Business and Management
Busines & Management - creation and thriving
Business and Management articles
Definition - business & management
Commitment + Competency = Intellectual Capital
A Comprehensive Exploration of Concepts, Principles, and Practices
The sustainability of corporations is not simple but composed of many different parts that are closely linked to the other spheres of an enterprise which in turn affect it at its core, thus having a profound impact on the daily functioning and planning methods within organizations. Leaders have a high responsibility for defining with vision those strategies regarding sustainability and making sure they do come into existence as well as being in harmony with what the corporation aims for overall on higher levels like top management.
The impact of this executive authority goes beyond the organization to affect global supply chains and industries as well. It is up to these high-ranking managers and top-level executives to take the mantle of promoting corporate responsibility on a wider spectrum. The establishment and putting into operation of corporate sustainability entails very clear priorities that have to be put in place with all due care, starting from prioritization down to implementation and communication throughout the entire corporation so that every stakeholder is brought on board in line with the sustainability objectives.
Managers' ability to carry out these sustainability strategies is critical: for it has an immediate impact on the efficiency and coverage of the sustainability programs.
Level of management
The embedding of sustainability in business strategy is all encompassing: it does not only address the internal management issues but emphasizes a plea for leadership driven by values with the common good placed above individualistic pursuits. This two-fold view implies that organization— as a system entity in its own regard — can also be seen as a steward with respect to societal or environmental concerns. The initiatives of such integration demand eventually a wholistic understanding which additionally acknowledges an interlinked nature between leadership (prioritizing values) and management capabilities, corporate responsibility and their dependence on others at all levels within the organization.
Types of managers
Line manager - is resposible for work activities that directly affect organization's output
Staff manager - is technical expertise to advice and support the efforts of line workers
Functional manager - is responsible for a single area of activity
General manager - is responsible for more complex units that inlcude many functional areas
Administrator - work in public and non-profit organizations
Management process
Management process is planning, organizing, leading and controling the use of resources to accomplish performance goals.
Planning (setting objectives, deciding how to achive them)
Organizing (arranging taskt, people, other resources)
Leading (inspiring people, supporting them to achieve their best)
Controlling (measuring performance, taking actions to ensure desired result)
Robert L. Katz - three categories skills of managers
Technical skills - the ablity to use expertise and/or proficency to perform a task.
exapmples:
- use statistics to analyse data from a market survey
- knowing how to write a business plan
- programming/developing an app.
Human and Interpersonal skills - "Soft" skills refer to the ability to communicate, collaborate, network, lead and contribute to teams, engage with others to get things done. Human skills - work well in cooperation with others.
Emotional intelligence - manager must have!
Conceptual skills (critical-thinking skills) - is the ability to think analitically to detec and solve problems. Conceptual skills gain is particularly important as one moves from up from lower to higher levels of management because the problems faced at higher levels or responsibility are often unstructured, full of complications and interconnections.
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Dictionary of terms
Meanings and Definitions
Business and Management dictionary
Intelectual capital - is the collective brainpower or shared knowledge of a workforce.
Quality of Work Life (QWL) - performance and satisfaction, human experience at work.
Career readiness - is a set of skills, competencies, aspirations, and goals that will advance your career, even in a rapidly changing environment.
Competency - represent your personal talents or job-related capabilities.
Commitment - represents how hard you work to apply your talents and capabilities to important task.
Knowledge worker - is somone whose mind critical asset to employers.
Tech IQ - is the ability to use technology continues to evolve.
Globalization - is the worldwide interdepedence of resourse flows, product markets, and business competition. It is neither good not bad.
Job migration - occurs when firms shift jobs from a home country to foreign ones.
Reshoring - occurs when firms move jobs back home from foreign location.
Ethics - set moral standards of what is good and right in one's behavior.
Corporate governance - is the active oversight of management decision and performance by a company's board of directors.
Diversity - describes worker's differences in term of gender, race, age, ethnicy, religion, sexual orientation, able-bodiedness.
Prejudice - is the display of negative, irrational attitudes toward members of the diverse population. Prejudice can lead to discrimination.
Discrimination - actively denies minority members the full benefits of organizational membership.
The glass ceiling effect - an invisible barrier limiting career advancement of women and miniorities. Social barrier preventing women from being promoted to top jobs in management.
Shamrock organization - operates with a care group of fultime long-term workers supported by others who work on contract and part-time. Three types of workers: permanent full time, temporary part-time, freelance or contract workers.
Free agent economy - people change jobs more often, and many work as independent contractors with a shifting of employers.
Self-management - is the ability to understand oneself, exercise initiative, accept responsibility and learn from experience
Social networking - is the use of dedicated websites and application to connect people having similiar interests.
Organization - is a collection of people working together to achieve a common purpose.
Open System - transform resource inputs from the environment into product outputs.
Productivity - is the quantity and quality of work performance, with resource utilization considered.
Performance effectiveness - an output measure of task or goal accomplishment.
Performance efficiency - an input measure of the resource cost associated with goal accomplishment.
Quality of Work life (QWL) - is an indicator of overall quality of human experience in the work place.
Agendas - develop action priorities that inlcude goals nad plans spanning long and short time frames. Agenda is implemented by networking.
Networking - process of buliding and mainaning positive relationships with people whose help may be needed to implement one's agenda.
Social capital - a capacity to attract support and help from others in order to get things done.
Life-long learning - is continuous learning from daily experiences and opportunities.
A skill - is the ability to translate knowledge into action that results in desired performance.
Self-awareness - is having a real, unbiased understanding of our strenght and weaknesses.
Lifelong learning - is continuos learning from daily experiences.
Learning agility - is a willingness to grow, to learn, and to have insatiable curiosity.
Technical skills - is the ability to use expertise to perform a task with proficiency.
Human skills - interpersonal skill is the ability to work well in cooperation with other people.
Emotional intelligence - is the ability to manage ourselves and our relationships effectively.
Conceptual skill - is the ability to think analytically to diagnose and solve complex problems.
SWAT analysis identifies individual strenghts and weaknesses, as well as environmental opportunities and threats.