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1. Goal-oriented:
Management is a purposeful activity. It co-ordinates the efforts of
employees to achieve
the goals of the organization. The success of management is measured by
the extent to
which the organizational goals are achieved. It is imperative that the
organizational goals
must be well-defined and properly understood by the mangers at various
levels.
2. Economic Resource:
Management is one of the factors of production together with land, labour
and capital. It
is the most critical input in the success of any organized group activity. It
is the force
which assembles and integrates other resources, namely, labour, capital
and materials.
These factors do not by themselves ensure production; they require the
catalyst of
management to produce goods and services required by the society. Thus,
management is
an essential ingredient of an organization.
3. Distinct Process:
Management is a distinct process consisting of such functions as planning,
organizing,
staffing, directing and controlling. These functions are so interwoven that
it is not
4. Integrative Force:
The essence of management is integration of human and other resources
to achieve the
desired objectives. All these resources are made available to those who
manage.
Managers apply knowledge, experience and management principles for
getting the results
from the workers by the use of non-human resources. Managers also seek
to harmonize
the individuals’ goals with the organizational goals for the smooth working
of the
organization.
5. Intangible Force:
Management has been called an unseen force. Its presence is evidenced
by the result of
its efforts-orderliness, informed employees, buoyant spirit and adequate
work output.
Thus, feeling of management is result-oriented. One may not see with the
naked eyes the
functioning of management but its results are apparently known. People
often remark of
the effectiveness of management on the basis of the end results, although
they can’t
observe it during operation.
6. Results through Others:
The managers cannot do everything themselves. They must have the
necessary ability
and skills to get work accomplished through the efforts of others. They
must motivate the
subordinates for the accomplishment of the tasks assigned to them.
8. System of Authority:
Management as a team of managers represents a system of authority, a
hierarchy of
command and control. Managers at different levels possess varying
degrees of authority.
Generally, as we move down in the managerial hierarchy, the degree of
authority gets
gradually reduced. Authority enables the managers to perform their
functions effectively.
9. Multi-disciplinary Subject:
Management has grown as a field of study taking the help of so many
other disciplines
such as Engineering, Anthropology, Sociology and Psychology. Much of the
management literature is the result of association of these disciplines. For
instance,
productivity orientation drew its inspiration from Industrial Engineering
and human
relations orientation from Psychology. Similarly, Sociology and Operations
Research
have also contributed to the development of management science.
relaxed
need for affection
b. Mesomorphic Body Type:
hard, muscular body
overly mature appearance
rectangular shaped
thick skin
upright posture
adventurous
desire for power and dominance
courageous
indifference to what others think or want
assertive, bold
zest for physical activity
competitive
love of risk and chance
C. Ectomorphic Body Type:
thin
flat chest
delicate build
young appearance
tall
lightly muscled
stoop-shouldered
large brain
self-conscious
preference for privacy
introverted
inhibited
socially anxious
artistic
mentally intense
emotionally restrained
But body types have been criticized for very weak empirical methodology
and are not
generally used in psychology. The use of somatotyping is used more often
in alternative
therapies and Eastern psychology and spirituality.
1. Selective Perception:
Any characteristic that makes a person, object, or event stand out will
increase the
probability that it will be perceived. It is impossible for an individual to
internalize and
assimilate everything that is seen .Only certain stimuli can be taken in
selectively.
Selectivity works as a shortcut in judging other people by allowing us to
“speed-read”
others, but, not without the risk of drawing an inaccurate picture. The
tendency to see
what we want to see can make us draw unwarranted conclusions from an
ambiguous
situation.
2. Halo Effect:
The halo effect occurs when we draw a general impression on the basis of
a single
characteristic. For example, while appraising the lecturer, students may
give prominence
to a single trait, such as, enthusiasm and allow their entire evaluation to
be tainted by how
they judge the instructor on that one trait which stood out prominently in
their estimation
of that person. Research suggests that it is likely to be most extreme
when the traits to be
perceived are ambiguous in behavioral terms, when the traits have moral
overtones, and
when the perceiver is judging traits with which he or she has had limited
experience.
3. Contrast Effects:
Individuals do not evaluate a person in isolation. Their reaction to one
person is
4. Projection:
This tendency to attribute one’s own characteristics to other people, which
is called
projection, can distort perceptions made about others. When managers
engage in
projection, they compromise their ability to respond to individual
differences. They tend
to see people as more homogeneous than they really are.
5. Stereotyping:
Stereotyping–judging someone on the basis of our perception of the group
to which he or
she belongs. Generalization is not without advantages. It is a means of
simplifying a
complex world, and it permits us to maintain consistency. The problem, of
course, is
when we inaccurately stereotype. In organizations, we frequently hear
comments that
represent stereotypes based on gender, age, race, ethnicity, and even
weight. From a
perceptual standpoint, if people expect to see these stereotypes, that is
what they will
perceive, whether or not they are accurate.
6. First-impression error:
Individuals place a good deal of importance on first impressions. First
impressions are
lasting impressions. We tend to remember what we perceive first about a
person, and
sometimes we are quite reluctant to change our initial impressions. First-
impression error
means the tendency to form lasting opinions about an individual based on
initial
complex. The person advances to the next level of needs only after the
lower level need is
at least minimally satisfied. The further they progress up the hierarchy,
the more
individuality, humanness and psychological health a person will show.
The five needs given by Maslow are as follows:
1. Physiological: Includes hunger, thirst, shelter, sex, and other
bodily needs.
2. Safety: Includes security and protection from physical and
emotional harm.
3. Social: Includes affection, belongingness, acceptance, and
friendship.
4. Esteem: Includes internal esteem factors, such as, self-respect,
autonomy, and
achievement; and external esteem factors, such as, status,
recognition, and
attention.
5. Self-actualization: The drive to become what one is capable of
becoming;
includes growth, achieving one’s potential, and self-fulfillment.
The HR policy of “iMagine” company takes care of the following needs:
1. The first point takes care of the esteem needs. Offering cash rewards to
employees satisfies their self respect. They get external esteem factors
such as
status, recognition, and attention from others. The get to enjoy general
esteem
from others.
2. The second point takes care of the social and self-actualization needs.
When the
employee refers to others, his need of affection, belongingness,
acceptance, and
friendship are satisfied. In this way, his social needs are satisfied. When
the
employee is referring to others, his self-actualization needs are also
satisfied.
3. The third point takes care of the safety and social needs. The
employee’s
emotional needs are taken care of when they are praised for their good
performance. Their self-respect is also satisfied. They get status,
recognition, and
attention. Their esteem needs are also satisfied.