MEASURING MANAGERIAL EFFECTIVENESS UNIT III MEASURING MANAGERIAL EFFECTIVENESS

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 Measure Advantages Disadvantages Superior’s Ratings Frequently used Superior biases Raters unaware of true performance raters unwillingness to provide rough feedback Subordinates Ratings Subject of Managers Behaviour Multiple raters Unmotivated subordinates Subordinates “biases” May be no links between ratings and unit performance Unit Performance Indices Actual 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.

Current Industrial and Government Practices in Management of Managerial Effectiveness Sets up procedures to ensure high quality of work Arrange for training and executive development programmes Involvement on career development programme of its employees Monitor the quality of work through performance appraisal Verification of information through feedback Checking the accuracy of one’s own and others’ work Developing and using systems to organize and keep track of information or work progress Carefully preparing for meetings and presentations Organizing information or materials for others Careful reviews

Current Industrial and Government Practices in Management of Managerial Effectiveness 1)Developing Initiative 2)Encouraging Self-Management Approach 3)Facilitating Appropriate Communication 1)Drive – High Motivation for work and also encourage others to work towards a common goal 2)Energy – Enthusiastic in work place 3)Self-Starter – Does jobs proactively and seize the opportunities 1)Team Player – works in teams, supports and encourage team members 2)Leader – Define goals and standards of performance, delegates and allocates work according to abilities

3)Facilitating Appropriate Communication Current Industrial and Government Practices in Management of Managerial Effectiveness 3)Develops Subordinates – Identifies, train and involves people in all activities 4)Disciplined – Maintain decorum of the workplace, has respect for seniors and juniors. 3)Facilitating Appropriate Communication 1)Articulate – Can communicate (verbal & written) in a way, which is understood and approached by people 2)Persuasive – Sticks to a problem until it is resolved 3)Supportive – Supports subordinates in their work 4)Confident – Has confidence to his values and action

The Skills and Competencies required to Perform Better Current Industrial and Government Practices in Management of Managerial Effectiveness The Skills and Competencies required to Perform Better 1)Ability to Plan – Formulate plans and business goals. 2)Organize – Divide jobs into logical entities 3)Execute – Works according to plans 4)Meet deadlines – Follow a strict schedule and completes a job

EFFECTIVE MANAGER AS A OPTIMIZER According to campbell, in his behavioral approach says , effective manager is said to be an optimizer in utilizing all the available and potential resources ….. Effective manager focuses on what he is doing and effectively deals with how we are doing . As it is a known fact that efficiency is doing the task correctly and refers to the relationship between inputs and outputs . Manager as a Optimizer Effective managers do differently from their less-effective counterparts. Have high concern for people and productivity Effective managers are able to communicate Spend Time in Managing Using General Style Allow Employees to Influence them Have influence upward Minimize Status Differences

Manager as a Optimizer 1)What is my potential contribution? The actions he is to take will arise from the answers a manager gives to these questions. 1)What is my potential contribution? 2)What are my objectives? 3)What does it take to be effective here? 4)What needs changing? 5) What is organization’s philosophy 6) What can I do now? 7)How can I improve my superior ‘s effectiveness ? 8)How can I improve my coworker’s effectiveness ? 9)How can I improve my subordinate effectiveness ? 10)How can I change the technology ? 11)What is my future ? 12) What will the future demand ?

Components making Manager as Effective Optimizer To Optimize is to increase productivity for which the following four components should be given atmost attention by the manager: 1)MENTORING: Mentoring is a long term development process. Mentoring is the tutorial relationship between mentor and learner in which the mentor guides the learner through a process of self development Mentors are individuals with advanced experience and knowledge who are committed to providing upward support and mobility to their Protégé’s career. Mentors can provide the support and challenges that engage talented protégé’s to increase their job satisfaction and work effectiveness in the process. By doing this, mentors help to “ raise the performance bar” in their profession while gaining insights from a different viewpoint. Hence, managers are mentors and educators who teach employees the practical and philosophical aspects of business. 2) FEEDBACK: Delivering effective feedback is the ultimate test of people management. According to pai” Delivering feedback is an art that requires the manager to put on a host of hats and play a range of roles: of a counsellor, a parent, a psychiatrist, a friend and sometimes ,but only sometimes a box”

Components making Manager as Effective Optimizer Acquiring feedback skills , both in giving and receiving feedback requires years of experience, genuine interest in the subordinates wellbeing , an innate sense of fair play, maturity that enables manager to process the subordinates reactions and shift roles as appropriate. 3) COUNSELLING: Over the past decade, increased competition and rapid pace of economic development have led to higher stress on the job, thereby enhancing the need for counselling. Effective counselling is a win - win route for employees as well as employers. From employee’s point of view counselling symbolizes fair treatment, and for the employer it helps in improving employee’s productivity on the job. Personal counselling is defined as discussion of an emotional problem with an employee, with the general objective of reducing it so that performance is maintained at adequate level or even improved then. Thus manager must act as a counsellor and ensure that the subordinates develop goals that are acheivable. 4)DISCIPLINE: Discipline may be defined as an attitude of mind which aims at inculcating restraint, orderly behavior and respect for willingness obedience to a recognised

Components making Manager as Effective Optimizer authority. In any industry, discipline is a useful tool for developing, improving and stabilizing the personality of workers. Industrial discipline is essential for the smooth running of an organization, for increasing production and productivity, for the maintenance of industrial peace and for the prosperity of industry and nation. Therefore it is the responsibility of managers to prompt an individual or a group to observe the rules, regulation and procedures which are deemed necessary for the attainment of objectives.

Factors Affecting Managerial Effectiven 1)Role Performance: An essential measure of managerial effectiveness is the way managerial roles are performed. Mintzberg concluded that managers carry out ten different roles which are highly interdependent. These can be grouped as: a)Interpersonal Roles: This includes how effective are the managers interpersonal relation with the subordinates , with his boss, and with the clients of the company b) Information Roles: It means how effective are the managers disseminates and monitors the information flow in the organization c) Decisional Roles: This includes assessing how a manager decides on the resource allocation to various departments and tasks, and represents the organization during negotiations as the decision making authority 2) Skills: a) Technical skills It is difficult for the manager to be effective with low technical skills. If high technical skills are the most closely associated with effective management and

Factors Affecting Managerial Effectiven If technical skills are teachable and learnable, it is then possible to improve the technical skills of ineffective managers, thereby increasing their chances of becoming more effective managers. b) Human Skills: Human relations skills are also called Interpersonal skills. It is an ability to work with people. It helps the managers to understand, communicate and work with others. It also helps the managers to lead, motivate and develop team spirit. Human relations skills are required by all managers at all levels of management. This is so, since all managers have to interact and work with people c)  Conceptual Skills Conceptual skill is the ability to visualize (see) the organization as a whole. It includes Analytical, Creative and Initiative skills. It helps the manager to identify the causes of the problems and not the symptoms. It helps him to solve the problems for the benefit of the entire organization.  3) Education and Training: Managers with appropriate educational background were effective managers and those who are not with appropriate degree were ineffective managers. So if managers were not effective a proper training programme can be arranged to

Factors Affecting Managerial Effectiven equip their capabilities 4) Manager’s Experience: It was found that there was some relationship between experience, technical skills and effectiveness. Probably, a manager with more years of experience will acquire more technical skills and become more effective. Conversely, the manager with less experience will not possess the technical skills to be effective 5) Manager’s Personality: Research found that the managers who were categorized as the ESTJ personality type were also defined as effective. The ESTJ type is described as follows: a)Extroversion(E) - extravert is high on sociability, talkativeness, energy and assertiveness. When an extravert is in a group, he or she meets and greets everyone with enthusiasm, not reserve or intimidationExtraverts tend to enjoy human interactions and to be enthusiastic, b) Sensation(S)- a state of excitement or something that is exciting and lively. c) Thinking(T)-  the action of using your mind to produce ideas, decisions, memories, etc. : the activity of thinking about something d) Judging(J) -  to form an opinion about (something or someone) after careful thought