Responsibility of Planning and Directing Groups of Teams Essay

A Manager is the individual responsible for planning and directing the work of a group of persons, supervising their work, and taking disciplinary action when necessary. For many people, this is their first measure into a direction calling.



The first constituent of pull offing isA planning. A director must find what the organisations ends are and how to accomplish those ends. Much of this information will come straight from the vision and mission statement for the company. Puting aims for the end and following up on the executing of the program are two critical constituents of the planning map. For illustration, a director of a new local eating house will necessitate to hold a selling program, a hiring program and a gross revenues program.

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Directors are responsible for organisation of the company and this includes forming people and resources. Knowing how many employees are needed for peculiar displacements can be critical to the success of a company. If those employees do non hold the necessary resources to finish their occupations, organisation has non occurred. Without an organized workplace, employees will see a director as unprepared and may lose regard for that peculiar director ‘s supervisory techniques.


Pull offing and taking are non the same activity. A director manages employees ; this individual makes certain that undertakings are completed on clip and policies are followed. Employees typically follow directors because he or she is the supervisor and in-charge of employees. Employees see a leader as person thatA motivatesA them and steer them to assist run into the house ‘s ends. In an ideal state of affairs, the director besides serves as the leader. Directors who want to take efficaciously need to detect what motivates their employees and animate them to make the company objectives.


The commanding map involves supervising the house ‘s public presentation to do certain ends are being met. Directors need to pay attending to costs versus public presentation of the organisation. For illustration, if the company has a end of increasing gross revenues by 5 % over the following two months, the director may look into the advancement toward the end at the terminal of month one. An effectual director will portion this information with his or her employees. This builds trust and a feeling of engagement for the employees.

Bing a director involves many different undertakings. Planning, forming, taking and commanding are four of the chief maps that must be considered in any direction place. Management is a equilibrating act of many different constituents and a good director will be able to keep the balance and maintain employees motivated.

The most importabt map of a director is,


This measure involves mapping out precisely how to accomplish a peculiar end. Say, for illustration, that the organisation ‘s end is to better company gross revenues. The director foremost needs to make up one’s mind which stairss are necessary to carry through that end. These stairss may include increasing advertisement, stock list, and gross revenues staff. These necessary stairss are developed into a program. When the program is in topographic point, the director can follow it to carry through the end of bettering company gross revenues.

Mintzberg Managerial Role

Mintzberg ( 1973 ) groups managerial activities and functions as affecting:

Managerial activities

Associated functions

Interpersonal rolesA – originating from formal authorization and position and back uping the information and determination activities.

Front man



Information processing functions




Decision functions: A doing important determinations


perturbation animal trainer

resource distributor



The wide proposition is that, as a senior director enacts his/her function, these will come together as a gestalt ( incorporate whole ) reflecting the director ‘s competences associated with the functions. In a sense therefore they act as rating standards for measuring the public presentation of a director in his/her function.

Front man.

Social, inspirational, legal and ceremonial responsibilities must be carried out. The director is a symbol and must be on-hand for people/agencies that will merely cover with him/her because of position and authorization.

The leader function

this is at the bosom of the manager-subordinate relationship and managerial power and permeant where subsidiaries are involved even where possibly the relationship is non straight interpersonal. The director

Defines the constructions and environments within which sub-ordinates work and are motivated.

Oversees and inquiries activities to maintain them alert.

Selects, encourages, promotes and subjects.

Attempts to equilibrate subsidiary and organisational demands for efficient operations.


This is the director as an information and communicating Centre. It is critical to construct up favors. Networking accomplishments to determine maintain internal and external contacts for information exchange are indispensable. These contacts give entree to “ databases ” – facts, demands, chances.

As ‘monitor ‘

– the director seeks/receives information from many beginnings to measure the organisation ‘s public presentation, well-being and state of affairs. Monitoring of internal operations, external events, thoughts, tendencies, analysis and force per unit areas is critical. Information to observe alterations, jobs & A ; chances and to build decision-making scenarios can be current/historic, touchable ( difficult ) or soft, documented or non-documented. This function is about edifice and utilizing an intelligence system. The director must put in and keep this information system ; by constructing contacts & A ; developing staff to present “ information ” .

As propagator

– the director brings external positions into his/her organisation and facilitates internal information flows between subsidiaries ( factual or value-based ) .

The penchants of important people are received and assimilated. The director interprets/disseminates information to subordinates e.g. policies, regulations, ordinances. Valuess are besides disseminated via conversations laced with jussive moods and signs/icons about what is regarded as of import or what ‘we believe in ‘ .

There is a quandary of deputation. Merely the director has the informations for many determinations and frequently in the incorrect signifier ( verbal/memory vs. paper ) . Sharing is time-consuming and hard. He/she and staff may be already overloaded. Communication consumes clip. The proverb ‘if you want to acquire things done, ( it is best to make it yourself ‘ comes to mind. Why might this be a driver of managerial behaviour ( reluctance or restraints on the ability to depute ) ?

As spokesmanA ( P.R. capacity )

– the director informs and anterooms others ( external to his/her ain organisational group ) . Cardinal influencers and stakeholders are kept informed of public presentations, plans & A ; policies. For foreigners, the director is an expert in the field in which his/her organisation operates.

A senior director is responsible for his/her organisation ‘s strategy-making system – generating and associating of import determinations. He/she has the authorization, information and capacity for control and integrating over of import determinations.

AsA initiator/changer

– he/she designs and novices much of the controlled alteration in the organisation. Gaps are identified, betterment programmes defined. The director initiates a series of related decisions/activities to accomplish existent betterment. Improvement undertakings may be involved at assorted degrees. The director can

Delegate all design duty selecting and even replace subsidiaries.

Empower subordinates with duty for the design of the betterment programme but e.g. specify the parameters/limits and veto or give the green light on options.

Supervise design straight.

Senior directors may hold many undertakings at assorted development phases ( emergent/dormant/nearly-ready ) working on each sporadically interspersed by waiting periods for information feedback or advancement etc. Projects roll-on and roll-off,

TheA perturbation animal trainer

– is a generalist function i.e. taking charge when the organisation hits an iceberg out of the blue and where there is no clear programmed response. Perturbations may originate from staff, resources, menaces or because others make errors or invention has unexpected effects. The function involves stepping in to quiet affairs, evaluate, re-allocate, support – taking the thorn – purchasing clip. The metaphors here are

If you are up to your rear in alligators it is no usage speaking about run outing the swamp.


Stop the hemorrhage as merely so can you take attention of the long term wellness of the patient. ( non Mintzberg ‘s anecdote )

AsA resource distributor

– the director oversees allotment of all resources ( ? , staff, repute ) . This involves:

scheduling ain clip

programming work

authorising actions

With an oculus to the journal ( scheduling ) the director implicitly sets organisational precedences. Time and entree involve chance costs. What fails to make him/her, fails to acquire support.

The managerial undertaking is to guarantee the basic work system is in topographic point and to programme staff overloads – what to make, by whom, what treating constructions will be used.

Authorizing major determinations before execution is a control over resource allotment. This enables coordinating intercessions e.g. mandate within a policy or budgeting procedure in comparing to ad-hoc intercessions. With limited clip, complex issues and staff proposals that can non be dismissed lightly, the director may make up one’s mind on the suggester instead than proposal.

To assist rating procedures, directors develop theoretical accounts and programs in their caputs ( they construe the relationships and forms in the state of affairs ) . These models/constructions encompass regulations, jussive moods, standards and penchants to measure proposals against. Loose, flexible and inexplicit programs are up-dated with new information.

TheA negotiant

– takes charge over of import negotiating activities with other organisations. The spokesman, front man and resource distributor functions demand this.

Skills Directors demands to accomplish their Aims

Conceptual Skills: A Ability to utilize information to work out concern jobs, designation of chances for invention, acknowledging job countries and implementing solutions, choosing critical information from multitudes of informations, understanding the concern utilizations of engineering, understanding the organisation ‘s concern theoretical account.

Communication Skills: A Ability to transform thoughts into words and actions, credibleness among co-workers, equals, and subsidiaries, listening and inquiring inquiries, presentation accomplishments and spoken format, presentation accomplishments ; written and in writing formats

Effectiveness Skills: A Lending to corporate mission/departmental aims, client focal point, multitasking ; working at multiple undertakings at analogue, negociating accomplishments, undertaking direction, reexamining operations and implementing betterments, puting and maintainingA performanceA criterions internally and externally, puting precedences for attending and activity, clip direction.

Interpersonal Skills: A Coaching and mentoring accomplishments, diverseness accomplishments ; working with diverse people and civilization, A networkingA within the organisation, networking outside the organisation, working in squads ; cooperation and committedness.

Functions of Management


It is the foundation country of direction. It is the base upon which the all the countries of direction should be built. Planing requires disposal to measure ; where the company is soon set, and where it would be in the upcoming. From there an appropriate class of action is determined and implemented to achieve the company ‘s ends and objectivesA

Planning is ageless class of action. There may be sudden schemes where companies have to face. Sometimes they are unmanageable. You can state that they are external factors that invariably affect a company both optimistically and pessimistically. Depending on the conditions, a company may hold to change its class of action in carry throughing certain ends. This sort of readying, agreement is known as strategic planning. In strategic planning, direction analyzes inside and outside factors that may impact the company and so aims and ends. Here they should hold a survey of strengths and failings, chances and menaces. For direction to make this expeditiously, it has to be really practical and ample.


The 2nd map of the direction is acquiring prepared, acquiring organized. Management must form all its resources good before in manus to set into pattern the class of action to make up one’s mind that has been planned in the base map. Through this procedure, direction will now find the inside directorial constellation ; set up and keep relationships, and besides assign needed resources.

While finding the inside directorial constellation, direction ought to look at the different divisions or sections. They besides see to the harmonisation of staff, and seek to happen out the best manner to manage the of import undertakings and outgo of information within the company. Management determines the division of work harmonizing to its demand. It besides has to make up one’s mind for suited sections to manus over authorization and duties.


Directing is the 3rd map of the direction. Working under this map helps the direction to command and oversee the actions of the staff. This helps them to help the staff in accomplishing the company ‘s ends and besides carry throughing their personal or calling ends which can be powered by motive, communicating, section kineticss, and section leading.

Employees those which are extremely provoked by and large surpass in their occupation public presentation and besides play of import function in accomplishing the company ‘s end. And here lies the ground why directors focus on actuating their employees. They come about with award and inducement plans based on occupation public presentation and geared in the way of the employees demands.

It is really of import to keep a productive working environment, constructing positive interpersonal relationships, and job resolution. And this can be done merely with Effective communicating. Understanding the communicating procedure and working on country that demand betterment, aid directors to go more effectual communicators. The finest technique of happening the countries that requires betterment is to inquire themselves and others at regular intervals, how good they are making. This leads to break relationship and helps the directors for better directing programs.


Control, the last of four maps of direction, includes set uping public presentation criterions which are of class based on the company ‘s aims. It besides involves measuring and coverage of existent occupation public presentation. When these points are studied by the direction so it is necessary to compare both the things. This survey on comparing of both decides further disciplinary and preventative actions.A

In an attempt of work outing public presentation jobs, direction should higher criterions. They should squarely talk to the employee or section holding job. On the contrary, if there are unequal resources or forbid other external factors criterions from being attained, direction had to take down their criterions as per demand. The commanding procedures as in comparing with other three, is ageless procedure or say uninterrupted procedure. With this direction can do out any likely jobs. It helps them in taking necessary preventative steps against the effects. Management can besides acknowledge any farther development jobs that need disciplinary actions.

Effective and efficient direction leads to success, the success where it attains the aims and ends of the organisations. Of class for accomplishing the ultimate end and purpose direction demand to work creatively in job resolution in all the four maps. Management non merely has to see the demands of carry throughing the ends but besides has to look in to the procedure that their manner is executable for the company

A gross revenues representative in charge of district is NOT considered as the director because he does non hold the experience to pull off people, he/she is at that place to do gross revenues for the company.

Management Theories

Taylor and Lillian Gilbreth ‘s gesture Theory

Classical Organizational Theory School consisting the plants of Henri Fayol ‘s positions on disposal

Max Weber ‘s idealised bureaucratism

Systems Approach,

Situational or Contingency theory,

Chaos theory and Team Building

Dimensions of Organizational Culture

Features of Advanced Culture

Celebrate failure: No one truly celebrates failure. But they do observe the efforts at successful invention. They do non see an thought that does non stop up as a bestiring success as “ calling stoping ” . And they ever seek to larn from these chases. They encourage employees to present new thoughts and to ever look at what they are making with an oculus towards making it better.

Supportive ambiance: Innovative organisations provide an unfastened environment with the freedom to kick around and research thoughts – even apparently brainsick 1s. These offices frequently have white boards, flipcharts, markers, conference tabular arraies everyplace to promote on-the-scene creativeness. Meetings are normally non deadening and sometimes include laughter as brainsick thoughts are discussed and debated.

Open civilization: These organisations encourage people to acquire to cognize each other across the company. After all, it ‘s non merely a selling individual, or a sales representative, or an applied scientist that will convey a great new thought to market. It ‘s a cross-disciplinary squad working together.

Openness with clients: And I do n’t merely intend a one time per twelvemonth satisfaction study. I ‘m speaking about proactively ask foring clients to speak openly approximately company public presentation and supply thoughts and input into developing new merchandises and services. Ask them to take part in merchandise and service design, development, and proving.

Market cognition: In advanced organisations, everyone knows who the organisation ‘s mark markets are, who their clients are ( and their demands ) , and who their rivals are. They know the organisation ‘s merchandises and services and how they compare to those of their rivals. They keep abreast of market tendencies – and the leading squad actively helps them remain up to day of the month.

Clear mission/vision: Employees of advanced organisations truly understand the organisation ‘s mission and vision – and can populate within ( and sometimes force the boundaries of ) them. This is a consequence of a civilization that involves them in strategic thought. New thoughts are “ tried ” against this strategic vision to see whether the new thought moves the organisation closer to that vision.

Set employee outlooks: Innovative organisations expect employees to come up with good thoughts. Often it ‘s really built into the hiring and measuring procedures. These organisations look for ways to place prospective employees who are non merely experienced and technically competent in what they do, but besides demonstrate a flicker of creativeness, a willingness to take hazards, to offer thoughts, and are comfy in an unfastened, originative environment. These are the people who are willing to be the first to outline a papers that others will reexamine, revise, and edit. These are the people who may get down a sentence with “ This may sound brainsick but what if we. ”. Employees are encouraged to assist enroll like-minded people.

Broad-perspective employees: Employees bring their different positions, their different endowments, and different mentalities. They might come from differing backgrounds, different academic subjects, even different industries. They are unfastened to researching and accommodating new thoughts – from about anyplace. They besides do n’t experience constrained by what has been tried before.

Stakeholders of a company








Polycentric is the belief that directors and employees in a foreign operation should be from the host state. The feeling is that people native to the host state will non hold jobs with civilization daze, cognizing the linguistic communication, recognizing and adhering to the local imposts, values, and attitudes, and being effectual instantly alternatively of after a acquisition procedure has taken topographic point. Cardinal places in the foreign operation are filled with host state subjects ( HCNs ) . This saves money associated with recruiting, preparation, and reassigning exiles from other states in which the company besides has operations.

Corporate Social Responsibility

A CSR is about how companies manage the concern processes to bring forth an overall positive impact on society.

Ethical motives

Ethical motives ( besides known as corporate moralss ) is a signifier of applied moralss or professional moralss that examines ethical rules and moral or ethical jobs that arise in a concern environment. It applies to all facets of concern behavior and is relevant to the behavior of persons and concern organisations as a whole. Applied moralss is a field of moralss that trades with ethical inquiries in many Fieldss such as medical, proficient, legal and concern moralss

‘Ethics is determined chiefly by Conscience ‘

Everyone has a scruples – whether or non they have any experience of faith. True faith basically teaches us to obey our scruples. Religion as an emergent characteristic of humanity – when applied right – serves as a model, by which a immature society stabilizes, leting single worlds and family/ community groups to be in freedom. From at that place, each group, and specifically each individual has a pick about whether they develop themselves. There is room for geographic expedition of the statement that worlds may ne’er hold developed socially, to the point where we had ‘ethics ‘, without some signifier of revealed counsel. Most states/countries which are now considered ‘first universe ‘ , and therefore are described as ethically advanced ( or at least ethical in general ) ab initio had a ‘religious ‘ foundation and has taken into consideration their scruples in determination devising.

Religion and Ethical motives in Business Transaction

For Islam, the footing of these Torahs is the Qur’an, and they are amplified in the Hadith. Muslim wealth moralss include turning away of the development of people in demand through imparting them money at involvement ( riba ) and prohibitions against false advertisement ; under Islamic jurisprudence, if a seller sells an point by doing false claims about it, the client has the right to hold the dealing cancelled.

Religion and CSR

In Christianity, the footing of this divinity is the Old Testament and the New Testament. For illustration, In the instructions of the Ten commandments it is written to love your neighbour as yourselves intending dainty to the people around you or people you meet as you would wish to be treated, this has to be referenced and we are all made to believe that we are all equal before our shaper as a Christian with an ageless mentality, finally God is our rewarder and to a fellow people should be left to God to honor

The three efforts to depict the determination devising procedure are deserving noting,

Rational/Classic Model, Administrative Model, Retrospective Model.

8 Stairss in the Decision Making Process

-Identifying Decision Situation

-Allocation of Weights to Criteria

-Developing Aims and Criteria

-Generating Options

-Analyzing Options

-Selecting Options

-Implementing the Decision

-Evaluating and Monitoring Results

Flexible Decision Makers

Flexible determination shapers are satisfiers and multifocused. They collect limited information but are more flexible in taking solutions than decisive determination shapers. If the first solution they decide on falls short, they will choose another solution. As more information becomes available, they are speedy to alter determinations based on the new information. Many little concern proprietors use this manner of determination devising.

Decision doing mistake and Biass

Certitude consequence: the inclination to overrate one ‘s ain abilities

Confirmation prejudice: the inclination to seek for or interpret information in a manner that confirms one ‘s prepossessions.

Selective perceptual experience: the inclination for outlooks to impact perceptual experience.

Result prejudice: the inclination to judge a determination by its eventual result alternatively of based on the quality of the determination at the clip it was made

Hindsight prejudice: sometimes called the “ I-knew-it-all-along ” consequence, the disposition to see past events as being predictable

Choice-supportive prejudice: the inclination to retrieve one ‘s picks as better than they really were.

Concentrating consequence: anticipation bias happening when people place excessively much importance on one facet of an event ; causes mistake in accurately foretelling the public-service corporation of a future result.

Clustering semblance: the inclination to see forms where really none exist

Egoistic prejudice: occurs when people claim more duty for themselves for the consequences of a joint action than an outside perceiver would.

False consensus consequence: the inclination for people to overrate the grade to which others agree with them.

Self-serving prejudice: the inclination to claim more duty for successes than failures.It may besides attest itself as a inclination for people to measure equivocal informationin a manner good to their involvements.

Ambiguity consequence: the turning away of options for which losing information makes the chance seem “ unknown ”

Anchoring: the inclination to trust excessively to a great extent, or “ ground tackle, ” on one trait or piece of information when devising determinations

How a Manager can avoid them

-Ask yourself if you are working on the existent job.

-Look for inexplicit premises or unneeded restraints in the manner that you perceive your job.

-To promote nonsubjective logical thinking, avoid bordering options with value-laden nomenclature ( e.g. , labeling a proposed resource allotment as “ just ” ).

-Try presenting jobs in a impersonal manner that combines additions and losingss, adopts alternative mention points, or promotes objectiveness.

-Look at the job from other positions. For illustration, change by reversal the context. If you are the marketer, how would you see things if you were the purchaser?

-Choose a frame that captures all of what ‘s of import. For illustration, inquire, “ What ‘s the entire cost of ownership? ” non “ What ‘s the monetary value? ”

-Watch out for taking questions-questions or give voicing designed to make a frame intended to arouse a peculiar response.

-Choose a high-ranking position for bordering. For illustration, looking merely at project-by-project hazard may ensue in a portfolio of excessively conservative undertakings.


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