Dear All,
Straight answer to question of Sari;
Apart from Delegating there are words like Abdicating, Dumping,Allocating...
Abdicating: I have time to do the work but I don't want to do and hence abdicating
Dumping: Since there is a chance of earror /mistakes hence given to subordinate
Allocating: In view of theory of devision of labour work to be distributed among team members
Delegating: After understanding of strength of subordinates job is assigned after having proper discussion,guidennce and proper review on the progress at certain interval.
Hope I am able to clear doubts.
Regards,
ACCHR
From India, Mumbai
1Straight answer to question of Sari;
Apart from Delegating there are words like Abdicating, Dumping,Allocating...
Abdicating: I have time to do the work but I don't want to do and hence abdicating
Dumping: Since there is a chance of earror /mistakes hence given to subordinate
Allocating: In view of theory of devision of labour work to be distributed among team members
Delegating: After understanding of strength of subordinates job is assigned after having proper discussion,guidennce and proper review on the progress at certain interval.
Hope I am able to clear doubts.
Regards,
ACCHR
From India, Mumbai
Hello AJ:
>IF I MAY....<
Yes, of course.
>Training can be done except for the top management if a notice or a memo can be issued in the office for the same explaining it as an effort to make the workplace a better place.<
Such a notice does not negate the problem of training employees to be good employees while not training managers to be good managers.
>I generally would opt for aptitude and leadership training than technical.<
Do you mean attitude? How do we train for aptitude?
Who should be trained in leadership first, the employees or the managers?
>I recently had the pleasure of coming across such a person who had done a similar training wherein he met with each individual separately and then formed small groups and then had a big group. It was less of training and more of a discussion.<
Corporate culture has a lot to do with how such events are accepted.
>Results cant be expected immediately but once any individual comes to know about his flaws or shortcomings at least we can expect him to work on it.<
Quite true but if the problem is the supervisor's behavior will we fix the problem by training the direct reports?
>We cant always expect a 100% response from the employees be it a manager or a junior level employee<
I agree.
>... I believe anything done with a good intention and conveyed in a similar manner would never hamper the workplace.<
A bad management decision done with a good intention and conveyed in a similar manner will most definitely hamper the workplace--it happens all too frequently. Good intentions don't undo bad decisions.
>Also making sure that its a comfortable place that the personnel have their training would also help their attitude of attending the same.<
I agree, but it is frustrating to learn the right way to do the job when the supervisor disagrees.
From United States, Chelsea
>IF I MAY....<
Yes, of course.
>Training can be done except for the top management if a notice or a memo can be issued in the office for the same explaining it as an effort to make the workplace a better place.<
Such a notice does not negate the problem of training employees to be good employees while not training managers to be good managers.
>I generally would opt for aptitude and leadership training than technical.<
Do you mean attitude? How do we train for aptitude?
Who should be trained in leadership first, the employees or the managers?
>I recently had the pleasure of coming across such a person who had done a similar training wherein he met with each individual separately and then formed small groups and then had a big group. It was less of training and more of a discussion.<
Corporate culture has a lot to do with how such events are accepted.
>Results cant be expected immediately but once any individual comes to know about his flaws or shortcomings at least we can expect him to work on it.<
Quite true but if the problem is the supervisor's behavior will we fix the problem by training the direct reports?
>We cant always expect a 100% response from the employees be it a manager or a junior level employee<
I agree.
>... I believe anything done with a good intention and conveyed in a similar manner would never hamper the workplace.<
A bad management decision done with a good intention and conveyed in a similar manner will most definitely hamper the workplace--it happens all too frequently. Good intentions don't undo bad decisions.
>Also making sure that its a comfortable place that the personnel have their training would also help their attitude of attending the same.<
I agree, but it is frustrating to learn the right way to do the job when the supervisor disagrees.
From United States, Chelsea
Hello Johnny Pinto:
>These are Human Behaviours which one cannot predict.<
Does that mean we are all unpredictable?
>Its mainly to do with persons lack of Management <
If that were true, managers with MBAs would all be excellent managers and we know that is not true.
>or just his/her ego.<
It is their behaviors that gets in their way.
>A Good Manager requires to be a good Leader.<
Managing and leading are two different things and we can be good at one or the other or both or neither. Too many managers are not good at either.
From United States, Chelsea
>These are Human Behaviours which one cannot predict.<
Does that mean we are all unpredictable?
>Its mainly to do with persons lack of Management <
If that were true, managers with MBAs would all be excellent managers and we know that is not true.
>or just his/her ego.<
It is their behaviors that gets in their way.
>A Good Manager requires to be a good Leader.<
Managing and leading are two different things and we can be good at one or the other or both or neither. Too many managers are not good at either.
From United States, Chelsea
Hello naseer:
>Training is a continous phenomenon, not just limited to any level of hierarchy<
We must differentiate between learning on the job and training by the employer.
>As No human being is ideal same is with learning and training, even the trainer does needs the training.<
If the problem is the manager, why do we train the direct reports?
>... in my perview training is INVESTMENT thus deployed cautiously<
I agree.
>Blame should go to the " Case study of individual behavior" to this effect COMPETENCY MAPPING and SUCCESSION PLANNING is must.<
Managers/employers get the employee behaviors they deserve.
From United States, Chelsea
>Training is a continous phenomenon, not just limited to any level of hierarchy<
We must differentiate between learning on the job and training by the employer.
>As No human being is ideal same is with learning and training, even the trainer does needs the training.<
If the problem is the manager, why do we train the direct reports?
>... in my perview training is INVESTMENT thus deployed cautiously<
I agree.
>Blame should go to the " Case study of individual behavior" to this effect COMPETENCY MAPPING and SUCCESSION PLANNING is must.<
Managers/employers get the employee behaviors they deserve.
From United States, Chelsea
hi sari,
firing an employee is never a solution.. have an informal conversation with the seniors may be over the lunch and make them feel responsible about takin care of their subordinates.. wen they take steps to identify the greviances of their subordinates they mite understand n alter their behaviour...
firing an employee is never a solution.. have an informal conversation with the seniors may be over the lunch and make them feel responsible about takin care of their subordinates.. wen they take steps to identify the greviances of their subordinates they mite understand n alter their behaviour...
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