Presentation on theme: "UNIT III MEASURING MANAGERIAL EFFECTIVENESS. Measuring Managerial Effectiveness Measures of Managerial effectiveness are as follows: 1) Superior’s Effectiveness."— Presentation transcript:
Measuring Managerial Effectiveness Measures of Managerial effectiveness are as follows: 1) Superior’s Effectiveness and Performance Ratings: One way to judge the effectiveness of a manager is to examine his or her performance appraisal ratings. Most superior ratings are determined by a manager’s superior and include ratings of performance on several relevant dimensions as well as a recommendation for promotion. B’cos almost all the organizations use some type of performance appraisal system, it may be worthwhile to briefly describe a typical performance appraisal form. The better performance appraisal forms typically include several features. a) Superiors use some type of scale to rate how well a target leader accomplished several key objectives. Superiors also rate the manager on several key dimensions the organization believe are important, such as integrity, leadership, administrative skills, communication impart, and so forth b) Superiors then rate the overall performance and or the promotability of the manager
Measuring Managerial Effectiveness 2) Subordinates Ratings of Satisfaction, Organizational climate, Morale, Motivation and Leadership Effectiveness: In this method, subordinates would be asked to rate their level of satisfaction or the effectiveness of the manager. Subordinates may be relatively satisfied or dissatisfied may be motivated or unmotivated, may feel relatively committed or uncommitted by the organization or may believe their manager is relatively effective or ineffective. Fostering a sense of motivation, cohesiveness, cooperation and morale among unit members is a goal toward which most manager will strive, yet several cautions may be in order when using subordinates motivation or cohesiveness ratings to judge a manager’s effectiveness. For one thing, some subordinates may be relatively unmotivated toward work, no matter what the manager does. There are two reasons why followers ratings may be more accurate reflection of a manager’s impact than superior’s ratings of performance. a) Employees are often in a better position to make these judgments. They usually are the direct recipients of their bosses in day to day managerial behaviours.
Measuring Managerial Effectiveness b) Although subordinates ratings can also suffer from distortion or bias, such effects tend to cancel each other out when multiple raters are used. 3) Unit Performance Indices: Rather than use ratings to judge a managerial effectiveness, unit performance indices would be used to examine what impact leaders have on the “bottom lines” of their organizations. In other words, judgments can be made about manager’s success by examining store sales, profit margins, the number of defective products returned the number of on time deliveries, win loss records, etc.The biggest qualification to remember in these measures of effectiveness is that they are often affected by factors beyond a manager’s control.
Measuring Managerial Effectiveness MeasureAdvantagesDisadvantages Superior’s RatingsFrequently used-Superior biases - Raters unaware of true performance - raters unwillingness to provide rough feedback Subordinates RatingsSubject of Managers Behaviour Multiple raters -Unmotivated subordinates - Subordinates “biases” - May be no links between ratings and unit performance Unit Performance IndicesActual results Results due to factors beyond leader’s control
WAYS OF ENHANCING MANAGERIAL EFFECTIVENESS 1. Build a Motivated Work Place a) First as a Manager it is important to know why your employees would want to be motivated by you. If you have the answer to this question, you will find yourself better equipped to engage your employees and influence their behaviors that in turn will make them more enthusiastic to do their job at hand well. Secondly, to recognize that motivation is intrinsic. Each employee draws his/her motivation from within and external factors like work environment, recognition, pay checks, bonuses etc only affect/ influence that intrinsic motivation. Thirdly, it is imperative for every manager to inspire employees to be their best, to take risks and unleash the limitless potential each one of the have. after all, what else but these can set one apart from being only a manager and being a managerial leader. 2. What Drives People Managers need to primarily know what drives the employees. It is important to put people in jobs that help them meet their individual needs while doing their work/job and that will reward you with a bunch of motivated employees who will perform their best and that will benefit the organization. As a manager it is imperative to appreciate every employee is unique that their uniqueness should be recognized and each employee should be treated accordingly them uniquely too. Once you know as a manager what drives each employee, you can use that to make their work more fulfilling and merging their individual needs to those of the organization by providing them work that meets their individual need
WAYS OF ENHANCING MANAGERIAL EFFECTIVENESS 3. Employees Do It For Themselves As a manager, If you can help them connect their personal goals to those of the organizations, it will affect each employees’ performance on the job that they do. It will benefit immensely if you are successful in setting up an approach that promotes personal and purpose for every employee. As a Manager when you emphasize personal growth and development as a tool to influence employees’ motivation, you help them maximize their productivity and help them impact organization achievement in a positive manner. 4. Encourage Intelligent Risk Taking It is important to remind the employees the benefits of intelligent risk taking, it is critical to encourage risk taking behavior as a learned behavior. The more risk they learn to take over time the greater those risks become and if they are coached well to take intelligent risks it becomes easier over a period of time and the pay offs are sure to benefit the organization and you as a manager. 5. Show the people the Larger Business Environment a) As an Influential Manager, it is your responsibility to help employees understand the organization, its finances, operation mechanisms, competition environment, innovative thinking to name a few of the facets.
WAYS OF ENHANCING MANAGERIAL EFFECTIVENESS b)It is important to share with the employees about the organizations, the strategic perspectives rather than just about how to do their jobs or complete their assignments. c) As an effective manager, you will stand to gain immensely if you aim to develop smarter, more skilled and highly motivated employees who shoulder stretched targets and impact the organization overall performance. d) To achieve this, sharing the larger business context and its nuances is mandatory. This will also foster more ownership behavior among the employees. So, an effective managerial communication is all about sharing the financial dashboards, operational efficiency indices etc with your employees help improve collaboration at work. e)The Best Managers make their employees feel like partners in the organization rather than mere team members. Why do they do so? because when employees feel the ownership of something, they care for it more and work for its betterment, often to achieve the best. It is a defining quality of a good manager to encourage entrepreneurial thinking among the employees, explain how the business is run and help employees feel as if they own the business. The transformation in your thinking as a manager increases the employees’ movement from an employee to a partner in the business.
WAYS OF ENHANCING MANAGERIAL EFFECTIVENESS 7. Know Your Competition Competitive environment energizes employees and when,who and what they are competing against, their motivation levels automatically rises. It is great tool to bring people together and make them perform at higher levels than its competitors that in turn help the organization grow. As a Manager if you help employees to stay abreast with the current developments in the market place. You may nominate employees to track competition data, circulate competition analysis reports, creating a learning repository of competition success factors etc. Being an effective manager, you may want to induce the culture of knowing the competition and constantly striving to measure up against them and better the organization dashboards. As a manager, it is also you responsibility to ensure management effectiveness. 8. Nurture creative and innovative thinking It is a key responsibility of the manager to nurture innovative and creative thinking in each employee by using tools like brainstorming, ideation sessions, investigation of innovative and creative ideas, experiment creative and innovation solutions at work etc. Continuously emphasizing the positive aspects of creative solution finding and advantages of innovation approach to work will help foster the culture of innovative and creative thinking among the employees.