THE CONCEPT OF

MANAGERIALEFFECTIVENESS

1. The Person, Process, Product Approaches – Bridging the gap

2. Managerial Grid

GLOBAL MEASURES OF MANAGERIAL EFFECTIVENESS

Managerial Effectiveness an also be measured through

• Supervisory rankings• Salary• Hierarchical position

Strengths of such a measurement• Period of assessment is long, so it is fairly

stable.• It can be used for test – retest method for

validation.• Close monitoring by supervisor is there.• Peer rankings form a basis of comparison.

In General Electric Company the evaluator evaluates effectiveness based on

• Absence rate• Separation rate• Dispensary visit/Medical leave• Disciplinary actions• Suggestion submitted• Grievance

Weaknesses• It suffers from deficiency• Measures only a small portion of variance caused

by behavior• Variations are dependent on many other factors• These factors are not controllable by managers.• Subjective criteria need to be relied on.

Certain other Industries• Use observations.• Use tests.• Use statistical or correlation measurements.• Personality inventories.• Tests of abilities.Objective Personality and Interest

Inventories• Use questionnaire to test sociability, emotional

stability, and general activity.• Test re-test method used thereafter for

validation.• Matched group experimental design.

Standard Oil Company-New Jersey• Identification of managerial potential at an early stage.• 3 measures of managerial effectiveness.• Position level.• Salary history.• Effectiveness ranking.All the three combined constitute overall success.Leadership Ability Tests• Leader opinion questionnaire.• Leader behavior description questionnaire.• Subordinate behavior description questionnaire.• Leadership and direct impact on conflict resolution also

considered good assessment.• Managerial grid.Multi rater Perceptions- 360-degree feedback.• Between group assessment.• Multi trait – Multi rater matrix

CURRENT INDUSTRIAL AND GOVERNMENT PRACTICES IN THE MANAGEMENT OF MANAGERIAL EFFECTIVENESS

• Sets up procedures to ensure high quality of work (e.g.,

review meetings).

• Arrange for training and executive development

programs

• Involvement in career development program of its

employees.

• Monitor the quality of work through performance

appraisal.

• Verification of information through feedback.

• Checking the accuracy of one’s own and others’ work.

• Developing and using systems to organize and keep

track of information or work progress.

• Carefully preparing for meetings and presentations.

CURRENT INDUSTRIAL AND GOVERNMENT PRACTICES IN THE MANAGEMENT OF MANAGERIAL EFFECTIVENESS

• Organizing information or materials for others.

• Carefully reviewing and checking the accuracy of

information in work reports(e.g., production,

sales, financial performance) provided by

management, management information systems,

or other individuals and groups.

Developing Initiative• Drive : High motivation for work and also

encourage others to work towards a common goal.• Energy : Enthusiastic in work place.• Self-starter : Does jobs proactively and seizes the

opportunities.

Encouraging self management approach• Team player : Works in a team, supports and

encourages team members.• Leader : Defines goals and standards of

performance, delegates and allocates work according to abilities.

• Developssubordinates : Identifies, train and involves people in all activities.

• Disciplined : Maintains decorum of the workplace, has respect for seniors and juniors.

Facilitating appropriate Communication• Articulate : Can communicate (verbal & written) in

a fashion, which is understood and appreciated by people.

• Persuasive : Sticks to a problem until it is resolved.• Supportive : Supports subordinates in their work.• Confident : Has confidence in his values and action.

The skills and competencies of their managers would help them perform better in certain core areas like:

• Ability to plan : Formulate, plans and business goals.

• Organize : Divide jobs into logical entities.• Execute : Works according to plans.• Meet Deadlines : Follow a strict schedule and

completes a job.

MANAGERIAL EFFECTIVENESS DEVELOPED THROUGH ORGANIZATIONAL INTERVENTIONS

1. Organizational development (OD)2. OD Values

• Respect for employees• Trust and support• Power equalization• Confrontation• Participation

3. OD Interventions Techniques:i) Sensitivity Trainingii) Survey Feedback

Process Consultation Team Building Inter-group Development:

ADOPTION OF SKILLS BY MANAGERS FOR EFFECTIVE MANAGEMENT OF CORPORATE

1. Problem solving2. Analytical thinking3. Forward thinking4. Conceptual thinking5. Strategic thinking6. Technical expertise7. Entrepreneurial orientation8. Fostering innovation9. Results Orientation10.Decisiveness11.Self Confidence12.Stress Management13.Personality Credibility14.Flexibility