Recall the best supervisor or boss ever worked for and the worst one you ever wo
ID: 1252086 • Letter: R
Question
Recall the best supervisor or boss ever worked for and the worst one you ever worked for . Compare these two people in terms of their management skills and ability to perform the four management functions. You may want to consider the following management skills and functions: Technical Interpersonal Decision Making Planning Organizing Leading Controlling To this discussion post, briefly discuss the comparisons between the two managers. Based on your own experiences with a good boss and a poor one, what do you believe are the key differences between good and poor managers?Recall the best supervisor or boss ever worked for and the worst one you ever worked for . Compare these two people in terms of their management skills and ability to perform the four management functions. You may want to consider the following management skills and functions: Technical Interpersonal Decision Making Planning Organizing Leading Controlling To this discussion post, briefly discuss the comparisons between the two managers. Based on your own experiences with a good boss and a poor one, what do you believe are the key differences between good and poor managers? Recall the best supervisor or boss ever worked for and the worst one you ever worked for . Compare these two people in terms of their management skills and ability to perform the four management functions. You may want to consider the following management skills and functions: Technical Interpersonal Decision Making Planning Organizing Leading Controlling To this discussion post, briefly discuss the comparisons between the two managers. Based on your own experiences with a good boss and a poor one, what do you believe are the key differences between good and poor managers?
Explanation / Answer
The four management functions are: Planning Organizing Leading Controlling My worst boss was Andrew. My best boss was Royce. Andrew was a terrible planner. He held a meeting every morning to discuss the same unimportant issues. No progress ever resulted from these meetings. They simply took time away from employees that could have been spent doing their jobs. Royce was a wonderful planner. He met one-one-one with employees every two months to discuss the specific goals that should be accomplished within the following two months. As a result of Royce's leadership, employees produced valuable results by accomplishing meaningful goals and were not burdened by cumbersome unproductive daily meetings. Andrew was a terrible organizer. He made all employees responsible for all tasks. Some tasks were completed more than once because of miscommunications between employees. Other tasks were never completed at all because each employee thought that another employee was taking care of it. Royce was a wonderful organizer. He delegated a specific type of task to each employee. Each employee was responsible for that type of task. As a result, there were no communication issues. Tasks were completed because responsibility was delegated clearly. Andrew was a terrible leader. He focused on the backlog of tasks that inevitably always existed due to his poor management. He used only negative consequences as incentives. In addition, he was a jerk and everyone hated him. Royce was a wonderful leader. He did a very good job of making sure that each of his employees understood the value that their individual position provided for the goals of the company as a whole. Not only was this motivating and inspirational, it helped develop the judgement of employees. As a result, employees could make the best decisions for the company when individual issues arose where they had to use their own discretion. Andrew was a terribly controlling micromanager. Although Andrew had no experience or training in performing the tasks his employees were responsible for, he pretended to know everything about them. He would often provide step-by-step instructions to employees. And because he didn't know what he was doing, those steps would result in errors. Employees felt pressured to take actions they knew to be wrong because they did not want to undermine Andrew. And once errors were discovered, employees had to take responsibility for them while Andrew denied blame. Royce, however, provided moderate control. Since he had training and experience in almost all of the tasks that his employees performed, he could provide valuable guidance when necessary. While he was always available, he never provided guidance or instruction unless called upon for help. As a result, Royce's employees were able to work independently and grow into valuable assets for the company.
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