“Researchers at Harvard Business School found that the most important managerial behaviors involve two fundamental things: enabling people to move forward in their work and treating them decently as human beings.” What do you think of these two managerial behaviors? What are the implications for someone, like yourself, who is studying management?

In today’s world of complex and swift internationalization of business, most companies are going global. Unless they are effectively managed, they cannot survive in the rapid-changing international business environment. That is why authority was born. Terry and Franklin stated, “Management is a distinct process consisting of activities planning, organizing, actuating and controlling, performed to determine and accomplish stated objectives with the use of personal beings and alternative resources”. consequently that “enabling nation to move forward in their task and treating them decently as mortal beings” are two relevant and basic jobs of administrator to promote productivity and industry efficiency. To clarify why the above two jobs are basic and great for a administrator. First, we commitment to find out we all have the same amount of generation, consequently we always manufacture decisions about how to use that point series wisely on activities that we consider significant and do not want to waste time. consequently when in the role of a administrator, the administrator plans, organizes, directs, and controls resources such as generation or workload to achieve what has been planned, the tasks The mission and objective of the system are extremely relevant. In the book Key Management Ideas: Thinkers that Changed the Management World, Stuart Crainer argues that administration is an reaction, not a concept. It is about changing behavior and making things and phenomena happen naturally. It's about developing crowd, engaged with them, helping community move forward at work. All the research on how producer spend their point shows that they are creatures of motion, immersed in the creation of things and phenomena. As F. W. Taylor stated, “Management is an art of knowing what is to be done and seeing that it is done in the perfect possible manner”, consequently the personal circumstance is always the core component. Indeed, according to the Watson Wyatt 2008/2009 Work USA Report, there is a 26% increase in clerk productivity when they have a satisfying relationship with their official. On the alternative hand, selecting the right people for the organization is more difficult than ever, so the human factor is becoming more and more important. In the human element that affects employees the most, two factors stand out above the rest: they are developed and they are treated with respect and kindness. Because in fact, the nature of employees when going to work for an organization is also an exchange activity. They exchange their talents, their time with what the organization has to offer. To maintain this exchange beneficial for both parties, managers must give each individual the opportunity to develop in the organization. In Maslow's hierarchy of needs, self-actualization is a need that exists in every individual. Although Maslow's hierarchy of needs is not very practical because he only draws this theory from previous psychological studies he has studied, and the order of the stages depends on each person. The scale may be different, but this need is always present in each of us even though the order of each of us is unique. As one of the basic management principles, more than anyone else, managers know that it is an indispensable factor to satisfy employees' needs in the working process. In chapter two of The Best Damn Manager Book Ever, Warren Greshes used the title "People work for their own reasons, not your" indeed, the trade will continue as long as both parties are satisfied. mutual needs. The communication between employees and the organization will continue to be good when managers satisfy employees' needs. Based on Herzberg's Two - Factor Theory states that "there are two groups of factors that affect employee motivation in the workplace; are hygiene factors and motivation factors. " these factors do not motivate employees. However, when they are flawed or incomplete, retention factors can make employees very unhappy. From there we draw experience, allowing employees to develop themselves in the organization will put them in a better position, highly motivated attitude to work. Not only satisfying employees' needs based on two - factor theory but also appreciating special points and working ability, thinking creatively, creating equality and fairness, helping employees to promote own talents, always listen to the opinions of the employees, find out how to take advantage of the strengths, overcome the shortcomings of the employees and thereby adjust the environment properly to achieve the big goals than his own. This is one of the effective approaches that can help employees achieve success at work and get more done. Instead of forcing employees to follow the work strictly, which may include tasks they do not like and are not good at, if they are a good manager, they will know how to take advantage and develop positions for employees. based on their ability, thinking and when they have completed their work excellently, they will be rewarded, this will motivate them to work more, make more efforts, this is a much more effective way than punishment or no action from managers when they have done a great job. Lessons learned for yourself who is studying management. To manage others brilliantly, managers must bring that insight into their actions and interactions with employees. Therefore, a manager must be wise, skillfully solve problems scientifically. And the best thing is that the manager knows how to convince and motivate employees so that they work enthusiastically and passionately about the chosen job. A manager's job is not only to provide each employee with an accurate understanding of their strengths and weaknesses, but also to guide his or her employees' self-development, and from there management will rely on to reinforce their self-assurance. When a person is successful, a great manager will not only praise her hard work and tell her that she has succeeded because she has become so good at exploiting her strengths. Only me. The manager knows that this will make her more optimistic and resilient in the face of upcoming challenges and will help her advance in her career. Not only being a good manager does not need to try to change a person's style but also cannot force employees to be their way. They know that their employees will differ in how they think, how they build relationships, how much patience they need, the level of expertise they need, how they need to be prepared to feel, what motivates them. them, what challenges them and what are their goals. Therefore, it is advisable to create incentives, this will make your employees more motivated to work. In addition, a manager's most valuable resource is time, and good managers know that the most effective way to invest their time is to pinpoint each employee's differences and then find out. The best way to incorporate those enduring traits into your master plan. To manage others brilliantly, you must bring that insight into your actions and interactions. Your success as a manager will depend almost entirely on your ability to do this. And thanks to this way of management, you will help your employees develop more and more themselves and more and more successful in their work. Listening is also an integral part, leadership ability comes from understanding others. We cannot connect and motivate employees if we do not know about their thoughts and aspirations. The best way to start is to take the time to really listen to them. This is the leader's first duty. The Cherokee – Native American people – have a wise saying: “Listen to the whispers – so that later you don’t have to listen to the screams”. Effective leaders care about seemingly trivial matters. They also don't forget to listen to their intuition. More importantly, they always pay attention to the “underground messages” – what others do not say. This requires them not only to have effective listening skills but also to have the skills to understand others and to be open-minded when hearing negative feedback or suggestions. Leaders must hear what needs to be heard - not just what they want to hear. That is, managers need to let employees speak for themselves, not according to what the manager personally wants. Employees are only truly motivated to understand and receive our message when they see that we truly listen, understand and respect them. On the contrary, if they sense that we are not really listening, they will gradually lose trust and the leader-employee relationship will deteriorate further. For a leader, there is nothing worse than losing faith in his employees because employee trust is the key to a manager's success. It's impossible that we work together without trust, which would make our work very difficult to complete. And more seriously, an grouping whose leadership does not win the trust of its laborer will always face waves of protest from their own member because of dissatisfaction with their superiors. And vice versa, when member have absolute trust in the management, loyalty and pride will spawn a strong motivation to help them successfully complete the assigned tasks, help the company go up and develop more and more. Not alone is there confidence in laborer, but active listening is equally effective. It helps us reconnect with the reason most of us joined the conversation in the early place: being heard and knowing we were heard. Active listening is listening attentively, with focus, and it manufacture us much better. First, you receive information more accurately owing to the fact that you maintain a tight focus. Furthermore, more investment in responding engages us at the moment and conveys a powerful message, than passive, unresponsive listening that makes us more likely to forget the information important. Therefore, when we actively listen, it will create a connection, make people think and open up more discussions, creating equality among laborer, they will be free to say their own thoughts, limit demarcation between management and laborer. Open-ended questions (such as why? How? When? ) elicit more than simple “yes” or “no” answers and thereby stimulate dialogue. Empathy is the source of cooperation. And acknowledging each other's feelings and making an effort to understand will facilitate quick resolution of conflicts. Understanding each other's concerns and commitment to each other's advance builds confidence. By doing this, you are positively influencing the direction, dynamics, and depth of the conversation. Indeed, when the official recognize how to listen, it will have a great influence, it will promote the atmosphere of your conversation to feel more comfortable and more willing to service each alternative. As a responsive administrator, you'll have more open, honest, and meaningful communications. discover a bond between managers and their employees. It is difficult to give the exact meaning to the term “Management”. The concept of administration is as old as humanity itself. administration is not alone an essential element of organized society but also an integral part of life. Creating a authority environment conducive to the joint efforts of family engaged in an grouping to accomplish planned intention requires the intelligent application of administration knowledge to a plethora of practical problems various consequently that we can have the outstanding results in a given situation or reality. From there, it use to compose the industry more smooth, and advance to a new level.