In this session it is proposed to take up the aspects of managing people with regard to social skills and expertise necessary in order to take optimum use of people skills. There are several aspects of man management and they relate to the following:
- Motivation
- Achievement
- Recognition
- Responsibility
- Advancement
Motivation is the quality by which people are enthused to work through their own volition and not due to external pressures, or threats “The positive motivators identified by Herzberg are: achievement, recognition, the work itself, responsibility, and advancement.” (Blair). The art of motivation is to voluntarily create situations which make people happy and satisfied to work, not by using carrot-or stick methods but by positive man management. The primary motivators are training sessions, rewards, incentives and good pay scales and working environment. But these by itself do not guarantee motivation- it has to come from within the employee in order to be sustainable and long lasting. Enforced discipline creates negative emotions that could be harmful to the organisation in the long run.
The next aspect that needs to be reviewed is achievement. Winning a contract against stiff competition, reaching sales targets and performances, etc., all constitute small or big achievements, depending upon the magnitude and importance placed on it. It is thus seen that the aspect of achievement involves making efforts to develop “a winning formula of recruiting down to earth people, with high skill levels, combined with advanced helpdesk software for accurate call-logging and reporting, as well as considerable experience and knowledge of the customer’s requirements.”
(Audio Visual Machines (AVM) Wins BP Support Contract 2008).The next aspect with regard to managing people would be in terms of recognition efforts and hard work on the part of the employees, which is seen as recognising efforts though accolades, rewards or other suitable methods. Recognition is a prime motivator that “also serves to stimulate the group.” (Introduction).
In managing people, the aspect of responsibility on both sides is important factors. The staff is responsible and accountable for the work done by them and the management, on the other hand, is also accountable to higher up for performance. It is seen that in the corporate hierarchy, authority flows downwards, whereas responsibility and accountability flows upwards. It is seen that in the health care public sector segments,” The role and responsibility of the health sector are vital in underpinning the growth and development of society as a whole.” (Terms of Employment and Working Conditions in Health Sector Reforms: Introduction 1998).
The final aspect regarding managing people is with regard to scope for individual advancements. Human beings cannot remain in one place for long and need to move along with the times, changing environmental and social demands. Just as it is necessary for human growth, it is also necessary that his career prospects need to advance over time and experience. In the context of managing people, scope for advancement needs to be made in order to allow people to lead decent and socially acceptable lives, with comfortable income levels that help him to lead a happy, healthy and hassle free life.
It is also necessary that career development envisages “providing an environment that stimulates you to reach your fullest potential.” (Career Progression 2008). Thus it could be surmised that managing people requires the use of several tools and techniques that could be help both corporate and working individuals realise their objectives and goals.
Bibliography
Audio Visual Machines (AVM) Wins BP Support Contract. (2008). AVM. Web.
BLAIR, Gerald M. The Human Factor: Motivation. Web.
Career Progression. (2008). PPD: No One Gets Medicine Into The System Faster. Web.
Introduction. Web.
Terms of Employment and Working Conditions in Health Sector Reforms: Introduction. (1998). International Labour Organization: Sectoral Activities Programme. Web.