1. MANAGERIAL EFFECTIVENESS MANAGERIAL EFFECTIVENESSBy B.Sreekanth Babu Dy.Manager-IS

2. ABSTRACT Managerial Effectiveness is inherently a multi - dimensional. As a manager in the middle of an organization in addition to the obvious challenges associated with, there are also challenges of managing people down, interacting with the executives above and peers across the organization. Managerial Effectiveness is inherently a multi - dimensional. As a manager in the middle of an organization in addition to the obvious challenges associated with, there are also challenges of managing people down, interacting with the executives above and peers across the organization. To be effective and efficient, a manager needs to manage-up, manage-down and manage-across the people and situations, He has to develop a network of positive relationships through out the organization to complete the assigned goal. To be effective and efficient, a manager needs to manage-up, manage-down and manage-across the people and situations, He has to develop a network of positive relationships through out the organization to complete the assigned goal. In this, the key ways to improve the managerial effectiveness for a manager in dealing with people around and situations at workplace are brought-out. In this, the key ways to improve the managerial effectiveness for a manager in dealing with people around and situations at workplace are brought-out.

3. INTRODUCTION What is a Managerial Effectiveness? What is a Managerial Effectiveness? Managerial effectiveness is about doing right thing at the right time. In the face of diversification, mergers etc., organizations need managers who are not only efficient, but, also effective. The responsibilities of a manager in the competitive pressures on him increased the need to be more effective. Efficient people do things right, whereas, an effective person does the right things. Effective Managers, on the other hand, are both effective and efficient. Managerial effectiveness is about doing right thing at the right time. In the face of diversification, mergers etc., organizations need managers who are not only efficient, but, also effective. The responsibilities of a manager in the competitive pressures on him increased the need to be more effective. Efficient people do things right, whereas, an effective person does the right things. Effective Managers, on the other hand, are both effective and efficient. Effective Managers prepare plans, taking into account the knowledge and information they have from various experiences. They organize activities based on plans. They know their time and how to spent it. They focus on the results that can be achieved rather than on tools or techniques to be used. Managers need to perform many activities, however effective managers prioritize activities and perform one activity at a time, this helps them to focus their resources on one task to produce quality result. Effective Managers prepare plans, taking into account the knowledge and information they have from various experiences. They organize activities based on plans. They know their time and how to spent it. They focus on the results that can be achieved rather than on tools or techniques to be used. Managers need to perform many activities, however effective managers prioritize activities and perform one activity at a time, this helps them to focus their resources on one task to produce quality result.

4. Why is Managerial Effectiveness required ? Why is Managerial Effectiveness required ? Managerial effectiveness, is basically required for a manager to manage people and situations, rather effectively and efficiently within the frame work of organizational objectives and goals. To be effective and efficient at managing people, they must be good managers of themselves. Managerial effectiveness, is basically required for a manager to manage people and situations, rather effectively and efficiently within the frame work of organizational objectives and goals. To be effective and efficient at managing people, they must be good managers of themselves.

5. How does a Manager become an Effective Manager? How does a Manager become an Effective Manager? A manager to be an effective manager needs to manage people and needs to have the following functions. A manager to be an effective manager needs to manage people and needs to have the following functions. Planning : This includes defining goals, establishing strategies and developing plans to coordinate activities. Planning : This includes defining goals, establishing strategies and developing plans to coordinate activities. Organizing : This includes assigning tasks, grouping tasks into units and allocating resources to carry out the plan. This basically means putting together human, financial, physical, informational and other resources. Organizing : This includes assigning tasks, grouping tasks into units and allocating resources to carry out the plan. This basically means putting together human, financial, physical, informational and other resources. Leading : This involves guiding, directing,motivating and over seeing of resources. Leading : This involves guiding, directing,motivating and over seeing of resources. Controlling : This involves monitoring employees activities, verifying actual performance with plan, keeping the organization on track. Controlling : This involves monitoring employees activities, verifying actual performance with plan, keeping the organization on track.

6. Effective managers need to communicate at two levels, namely organizational and individual level, they need to be effective at both. Effective managers need to communicate at two levels, namely organizational and individual level, they need to be effective at both. Effective managers make decisions in a systematic manner. They collect all the information and weigh their effects on the decision, they allow subordinates to participate in decision making process. Effective managers make decisions in a systematic manner. They collect all the information and weigh their effects on the decision, they allow subordinates to participate in decision making process. Finally effective managers take ethical decisions in their work life, they give importance to ethics and value commitment. Finally effective managers take ethical decisions in their work life, they give importance to ethics and value commitment. In addition to these managers to be more effective, need to learn about stress management, time management, creativity, interpersonal skills, emotional intelligence, leadership skills and multicultural skills. In addition to these managers to be more effective, need to learn about stress management, time management, creativity, interpersonal skills, emotional intelligence, leadership skills and multicultural skills.

7. A CASE STUDY ON MANAGERIAL EFFECTIVENESS A case study is prepared and analyzed to make understand various aspects of managerial effectiveness, which is as below : A case study is prepared and analyzed to make understand various aspects of managerial effectiveness, which is as below : Kant was a material’s manager in a private steel making company looking after the inventory and procurement of materials indented by user departments. Generally, a procurement action takes about a 2-3 weeks and he ensures sufficient availability of inventory. He was technically qualified and experienced person working for over five years. He was reporting to Mr. Khanna, Production Manager directly. The manager was more trends towards technical matters than managerial matters. On occasions in case of urgent works, he himself does the total file work, without depending on his sub- ordinates. So that he become attached to an authoritative figure in the company and was able to create conditions and produce the results, by some how. Kant was a material’s manager in a private steel making company looking after the inventory and procurement of materials indented by user departments. Generally, a procurement action takes about a 2-3 weeks and he ensures sufficient availability of inventory. He was technically qualified and experienced person working for over five years. He was reporting to Mr. Khanna, Production Manager directly. The manager was more trends towards technical matters than managerial matters. On occasions in case of urgent works, he himself does the total file work, without depending on his sub- ordinates. So that he become attached to an authoritative figure in the company and was able to create conditions and produce the results, by some how.

8. The manager was assisted by two sub-ordinates, namely, Rajesh and Brijesh. The manager was assisted by two sub-ordinates, namely, Rajesh and Brijesh. Rajesh was a sincere, hard-working and had developed good impression in the manager’s mind. Rajesh does not know the work procedures, systems and but have good positive relationship with the people around. During the years, he used to refer old reports, files and discusses with boss case-wise and submits the noting. Thus, the manager had good confidence on him. Rajesh was a sincere, hard-working and had developed good impression in the manager’s mind. Rajesh does not know the work procedures, systems and but have good positive relationship with the people around. During the years, he used to refer old reports, files and discusses with boss case-wise and submits the noting. Thus, the manager had good confidence on him. On the other hand, Brijesh was a smart in his work, good at drafting, quick in understanding the work procedures, systems, but does not have good positive relationship with the manager. Also, the Brijesh was also very good at thinking, analyzing the problems, making alternatives and deriving the best solution. The manager, rarely interacts with him and assigns some petty works or rather unimportant works only. Thus, the manager had no good confidence on him. On the other hand, Brijesh was a smart in his work, good at drafting, quick in understanding the work procedures, systems, but does not have good positive relationship with the manager. Also, the Brijesh was also very good at thinking, analyzing the problems, making alternatives and deriving the best solution. The manager, rarely interacts with him and assigns some petty works or rather unimportant works only. Thus, the manager had no good confidence on him. Both, Rajesh and Brijesh used to discuss the work matters and deliberate the things. Both, Rajesh and Brijesh used to discuss the work matters and deliberate the things.

9. In the mean time, the manager received a call from production manager and directed him to take immediate action for procurement of one critical spare for a rolling mill, which was damaged previous night. This particular spare, being high valued item was not usually kept in the store and hence, not available. Now, the problem started. The manager called immediately Rajesh and explained the matter and asked to prepare noting for the procurement of that critical spare with requisitions for budgetary offers from a list of approved vendors. Now, Rajesh was facing difficulty in the preparation of noting as the Brijesh was not immediately available for help. He expressed his inability to take new assignment and suggested that the Brijesh can do the work quickly. But the manager was not interested in assigning this urgent work to Brijesh and wanted Rajesh to complete at any cost. Still, Rajesh tried his best to explain the things but the manager does not show any concern. Rajesh was in big trouble and started losing concentration and feeling nervous. He was not able to think as to what to do and how to do within the shortest possible time. He developed stress and was feeling guilty for the things, if not produced in time. Ultimately, this urgent work could not be done in time. In the mean time, the manager received a call from production manager and directed him to take immediate action for procurement of one critical spare for a rolling mill, which was damaged previous night. This particular spare, being high valued item was not usually kept in the store and hence, not available. Now, the problem started. The manager called immediately Rajesh and explained the matter and asked to prepare noting for the procurement of that critical spare with requisitions for budgetary offers from a list of approved vendors. Now, Rajesh was facing difficulty in the preparation of noting as the Brijesh was not immediately available for help. He expressed his inability to take new assignment and suggested that the Brijesh can do the work quickly. But the manager was not interested in assigning this urgent work to Brijesh and wanted Rajesh to complete at any cost. Still, Rajesh tried his best to explain the things but the manager does not show any concern. Rajesh was in big trouble and started losing concentration and feeling nervous. He was not able to think as to what to do and how to do within the shortest possible time. He developed stress and was feeling guilty for the things, if not produced in time. Ultimately, this urgent work could not be done in time.

10. CASE ANALYSIS This is a case of lack of qualities of managerial effectiveness in the manager. This is a case of lack of qualities of managerial effectiveness in the manager. He had more affinity to technical things rather than on managerial effectiveness. He had more affinity to technical things rather than on managerial effectiveness. He was comfortable as long as the results are produced by any means and not bothered how they are coming. He was comfortable as long as the results are produced by any means and not bothered how they are coming. He failed to inspire them to realize their skills and potentials, which could have better used to the possible extent. He failed to inspire them to realize their skills and potentials, which could have better used to the possible extent. He had not assessed the strengths areas for effective utilization and also not assessed their weak areas for further improvement. He had not assessed the strengths areas for effective utilization and also not assessed their weak areas for further improvement. He was inter-active with one of the sub-ordinates, had positive relationship and more confidence on him and restricted his interaction and concentration on the other completely. Thus, the manager’s interactions, confidence and relationship with the sub-ordinates varied. He was inter-active with one of the sub-ordinates, had positive relationship and more confidence on him and restricted his interaction and concentration on the other completely. Thus, the manager’s interactions, confidence and relationship with the sub-ordinates varied.

11. He had not developed a good team and lacked in consistent delegation of the works and responsibilities to the sub- ordinates. He had not developed a good team and lacked in consistent delegation of the works and responsibilities to the sub- ordinates. He has not given equal opportunities of work and chance to show their skills and potential. Also, he has not shown emotional concern to the sub-ordinate in time of worry. He has not given equal opportunities of work and chance to show their skills and potential. Also, he has not shown emotional concern to the sub-ordinate in time of worry. So, in the backdrop of above case study, the various qualities to be possessed by a manager for managerial effectiveness are brought-out in the succeeding slides. So, in the backdrop of above case study, the various qualities to be possessed by a manager for managerial effectiveness are brought-out in the succeeding slides.

12. What are the qualities required by a manager for managerial effectiveness? What are the qualities required by a manager for managerial effectiveness? Apart from understanding all the managerial functions and possessing basic skills such as Conceptual, Technical, Design and Human skills, a manager need some soft skills for a managerial effectiveness, which are as under : Apart from understanding all the managerial functions and possessing basic skills such as Conceptual, Technical, Design and Human skills, a manager need some soft skills for a managerial effectiveness, which are as under : He should be a visionary - should have to create a vision, articulate it to achieve the well-defined goals together with the team. He should be a visionary - should have to create a vision, articulate it to achieve the well-defined goals together with the team. He should have positive attitude and stay focused - should send positive thoughts to the people around that activates others to give result. He should have positive attitude and stay focused - should send positive thoughts to the people around that activates others to give result. He should be a good communicator - should communicate his thoughts effectively for better understanding of the actions required, Improper Communication can lead misunderstanding and conflicts. He should be a good communicator - should communicate his thoughts effectively for better understanding of the actions required, Improper Communication can lead misunderstanding and conflicts. He should be solution oriented and committed - he should identify the problem, think rationally the solution and provide necessary inputs for solving it. He should be solution oriented and committed - he should identify the problem, think rationally the solution and provide necessary inputs for solving it.

13. He should have self confidence - have courage and faith in facing the challenges and influencing the people. He should have self confidence - have courage and faith in facing the challenges and influencing the people. He should have both high energy and stress tolerance levels. He should have both high energy and stress tolerance levels. He should be emotionally stable. He should be emotionally stable. He should inspire, motivate and transform others, shall act as a catalyst He should inspire, motivate and transform others, shall act as a catalyst He should be inter-active - should openly discuss the matters with the people around to make them understand better. He should be inter-active - should openly discuss the matters with the people around to make them understand better. He should be empathetic - he should understand the emotions of others and help them in time of need, He should be empathetic - he should understand the emotions of others and help them in time of need, He should be introspective - he should examine himself on continuous basis to identify the areas required for further sharpening of skills. He should be introspective - he should examine himself on continuous basis to identify the areas required for further sharpening of skills. He should manage people around. He should manage people around. Above all, managing people is the main quality of a manager for his total managerial effectiveness These aspects of managing people are further elaborated. Above all, managing people is the main quality of a manager for his total managerial effectiveness These aspects of managing people are further elaborated.

14. MANAGING PEOPLE In today’s business environment, everything is subject to change. In this context, the best way to ensure self- preservations is to build positive relationship with the people around. For this, efforts and costs are minimal in terms of both time and resources, but, the potential pay-offs are great, both personally and professionally. So, building and maintaining a dynamic horizontal and vertical network of people will be very effective, on which we can rely upon when need arises. In today’s business environment, everything is subject to change. In this context, the best way to ensure self- preservations is to build positive relationship with the people around. For this, efforts and costs are minimal in terms of both time and resources, but, the potential pay-offs are great, both personally and professionally. So, building and maintaining a dynamic horizontal and vertical network of people will be very effective, on which we can rely upon when need arises. (a) MANAGING-DOWN (a) MANAGING-DOWN Eight Ways for managing Sub-ordinates effectively and efficiently are as follows : Eight Ways for managing Sub-ordinates effectively and efficiently are as follows : 1. The Human Touch 1. The Human Touch Human beings are not machines. Machines don’t care or feel, but people do. So develop patience, kindness, consideration for sub-ordinates. Human beings are not machines. Machines don’t care or feel, but people do. So develop patience, kindness, consideration for sub-ordinates.

15. 2. Don’t be overly critical 2. Don’t be overly critical When your Sub-ordinates comes with work assigned, sit with them patiently, discuss, point out errors, if any, and set them right. We managers, may be more knowledgeable and more experienced than our sub-ordinates. But, we have to act as a guide. Forget their mistakes, Praise it and they will do more things right. When your Sub-ordinates comes with work assigned, sit with them patiently, discuss, point out errors, if any, and set them right. We managers, may be more knowledgeable and more experienced than our sub-ordinates. But, we have to act as a guide. Forget their mistakes, Praise it and they will do more things right. 3. Let them fail / make mistakes 3. Let them fail / make mistakes We have to allow people to learn and to grow through work, through experience by taking chances and making mistakes. We have to give them chance to try new skills or new methods without a supervisory look over their shoulders, but only on smaller or less crucial tasks. This way mistakes won’t hurt or damage the work and can easily be corrected. For major tasks when performance is crucial, we need to give as much supervision as is needed. We have to allow people to learn and to grow through work, through experience by taking chances and making mistakes. We have to give them chance to try new skills or new methods without a supervisory look over their shoulders, but only on smaller or less crucial tasks. This way mistakes won’t hurt or damage the work and can easily be corrected. For major tasks when performance is crucial, we need to give as much supervision as is needed.

16. 4. Be Available 4. Be Available Manager’s in attention or keep pending the work of sub- ordinates or not discussing with them, can lead to worry, frustration, angry, insecurity etc.,. This could dampen their motivation. So, be available invite for discussion. If you are pressed for time, give an appointment and keep it up. This way sub ordinates feels that the boss is genuinely interested and appreciates you. Manager’s in attention or keep pending the work of sub- ordinates or not discussing with them, can lead to worry, frustration, angry, insecurity etc.,. This could dampen their motivation. So, be available invite for discussion. If you are pressed for time, give an appointment and keep it up. This way sub ordinates feels that the boss is genuinely interested and appreciates you. 5. Improve the work place 5. Improve the work place Provide pleasant, comfortable and conducive atmosphere at the work place. Provide right inputs, tools with the task. These will make them feel delighted and enthusiastic for work. If anyone complains about work conditions listen to them and understand that they are not making for self gain, but for giving their best. Provide pleasant, comfortable and conducive atmosphere at the work place. Provide right inputs, tools with the task. These will make them feel delighted and enthusiastic for work. If anyone complains about work conditions listen to them and understand that they are not making for self gain, but for giving their best.

17. 6. Take personal interest in people 6. Take personal interest in people This needs a change in our social attitude in dealing with our sub-ordinates. We may ask about their family members, health, other problems, if any. In case of any problems affecting his mood or performance, find out what it is, think of ways how might you help him. This way we can win him. Say Hello, send cards, gifts on occasions to maintain cordial relation. This needs a change in our social attitude in dealing with our sub-ordinates. We may ask about their family members, health, other problems, if any. In case of any problems affecting his mood or performance, find out what it is, think of ways how might you help him. This way we can win him. Say Hello, send cards, gifts on occasions to maintain cordial relation.

18. 7. Be open to ideas 7. Be open to ideas Actually, productive department is one in which every employee is actively thinking of better way, more efficient method of working to produce the desired output in less time and cost. To get this kind of thinking, we have to encourage them, give ample time for thinking and develop new ideas. We have to be open minded, encourage to new ideas. Don’t shoot down a suggestion before you have heard it in full. We are too quick, too eager to show-off our own experience saying it won’t work. we might have tried it before and not succeeded, but it may work now. A thing or a method done in a certain way earlier doesn’t mean that it should necessarily be done in the same way now. Actually, productive department is one in which every employee is actively thinking of better way, more efficient method of working to produce the desired output in less time and cost. To get this kind of thinking, we have to encourage them, give ample time for thinking and develop new ideas. We have to be open minded, encourage to new ideas. Don’t shoot down a suggestion before you have heard it in full. We are too quick, too eager to show-off our own experience saying it won’t work. we might have tried it before and not succeeded, but it may work now. A thing or a method done in a certain way earlier doesn’t mean that it should necessarily be done in the same way now.

19. 8.Give your people a place to go 8.Give your people a place to go If your sub-ordinates does not have a chance to go to a position to aspire for a promotion, then his job is a dead end. Dead end persons will be bored, angry and produce unproductive work. So, organize department so that every one gets an opportunity for advancements, so that there is a logical progression up the ladder in terms of designation, responsibility, status and pay. If not possible in the department, they may perhaps be lead in other departments and encourage them to achieve the goals so that they will put forth their best efforts. If your sub-ordinates does not have a chance to go to a position to aspire for a promotion, then his job is a dead end. Dead end persons will be bored, angry and produce unproductive work. So, organize department so that every one gets an opportunity for advancements, so that there is a logical progression up the ladder in terms of designation, responsibility, status and pay. If not possible in the department, they may perhaps be lead in other departments and encourage them to achieve the goals so that they will put forth their best efforts.

20. (b) MANAGING-UP (b) MANAGING-UP Nine Ways for managing executives effectively and efficiently are as follows : Nine Ways for managing executives effectively and efficiently are as follows :

21. 1. Communicate, Communicate, Communicate 1. Communicate, Communicate, Communicate Boss should be well informed and well updated. If you fail to keep the boss informed of your progress, status of work or any problem you are experiencing then you would be missing a helping hand, his attention which could get complicated later. So, be pro-active, rather than waiting for the boss to ask for information when he wants, apprise him well in-time so that corrective action can be taken. Establish and maintain a communication schedule with the boss from the beginning regularly, face to face meeting, phones, emails etc.,. Boss should be well informed and well updated. If you fail to keep the boss informed of your progress, status of work or any problem you are experiencing then you would be missing a helping hand, his attention which could get complicated later. So, be pro-active, rather than waiting for the boss to ask for information when he wants, apprise him well in-time so that corrective action can be taken. Establish and maintain a communication schedule with the boss from the beginning regularly, face to face meeting, phones, emails etc.,. 2. Tailor your written communication to suit the boss’s style 2. Tailor your written communication to suit the boss’s style There are differences, variations in the way people prefer to receive data, information, report etc. Boss could be of an accommodator style or of an assimilator style. For a boss of an accommodator style, our written communication should be Simple. For a boss of an assimilator style, our written communication should contain a reasonable level of detailed analysis. So, our written communication style shall be in consistent with our boss style. There are differences, variations in the way people prefer to receive data, information, report etc. Boss could be of an accommodator style or of an assimilator style. For a boss of an accommodator style, our written communication should be Simple. For a boss of an assimilator style, our written communication should contain a reasonable level of detailed analysis. So, our written communication style shall be in consistent with our boss style.

22. 3. Learn how your manager is being managed 3. Learn how your manager is being managed Help your boss to look good to his boss. Discuss and understand the performance measures that are used to evaluate him. You may not get the whole story, but, you will probably learn enough to see how you can contribute to his success. Help your boss to look good to his boss. Discuss and understand the performance measures that are used to evaluate him. You may not get the whole story, but, you will probably learn enough to see how you can contribute to his success. 4. Solicit informal feedback 4. Solicit informal feedback Don’t wait for the annual performance review meeting to get you a small dose of feedback. To avoid surprise at the end check with your boss periodically to ask if you are performing at the appropriate level or not and also for any recommendations for improvement. Don’t wait for the annual performance review meeting to get you a small dose of feedback. To avoid surprise at the end check with your boss periodically to ask if you are performing at the appropriate level or not and also for any recommendations for improvement. 5. Be sure to bring bad news to the boss 5. Be sure to bring bad news to the boss Don’t try to hide poor results or wait for the boss to ask to explain why the things were not going well. Boss cannot help or solve problems Don’t try to hide poor results or wait for the boss to ask to explain why the things were not going well. Boss cannot help or solve problems

23. 6. Bring a solution 6. Bring a solution When you bring bad news to boss come prepared with a solution for the problem. Otherwise, boss may think you as complaining or incapable of dealing with issues. Of course, some issues may have high levels of complicity which require advice or support from the boss. Therefore, our solution may be in complete, but bring the best analysis possible for the discussion. When you bring bad news to boss come prepared with a solution for the problem. Otherwise, boss may think you as complaining or incapable of dealing with issues. Of course, some issues may have high levels of complicity which require advice or support from the boss. Therefore, our solution may be in complete, but bring the best analysis possible for the discussion. 7. Don’t speak ill of your colleagues 7. Don’t speak ill of your colleagues Avoid criticizing others for problems that arise. Focus on the problem, not on the personalities. If your boss asks your opinion about capabilities of one of your colleagues, give a creditable response. Avoid criticizing others for problems that arise. Focus on the problem, not on the personalities. If your boss asks your opinion about capabilities of one of your colleagues, give a creditable response. 8. Be positive 8. Be positive Keep your attitude upbeat and optimistic. If you are more of the pessimist type, take care not to come across as overly negative. If you are naturally optimistic, take advantage of your positive perspective. Keep your attitude upbeat and optimistic. If you are more of the pessimist type, take care not to come across as overly negative. If you are naturally optimistic, take advantage of your positive perspective.

24. 9. Maintain your perspective 9. Maintain your perspective Situations are rarely as bad or as good as they appear. If your are in difficult relationships with your boss, consider the lessons you are learning from that experience. Continue to build your internal network and avoid speaking bad of your boss in public. If your are in a very positive working relationships with your boss, then enjoy the benefits. Situations are rarely as bad or as good as they appear. If your are in difficult relationships with your boss, consider the lessons you are learning from that experience. Continue to build your internal network and avoid speaking bad of your boss in public. If your are in a very positive working relationships with your boss, then enjoy the benefits.

25. (c) MANAGING-ACROSS (c) MANAGING-ACROSS Four Ways for managing peers across the organization, effectively and efficiently are as follows Four Ways for managing peers across the organization, effectively and efficiently are as follows 1) Identify the learning opportunities from sharing knowledge. 1) Identify the learning opportunities from sharing knowledge. 2) Take advantage of every opportunity to establish positive relationships with a peer across the discussion. 2) Take advantage of every opportunity to establish positive relationships with a peer across the discussion. 3) If you are contacted by someone in another division who is looking for assistance in solving a problem say ‘Yes’ by default instead of saying ‘No’. 3) If you are contacted by someone in another division who is looking for assistance in solving a problem say ‘Yes’ by default instead of saying ‘No’. 4) Demonstrate your willingness to collaborate with other divisions, regardless of the direct benefit to you or your division. 4) Demonstrate your willingness to collaborate with other divisions, regardless of the direct benefit to you or your division.

26. CONCLUSION CONCLUSION An effective manager is an integral part of any organization. He has to deal with the people up, down or across the organization, using his skills, personality and proficiency, developing positive relationship rather, effectively and efficiently for a common goal of the organization. An effective manager is an integral part of any organization. He has to deal with the people up, down or across the organization, using his skills, personality and proficiency, developing positive relationship rather, effectively and efficiently for a common goal of the organization. He acts as a linkage between top management and front line work force, communicating the strategies of the organization effectively down below and taking out the output productively for organizational excellence. He acts as a linkage between top management and front line work force, communicating the strategies of the organization effectively down below and taking out the output productively for organizational excellence. Therefore, for overall managerial effectiveness, the tips outlined in this are very helpful and beneficial for his image and success. Therefore, for overall managerial effectiveness, the tips outlined in this are very helpful and beneficial for his image and success.

27. Thank You Thank You