Bloggy Business Today

When a new president is being considered by the board of director of a large company, the following may be observed during the selection process. Read the rest of this entry »

Individuals coming from different walks of life have to make decisions during the course of their daily endeavors.  Anyone from these individuals who has to make decisions cannot escape the tension, the emotional strain involved nor they can “just play it safe” by avoiding decision.  Inability to cope with the basic fact of life has prevented many people short of their real potential.

Every individual must have strength in wagering on their ideas, to courageously take the calculated risk, and be bold in taking the necessary action.  During the course of everyday living, people are encouraged to be highly spirited in order to be transformed and bring happiness in life..

The basic requirement in making a sound decision is a certain amount of courage.  Once the decision is made – let the fiendish person take the hindermost.  Effective leaders cannot bother themselves sick about the possible adverse result of every action they take.  It ever they do, they had to be better off taking orders from somebody else.

Every good executives or managers are very much aware that they have to make decisions, whether the decision is precise or wrong.  So these leaders equip themselves with adequate knowledge to be able to make decision with great expectation that a good percentage will generate positive result.  These leaders cannot afford to pace the floor every night worrying whether some of the decisions they made during the course of fulfilling their tasks might turn-out wrong.  These leaders know they are bound to make some mistake but they have the courage to face and correct their mistakes immediately.

One of the most challenging tasks for an executive is deciding on whether to retain or dismiss a subordinate who failed to meet the performance standard set by the company.

An executive can conduct the following self-evaluation that would determine whether to give the employee another chance or discharge the subordinate immediately.

• Did the concerned subordinate, under went pre-qualification for the assigned job function?
• Was the concerned employee, given the necessary training and orientation as well as clear instruction about his job assignment?
• Did the concerned employee under went performance evaluation wherein his unsatisfactory performance was thoroughly discussed?  Was the employee given considerable time to improve his performance?
• Was there any sign of significant improvement on employee’s performance after discussing performance evaluation?
• Concerning employee’s attendance, has there been sign of improvement?  What action has been done in case employee’s attendance has not improved?
• Is there the possibility of being prejudiced in dealing with the employee because:

-          He is not the “type of person”

-          He has questioned decisions made in some occasions

-          There is another person in mind preferred in having the position.

• Was the employee given enough jurisdictions to handle assignments?  Also, was the employee granted the “free hand” to coordinate with other department when necessary?
• What was the effect of the employee’s below performance in relation to the work of employees from other department?

Terminating an employee can cause upsetting effect not only to the concerned employee but to the family as well.  But keeping the employee can be a disservice to him and the company.

There are a number of cases wherein terminating an employee have positive effect on the person.  The release served as a “wake up call” to immediately look for another job, change working habits and attitude and eventually become successful in the future.

An executive’s energy can be exhausted because of some psychological factors. However, an executive will continue to be productive and can still feel comfortable while performing his tasks when these weakening factors are overcome.

The following are some of the offenders and how they consume an individual’s energy on a day to day basis:

Bitterness – When a person begins to feel bitter, he is often bothered that the feeling is not right and inappropriate. By controlling this feeling an individual can possibly waste an enormous amount of psychic energy.

Intense – A person can feel intense by being hooked in the routine of daily tasks when personal resources from the real concerns are diverted into insignificant ones.

Indistinct – Executives must wrestle almost everyday with the unknown in order to picture the result of their actions. According to psychologist, there are other harmful forms of indistinct behavior:

Personal predicaments – These refers to pressures that comes from the family, at the onset of middle age or thinking about retirement may take a heavy burden on an executive’s working capabilities.

Separation – A lot of executives feel that because of their enormous responsibilities can result to communication gap or separation between themselves and their subordinates.

Decisional Inertia – Usually come in the form of postponing a decision, going over some facts or reviewing decisions already made and are already being implemented.

Dr. Roger W. Birkman, a writer contributor at Houston Business Journal, revealed about the common traits in every successful executive which could lead to an exemplary performance.

The need for Authority. A respectable manager needs authority as a tool in order to accomplish objectives. His management style is consultative or participative, rather than authoritative. He has thorough knowledge about the goals and objectives of the company. He shares authority with co-workers who can help produce favorable and acceptable results.

The need for a Purpose. A good manager looks for challenges and may sometime create the challenges because he feels success and victory when he overcomes them. He has an idea of risk and avoids situations where he cannot make definitive decisions. Because of this, he seldom commits serious mistakes.

The ability to Delegate. The successful manager’s satisfaction and fulfillment comes from getting things done through other people, compared to less successful manager whose satisfaction come from being able to manipulate people and persuade them base on his point of view which could later complicate decisions and unfavorable reflection among people he leads.

The ability to Empathize without getting involved. The studies show that the more successful executive’s good human nature leaves him open to natural emotions when and if they are appropriate, but he copes with these with exception with successful result, whereas the reaction of the less successful executive is to recognize but to detach himself from such emotions in a much difficult manner.