to all business managers..i need your help..please answer the following questions bellow..thank you!!?

Question

how many people have you supervised in the past? --have you personally hired, trained and coached staff? --how do you handle difficult employees? --have you ever fired someone due to erratic behavior? if so, explain what process or steps you used to conduct the dismissal? --describe your management philosopy.. ---how do you motivate your staff to produce optimal performance? --what makes you unique as a leader? --have you been involved in renegotiating contracts with small to large vendors?how successful were you? --what type of programs have you introduced to streamline internal operations? (please answer my questions..for managers only..i needed this for my school project..please i need your help.. THANK YOU and God bless)

Answer 1

I have experience supervising a staff of 13, including hiring and training.

Difficult employees...try to utilize their strengths and get them into assignments that appeal to them. I imagine my company like a bus full of people. Some people want to drive the bus. Some just want to ride. Some like to sit in the front. Some like the back or the middle. So, if someone's unhappy, they may just need to move (change their role).

Of course, some people just are on the wrong bus and need to get off. I have not fired someone due to erratic behavior, but I have fired 2 folks due to erratic attendance. The importance of documentation of the transgressions, and what you did to try to mitigate the problem, can not be stressed enough.

I agree with the previous answerer who said that money is not truly a motivator. Of course, you do need to pay a fair salary. But people want other intangible benefits as well. My staff performs better when they understand WHY they are given tasks, and WHERE the tasks fit into the big picture. I also allow them the flexibility to choose HOW the task will be accomplished.

In my organization, I am unique as a leader because I never issue a directive without explaining why. I also do not rule from above. I am not afraid to roll up my sleeves and do hands-on work alongside my staff during crunch times.

In my org we are encouraged to use small businesses, so I've never renegotiated a contract to use a large business.

I have implemented QA/QC checklists to increase quality, and written macros to automate common spreadsheets.

Answer 2

Over the years, 1,000's of people have been hired, trained, motivated, unmotivated and shown the exit by me.

It comes down to your basic understanding of how people work.

1. Money is not the motivator in most cases, it's attention and being recognized for their efforts

2. Most people want to be supervised, they like structure and prefer to operate under a set of rules

3. Problem employees will stand out in the crowd and should be dealt with quickly. The longer you let a troublemaker continue to stir up problems the harder it will be to maintain control.

4. You are the leader, LEAD! Never assign someone to a task you wouldn't be afraid to do with them.

Terminations: Carefully document all problems with dates, times and have employee sign off on the documentation. Make sure to tell the employee that if this continues they will be terminated.

If they behavior continues, fire them, as long as you have supporting documentation of their violations you should be safe from lawsuits, unemployment claims etc...

Answer 3

I am the Human Resource Manager for Mathalaza & Sons (PTY)ltd.Although the company is a small one I supervise a maximum of 23 workers.Ibelieve that iam succesfull because i have good relations with the employees.At one time i had this problematic worker who came late to work almost everyday and i had to keep on talking to him about late coming.One day at launch time i invited him to come with me for lunch.I started chatting to the guy on anything since he was my age mate.Then we got into the issue of late coming of which he actually did not want to dwell much on.Since that day he never came late to work and our relationship grew ever since.As I mentioned earlire our company is small and new, so i have never experienced any odd issues.Omn hiring i did it with a panel of other managers and directors throgh interviws and written tests and i was actually marking the scripts.Just like students some candidates failled and others passed.

Answer 4

First of all, you need to be "sure" of yourself. It sounds as though you are second guessing your management skills.

If you have gotten in over your head, you may want to re-think your decision.

Being a manager can be a very stressful job. You will always have some animosity in the ranks, as you can not please everyone all of the time.

My best advise to you..
Enroll in business seminars, read self help books and keep an even keel with the employees.

Good Luck

Answer 5

Consistency. If you're going to be an a$$ h o l e, be one. If you're going to lead from admiration, be that admirable person every hour of every day you are there. People need to know what to expect from you.

Seems like you're in way over your head. If interested please contact me for a consulting arrangement.