Employee recognition in an organization

When we hear of employee recognition, we think of merit, acknowledgment, gratitude, appreciation, and some thanks for the job well-done by an employee. Employee recognition may be in the forms of awards, employee merits, promotions and monetary incentives. However, a simple saying of thanks and round of applause can also become a good form of recognition that may boost the morale of a certain worker. The importance of recognizing your personnel is as important as making them productive and achieving organizational goals. That’s why, a failure to properly recognize your best assets (human resources), may result to a total organizational disaster. Read more

Business management tip: Directing people in an organization

Directing is considered as the most humane function of management. It is also called as the heart of management. This function involves influencing human behavior through motivation, communication, coaching, leadership, discipline, development of interpersonal skills and assistance for the achievement of individual’s personal goals. In this function, managers are transforming into good leaders – that is, they are considering not only the organizational goals but also the personal objectives of their people. Directing tries to align the future of the organization and its people. The philosophy behind this is that, the organization cannot be considered as successful if its members are failing. Read more

Difference between leadership and management (Leaders versus managers)

What is the difference between leadership and management? How do leaders differ from managers? These two subjects and kinds of individuals have always been compared and differentiated over the years. Being a leader and being a manager have similar features and common functions. Both involve people, actions and goals. Both are also significant for individuals, organizations and businesses to live, run and achieve success. But despite of their resemblances they also have important distinctions that separate them from each other. They focus on different specific aspects and they are directed into different purposes. To understand more and brighten up our minds on the different features of leadership and management, let’s reflect on the following table of comparison. Read more

Business management for small businesses

When people think of business, they usually think of profit and money. When people think of management, they usually see a person or group of persons wearing nice coats and ties. All of these are like viewpoints seen on a tip of an iceberg which still had unseen deeper notions under it. Being in business should not only mean being in a quest to financial wealth. Likewise, management doesn’t only mean a process which can be handled by people who have finished college or master’s degree in business management or administration.

For big companies, management is well-funded and well-established. But how about those small entities which obviously don’t have huge money to spend to establish a well-placed management structure? The answer is… they don’t actually need big bucks to have a management system that will effectively and efficiently run their small companies. What small entrepreneurs need is a great participation in their small businesses. This rigorous participation means great investment of time, passion and personal qualities (i.e., intelligence, wisdom, emotional strength, ability to influence and lead people, etcetera). Read more

Management tips: Dealing with employees turnover

What if your employee resigns tomorrow? And another good employee resigns the day after tomorrow? These questions form fears inside the minds of many employers – perhaps these employers include you.  The fear is considerable since a high employee turnover rate insinuates ineffectiveness of a company’s management (particularly human resource management). Moreover, it hurts an employer and his company whenever an employee resigns. It may involve emotional pain on the human side of managers and employers. It may also involve financial and operational pain on the business side of companies and organizations. But many companies, especially large companies that maintain effective “Human Resources” departments, can manage this kind of emotional and business pains.

In small businesses, high employee turnover is very common since these companies usually don’t have HR departments or HR officers who oversees and preserves harmonization between companies and employees. Maintaining HR departments or hiring HR personnel may be costly for small business owners. But what we can do to eradicate a high employee turnover rate in our small firms? Do we really need to invest a lot of money for that? Read more

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