCIPLINE Discipline is defined as a formal corrective action taken by a supervisor against an employee who fails to adhere to policies or meet expectations.* Similar to motivation, it is important to implement a discipline method based off the personalities of your employees. Different employees will react to authority in different ways. This makes implementing discipline a balancing act on a situational basis. *discipline and grievances ppt

16. DISCIPLINE Employees and the discipline that they face should be handled on a case-by-case basis. Most employees would feel much more comfortable if after violating a company policy they were talked to by a manager in private. If a manager confronted an employee in front of other employees, people may feel as if they are being treated differently from others. Also, most employees would fix the disciplinary issue after a first confrontation, so there is not usually a need of negative disciplinary force.

17. MY TAKE ON DISCIPLINE As a manager, I will most likely give all my employees the benefit of the doubt on their first offense. It is important to put yourself in the shoes of the employee, especially when evaluating the situation and giving consequences. One more thing to remember is to keep the conversation private, because embarrassing the employee could prove to be harmful in the long run. If the act of implementing discipline is done in a professional manner then your employees will have more respect for you and in turn be more productive in the workplace.

18. IN CONCLUSION In order to be a great manager you must be able to understand your employees. By getting to know your employees, you can learn how they function and cater to their specific needs. Once your employees feel respected by you, they will feel as if they can contribute to the success of the company. With all employees on the same page, success is inevitable within your company!