Modern Managers Certain Skills Leadership †Myassignmenthelp.Com

Question: Why Is An Understanding Of Paradox Important To Modern Managers? Answer: Introducation Modern mangers must be a leader first then be a manger in the organization. The modern managers should have certain skills of leadership which will take them and the organization to the height of efficiency and help the organization to run effectively. The leaders or the managers of the organization should have the quality to sense that what is happening in their environment. Managers are the directors of the organization who guide and direct others to achieve the organizational goals. The companies in the recent economic era are facing significant discontinuous changes with the changes in the market structure and consumer dealings. The leaders in this atmosphere need to be more flexible to meet the continuous changes in the market structure. Paradoxes are clear inconsistencies that in the beginning it seems to conflicting but looking into it closely and deeply they turn out to be simple and non-conflicting. Leaders should be open to overseeing many-sided quality, they comprehend that their destinations offer ascent to contending partner needs, as well as that they should accomplish their goals through the compelling administration of the pressures emerging from these necessities. Leaders can take a gander at circumstances from various focal points, distinctive perspectives and to comprehend their interdependencies. Complex issues must be comprehended and overseen through complex structures. Viable leaders comprehend associations as mind boggling versatile frameworks (Johnson, 2014). The Competing Values Framework rose up out of a progression of exact investigations on the idea of hierarchical adequacy. These endeavors were an endeavor to comprehend viability criteria. The study has found two measurements of adequacy. The primary measurement is identified with authoritative concentration, from an interior accentuation on individuals in the association to an outside concentration of the association itself. The second measurement speaks to the difference amongst soundness and control and adaptability and change. The Competing Values Framework got its name on the grounds that the criteria inside the four models appear at first to convey clashing messages. We need our associations to be versatile and adaptable, yet we additionally need them to be steady and controlled. The system has four quadrants: Inward Process Model: in view of progression, accentuation on estimation, documentation and data administration. These procedures bring solidness and control. Progressive systems appear to work best when the undertaking to be done is surely knew and when time is not an imperative factor. Open Systems Model: in view of a natural framework, accentuation on flexibility, preparation, development, asset securing and outside help. These procedures bring development and innovativeness. Individuals are not controlled but rather propelled. Reasonable Goal Model: in light of benefit, accentuation on balanced activity. It accept that arranging and objective setting comes about into profitability and effectiveness. Assignments are cleared up; goals are set and move is made. Human Relations Model: in view of union and resolve with accentuation on human asset and preparing. Individuals are seen not as secluded people, but rather as collaborating individuals from a typical social framework with a typical stake in what happens. While the models appear to be four completely alternate points of view or areas, they can be seen as firmly related and entwined. They are four sub domains of a bigger develop: authoritative and administrative adequacy. Thus with the help of CVF the leaders are able to handle the paradoxes. The leaders can bring changes to the issues with new transformations. I am the Legal manager of the XYZ Company dealing with insurance business. I look after the legal claims arising from the motor vehicles accident in the XYZ Company. I got an assignment to mitigate the loss of the company by bringing strong policy framework and reduce the number of claims. I have am talking about the doing an policy development of the company through inter-departmental cooperation. The task has been assigned to me i.e. the legal department and to my fellow colleague who is the Area Manager of Risk And Loss Mitigating Unit. We shall be responsible to complete the assignment and implement the policy framework within the company. I made an idea which if successfully implemented within the company will be best suited. The legal team and the RLM team both will frame certain policies which will make a check point for both the team performance that is to say that the legal team will frame policies that will have a check on the team performance of RLM and RLM team will frame policies to check the performance of the Legal Team. In this way, the objective of framing the policies will be served and help the company to mitigate more losses and give the company a good economic growth. The assignment will be performed by me and my fellow college in the department of Risk and Loss Mitigation Unit. Before starting the assignment we need to discuss the areas we should share regarding completion of the assignment. Therefore, we have a discussion with each other regarding the possibilities in completing the assignment successfully and areas in which we should work. The RLM unit is being specialized in investigating into the legal claims and gives report to the Legal unit to track the court proceedings associated with the claims. Therefore, I have an idea that the RLM should put more emphasis on the investigation and bringing out facts. There is a lack with the RLM unit to provide appropriate and completed report within the stipulated deadlines and the unit does not adhere to the regular deadlines at all. This led to the conflict with my colleague that the unit works harder and it should be the legal unit who should support them to investigate into the claims. The barrie r between us that obstruct both of us to resolve the conflict is our position in the company. I am the Zonal legal manger of the company and he being the National Head of the RLM Unit of the company working in two different verticals as well as two different levels of the organization. My ideas of tracking the investigation process and finding the loopholes in the investigation process hurts the professional ego of my fellow colleague and gave rise to the conflict between me and him. Moreover, the work pressure in our job roles is very high which is becoming an obstruction in resolving the conflict between us. We are not getting enough time to resolve the conflict in our ideas and go through the assignment. The only thing that I cannot understand throughout the conflict that if an department of the same organization comes up to help in developing other vertical of the organization what is the problem in it? The other vertical should have come forward and coordinate to achieve the goals set forth by the organization. After all we are all working towards the same goal that the organization has set forth. My fellow colleague should be more outward towards this small conflictions and clashes of interest and should think about the broader goals of the organization. My fellow colleague is egoistic and does not believe in the realistic and practical approaches to reach the goal. Coordination between the departments enhances the productive capacity of the organization wh ereas confliction creates separation. Therefore, I thought to make an investigation form my side into the claims and will put before the management to showcase the departmental lacking of the RLM in their process of work. Dear Colonel Williams, Meeting with you this morning was a pleasant and will be glad if we meet like this at regular intervals. The discussion which we started in our meeting regarding micronization was a successful and an informative one but one thing I must discuss with you is regarding the due date for implementing such. The due date which you have set for micronization process is very short and there is a possibility of failing the due dates. Moreover, if we ry to implement the process within this short period there might be various loopholes in the process and afterwards may not work properly as per the process. So this is my request to you to extend the due date for the implementation of the process so that enough time for decision making and other process related informations can be adhered and we can stick to our success. Whereas if we run fast to adhere the deadline set by you it may happen that we may miss various important aspects of the process which may lead ro unsuccessful implementation. I will be highly obliged t you if you grant y proposal and extend the due date by a week more so that we are able to check the suitability of the process in our organization. The theories of management are as follows: Scientific management School Classical Organizational Theory School Behavioral School Theory X Theory Y I found that scientific management theory as more effective than any other model of theory. The scientific management theory believes in the rule of the thumb and replaced the outdated theories of management. The scientific management theories advocates systematic training if the workers in an organization and believes it to be the best managerial practice. Moreover, this theory believes in sharing the workload evenly across the workers in the organization and division of labor should be such that each one is doing the task which is suitable for it (Barkema et al., 2015). The theory states that a complex task should be breakdown into various sub tasks so that the performance of the subtask can be optimized effectively and meet the deadlines. Moreover, the theory is interesting as it says to do through a task before attempting it and visualize the completion of the task. The task will be easier if you visualize each and every step of the task that is how it should be done and who shou ld do it. Thus, according to me scientific management theory is the effective way in the managerial functioning. Reference: Barkema, H. G., Chen, X. P., George, G., Luo, Y., Tsui, A. S. (2015). West meets East: New concepts and theories.Academy of Management Journal,58(2), 460-479. Johnson, B. (2014). Reflections: A perspective on paradox and its application to modern management.The Journal of Applied Behavioral Science,50(2), 206-212.