Personal requirements of a modern Manager

Hops. Management

In the market period the role of the leader was clear and well-defined. His job was to allocate work, set and maintain standards, follow the discipline. The power of the head is almost beyond doubt and many factors were in his favor. When making decisions the word of the head was decisive. His status was so high that nothing threatened his right to control and direct discipline. In many cases, the head alone was employed and dismissed workers. Work and behavior of employees outside of work controlled by the party officials, the state of the Union.
Fundamental changes in society have led to changes in the activities of the supervisor (Manager). Almost all new trends significantly complicate and alter the activity of the leader in modern, and especially in tomorrow's conditions.
The activities of a modern leader of an organization or enterprise depends on the impact of a number of political, social, economic and psychological factors that form a complex of factors destimulating and stimulating directions.
To destinului factors include: stress, pressure and uncertainty in society and in the individual organizations; the erosion of traditional values; quantitative and qualitative increase in the complexity of problems that need to be addressed along with limited resources for their solution; the edges of the traditional hierarchical relations; inefficiency of schools and methods of control created by the totalitarian system.
Stimulating the creative activity of the chief factors are: a wide field of choice and initiative, increased competition, the possibility of mastering modern management, etc.
Therefore, for effective management the Manager must possess knowledge of modern management and have the ability to guide people.
Knowledge of modern management the Manager needs to assess their own approach to subordinates. Leaders who are unable to study their own managerial approaches are unable to explain them. As a rule, such leaders do not seek to establish feedback not able to motivate their subordinates, are experiencing difficulties when issuing tasks and assignments.
Leaders is not enough understanding employee motivation, management style which is outdated, does not meet the conditions of the organization, hampered by inadequate understanding of the nature of managerial work at the present stage.
Opportunities for leadership appear to have reasonable personal values and a clear personal goals; ability to control oneself; the ability to train and develop subordinates, build effective working groups.
Reasonable personal values and goals. Managers expect daily decision-making based on personal values and principles. If personal values are indistinct, the Manager will lack enough solid grounds for judgments, which in this case may be perceived by others as unfounded. The modern concept of successful management is focused on such values as efficiency, realizing the potential of employees and the growing commitment to innovation. Managers who have fuzzy basic principles or deviate from them based on the values of yesterday, unable to exercise effective leadership.
The Manager affects the course of their business and personal life, choosing one or another alternative. However, he may not be able to define your own objectives or maybe striving for the unattainable or undesirable purposes that are inconsistent with the overall goals of the organization. This Manager, usually not easy to achieve success and are able to objectively evaluate the success of others.
The ability to control (manage) yourself and others. The work of the Manager is heavy, filled with excitement and often stress. Each Manager should be able to control yourself, appreciating yourself as a unique resource, so as to maintain its performance. There are managers who risk your health, do not know how to properly "discharged", not fully utilizing their time, energy and skills, unable to overcome stress. Some managers are insufficiently dynamic, avoid critical situations, do not reveal their potential, their business life becomes routine.
For the effective management of people and resources required to acquire such leadership skills that depend on abilities of the Manager to it. The Manager is not able to achieve practical results from their subordinates, has no leadership ability. The team led by this Manager, used ineffective methods of work. People feel dissatisfied and work below their capabilities. There are few who acknowledges the contribution of the head, and the morale of the group is quite low.
The Manager must think creatively to solve problems, to have the ability to innovate. Manager at a relatively low level of ingenuity rarely puts forward new ideas, unable to force others to be creators and to use new approaches to work. Such managers are often unfamiliar with methods of enhancing the ingenuity, or deride them as unserious and superficial. Great ingenuity requires a willingness to deal with obstacles and setbacks. Head, not willing to experiment, take risks, or use creative approach to work, despite the difficulties, are not able to develop initiative in subordinates.
The Manager must also be able to influence not only subordinates, but also to those he is not directly subordinate to have the necessary support and participation by the latter in the solution of problems of self-organization. The Manager needs to be persistent, to be able to interact with the environment and to influence it.
Ability to train and develop subordinates. Almost every Manager is concurrently serving as a mentor, educator, teacher, to bring employees to the required standards and to assist them in self-development.
People work more readily, more violent and much better when they have constant contact with the head, and his assessments and recommendations are informal.
The ability to form and develop effective working groups. To achieve the desired results, the Manager must team with other members of the team, using their skills, knowledge and experience. If the head fails to turn the group into a qualified and effective team, their work usually does not give the expected result. The Manager must be able to create a positive climate and effective working mechanisms for the effective operation of the team.
In the relationship "Manager — subordinate" authority and respect to the head based on the assessment by subordinates of their Business qualities. If the leader knows his business, takes a deeply thoughtful and informed decisions, fair in the evaluation of subordinates and their work, forming a positive social-psychological climate and the normal system of relations in the team.
In the workforce, where an atmosphere of goodwill, openness, the main part of the work satisfied with the work. Where there are no such people much less. It should be remembered that the consequences of the business relationship in the team go far beyond the production activities. It is difficult to talk about humanity, democracy, social justice, if the person is daily confronted with violations of them in his career. Conversely, it is possible to be firmly convinced of their existence, if daily practice convinces people of their availability and organic relationship with the livelihoods of the workforce.
In the process of managing people the Manager must be able to identify and resolve contradictions. Any leader who tries to avoid conflict or conceal them, sooner or later comes to a standstill. A healthy organization perceives the contradiction with the understanding and uses them for its improvement. The modern Manager must be a skilled organizer the work of the group. The authority of the head now is not based on the traditional status of the chief, and above all to himself, as a human being with all her qualities. It increases when the leader is competent in the work of their subordinates. However, the head should not need to interfere in the work of subordinates, as in this case may be unjustified dependence of the workers from his boss.
By its nature, the work of the Manager is to control the actions of people with the aim of obtaining a specific result. Work on people management implies that the Manager knows himself, his abilities and capabilities. He should know his subordinates, their interests at work and in life in General. The better the Manager knows his subordinates, the greater the opportunity for success. The work of the Manager is that he influences others individually or in a group. Now becoming increasingly prevalent form of group management, which involves the willingness and ability of the head to act as a member of the group. Group management is more complex than control by the individual. Therefore, the modern Manager needs to develop first of all as team leader.
Consider the basic socio-psychological traits of an effective leader. Numerous studies of this problem have identified basic psychological personality traits of a capable leader. Among the features that have a clearly defined socio-psychological character of public importance put forward the position of social activity. It encompasses the necessary components of the personality of the Manager as the responsibility for assigned work, the ability to combine their personal interests with the interests of the collective, vigor and performance.
An important feature of management is the sociability of the individual. For Manager this feature is very useful. The ability to communicate with people quickly and stress-free to get in touch with any person, the ability to influence people, public speaking, etc. — an essential quality of every leader. This trait is synthetic in its origin — it depends on the talent of the person, of the life path and from your own efforts. The latter suggests that the mostly friendly nature of personality may increase as a result of extensive practice abilities to communicate.
An important quality of a Manager is a property of self-reflection, that is, the need and skills of self-knowledge is a property that directly relates to relationships with subordinates.
Together with the above researchers psychology organizational activities include the structure of the individual leader still capable of qualities such as practical and psychological intelligence, psychological tact, leadership style. Under quasi-psychological mind realize ability to find a practical application for each person depending on their individual psychological characteristics. Psychological tact is manifested in the ability to establish the extent, modalities and choose the appropriate forms of contacts with subordinates. The style of management concentrates in itself all qualities of leadership — both business and moral, psychological and social.