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Archive for the ‘IT Management’ Category

Just about any company in todays modern world has at least some IT requirements, so IT service management will be a definite requirement if they want to stay up to date with their computing requirements.

There are many different ways in which a company will need to keep their IT services up to date. Most companies are connected to the Internet, which means that their employees could potentially download a virus or come under some sort of attack through the Internet which could potentially cause great damage to a company. Personal documents and information could become accessed by an outside party, or computers could become unusable for a set amount of time, wasting the companies time and resources. By downloading and installing proper anti-virus software and keeping the virus definitions updated on a regular basis you can try your best to prevent your computers becoming damaged or causing disruptions to your business.

An IT service management company could manage all antivirus software on your work computers and could also install a firewall to prevent external attacks to the computer or to your network. They can also help to keep firewall software up to date, another important security feature for computers. Some viruses can infect computers without being noticeable to the user, so by performing regular virus checks the IT service management firm could help you to keep on top of any potential troublesome viruses.

Another important job that any professional IT service should offer is to defragment hard drive files very couple of months or so. As you use a computer, files get added to hard drives that can eventually clutter up and slow down a computer, and the structure of the files on the hard drive can also become bad. Windows operating systems already have disk defragmenter software installed on them, and so the IT service management company can simply run this software when it suits you, and a couple of hours later the computer will be back up and running and ready to use.

IT service management firms will come to service your computers only at times that suit your company, so when everyone has gone home from the day and the computers are not in use they can come and run the necessary software so that you arent disrupted by their presence, so the computers can remain at their full working capability as and when they are required to be used.

Another important and somewhat overlooked aspect of maintaining your computers at a workplace is that of dust and general hygiene. Computers seem to be very good at gathering dust from general use, and the fans inside computer cases can draw in plenty of dust from offices. This starts clogging up computers and can eventually lead to hardware faults if untreated. IT service management firms can come and open up computer cases safely when they arent being used and can use special hoover type devices to remove dust and anything else that can clog up computer hardware.

 

Technology has taken over practically every aspect of the way we do business. Even small companies are finding it more and more necessary to use computers for ordering, tracking, inventory, billing, and storing employee and customer information. As a business proprietor you have countless responsibilities and demands, and it’s challenging to keep up with both running your business and mastering the nuances of network security, back-up, and maintenance.

You have got a lot on your plate, and you might believe that you can place the operating of a computer system on the back burner. The reality is that without suitable maintenance, repair, and back-up, your computer system is vulnerable to hackers, identity thieves, and data loss. You opened your business because you really enjoy what you do and not because you wanted worry about network security.

You can’t, however, simply hope for the best. Consider losing all your shipping data, payroll information, or client financial paperwork. Just one system crash can obliterate your company’s entire history.

This is exactly why a large number of businesses decide to work with managed IT firms. A managed IT firm takes the guesswork out of running your network simply because the computer techs do it for you. A managed IT firm can manage your network security, can install your equipment and computer software, can install network security, and can back-up your data. You will need to find a managed IT firm that employs technicians who have government clearance; this means they are qualified to work on even the most vulnerable data, including billing and pay-roll information.

AllCity Technology is a managed IT firm that has been proudly serving the Austin area since 1999.

The skilled technicians at AllCity Technology have government clearance and are trusted by financial institutions, schools, surgical offices, and government agencies. AllCity provides several different service packages to suit any business’ spending budget. The technicians at AllCity will respond to crisis situations, can provide service remotely or on site, can back-up your company’s information, and can provide unparalleled solutions that help to streamline the internal processes of your business.

Is management an art or a science?

In general sense, management is the art of handling the different aspects of the organization. And it is also a type of science like the mathematics is a formal science then management is also came in the category of the formal science. But if take a look keenly then, management is totally an art. This is an art that how we communicate with the general people, which came in the management. It is the ability and art of a manager that handles the organization in well manner and keeps growing the organization level because of using his abilities.

Let us suppose that a person came to a manager in very angry mode, and after taking to the manager, he is convinced according to the manager point of view, then it was the art of a manager that he has handled the customer in a friendly way. Management is not totally depend upon the manager’s ability, it also the team work of the other organization members, who contribute there effort for the organization. Again it is an art that a group of people work together for so long time and reach to some high level, because of there managerial skills and abilities.

It is believed that management is both an art as well as science. The reason is that different sources justify it with different reasons. According to Webster’s College Dictionary, management is an art because it provides the skills for conducting human activities and it is a science because the skills and techniques which are used in management are precise applications. Scientific principles which are used in management, give the managers specific body of information to guide their behavior. It is also considered an art by the people who think that it is a skill borne of personality and ability.

Also depends on what you’re managing. Business management is a science. Nuclear dynamics is a science. Managing the calories you put in your body is a science (you are using data to make a decision). Managing (or deciding) the next color to apply to a painting is an art. Or an art form.
The previous answer was pretty good, but lacked in practical application. And each application will determine which result it is. Management is art as well as science because it involves the element of arts like the capability of the person and their approach towards the given task. Management is science because it involves the logic and principle behind the things done. Science and art both plays an important role in management.

The word Manage id taken from Italian word “Maneggiare” means to handle, especially to handle or train horses. Here management refers to an Art because managing or training horses is not a science or profession. Managing originally used to indicate other process for managing, training or directing. Management has been called other art of geeting things done through people.

The art of management is a personal creative power plus skill in performance. The contemplation of problems, events and possibilities develops personal creative power, while experience, observation, and study of results contribute to skilled performance. In other words management art involves envisioning orderly whole from chaotic parts, communicating other vision, and acheiving other goal. It is other “art of arts” because it organizes and uses human talent.

The scientific method has played an important role in building managment knowledge and improving managerial skills. The field of management has taken long forward steps since other begining of this century. There is now adequate knoledge for a solid foundation, but it should not be assumed that other scientific method will soon provide all other answers. Managers have to contend with uncertainties that cannot be removed by scientiific endeavour.

An important argument for other accumulation of scientific knowledge about management is other need to develop large number of executives. Even though such knowledge is limited, other student can be some significant insights in to other nature of other management problem.

Science and technology are today coming to their full fruition. Hardly a business can continue its affairs without some reference to other scientific and technological systems. The harnessing of science and technical knowledge is for ‘management’.

Among other many persons who are occupationally engaged in management, most have qualified earlier in their industrial or commercial cases in specialized technical or professional fields as engineers, chemists, accountants etc. They have risen to higher executive positions through years spent in other specialized pratice of their profession of technology.

Ultimately management is both, science and art… Management is incomplete without anyone…

The concept of management is universal and very old. That is why different views have been expressed about its nature by different writers from time to time. The continuous and rapid development of management principles and practices in organization has changed the nature of management. The main points of view about the nature of management are given below:

Management as an Inborn or Acquired Ability

In the pre-scientific management period, i.e., prior to 1880 there has been a leading concept that management is an inborn ability. It is a traditional approach. The supporters of this concept believe that the hereditary characteristics, inborn talents and natural aptitudes of a man make him an efficient manager. Some people are so efficient and talented since their birth that they lead and get success in the field of business. To our mind, this concept was used when the ownership and management were not separated. But later on the researches and development in the field of science, technology and training etc. changed this old concept. Today management is considered not only as an inborn ability but also as an acquired ability. In the words of Ordway Tead, “Managers are both born and made.” Today, in large-sized business organizations, ownership and management are separate identities. The management lies in the hands of professional managers who are educated and trained. Thus, now the management can be considered as an acquired ability.

Management as an Art, Science or Both

A lot of controversy arises whether management is an art or science or both. It is said that the management is the oldest of arts and youngest of science. This explains the changing nature of management. But to have an exact answer to this question, it is necessary to understand both these aspects separately and combined, as given below:

Management as an Art: Art refers to the way of doing specific things; it indicates how an object can be achieved. In the words of George R. Terry, “Art is bringing about of a desired result through the application of skill.” Art is, thus, skilful application of knowledge which entirely depends on the inherent capacity of a person which comes from within a person and is learned from practice and experience. In this sense, management is certainly an art as a manager uses his skill, knowledge and experience in solving various problems, both complicated and non-complicated that arise in the working of his enterprise successful. In the words of Ernest Dale, “Management is considered as an art rather than science mainly because managerial skill is a personnel possession and is intuitive.”
Management as a Science: Science may be described as a systematized body of knowledge based on proper findings and exact principles and is capable of verification. It is a reservoir of fundamental truths and its findings apply safely in all the situations. In this sense, management is a science as it has also developed some systematized knowledge. Like other sciences, management has also developed certain principles, laws, generalization, which are universal in nature and are applicable wherever the efforts of the people are to be coordinated. But management is not as exact science as other physical sciences like physic, chemistry, biology, astronomy etc. The main reason for the inexactness of science of management is that it deals with the people and it is very difficult to predict their behavior accurately. In this way, management falls in the area of ‘social sciences’. Thus, it is a social science.

Conclusion- Management is an Art and Science Both

From the above study, we conclude that management is an art and science both. According to American Society of Mechanical Engineers. “Management is the art and science of preparing, organizing and directing human efforts to control the forces and utilize the material of nature for the benefit of men. “Thus, it has now been accepted that management is an art as well as science. It has the elements of both arts and science. In the words of Dean Stanley, “Management is a mixture of an art an science – the present ratio is about 80% art and 20% science.”

Executive Summary

The book has lots to do with a manager’s ability to find and control negative troublemakers in the work force. In completing this task, managers must evaluate all employees to insure whom the good apples and bad apples are. Throughout the book different types of behaviors of bad employees are given with different solutions on how to address each behavior. The goal of any manager is to not fire anyone; potentially a manager would like to find the cause of the certain negative behavior. In doing so the manager would then like to proceed in finding a way to change this behavior or channel it into something positive for the company. There are many steps in dealing with troubled employees on how to correct a problem, yet only three typical reasons as to why behavior is occurring. Generally the bad apple employee acts out in this demeanor to get something, attention usually being key. This potential employee is probably looking for a certain outcome, if the manager can evaluate this employee and find out what type of outcome the employee wants the manager can make arrangements so that all parties involved move in a positive direction. There also two other reason employees act out in such ways, one being for emotional reasons and the other being traits not recognized that are being executed.  Another part of the book deals with focusing on good employees, too many times too much attention is given to something negative. The book wants managers to remember that in any sturdy foundation of a company it must start with good apples. The problem is that often the good apples aren’t left with feelings of neglect due to bad apples, soon enough the bad apples too start portraying with negative behavior. Of course this is the worst case possible, providing that the whole company could potentially decrease productivity, the key role of a manager is is to increase this. So in order to keep a strong foundation to build on a manager must address the concern of motivating good apples. A manager can do this by simply focusing on team building, communication and encouraging positive attitude.The book ends with the last step any manager would want to do, indeed it be firing. It explains the proper way how to execute this procedure along with how to address the team in the aftermath. Overall the book merits greats thoughts and ideas on how to promote positive attitude when such bad apples are exist.

The Ten Things Managers Need to Know from

BAD APPLES

1.            Definition of a Bad Apple: Generally speaking a bad apple is a person who lacks traits in the work place; such as being a team player, cooperativeness, and positive attitude.

2.            Types of Bad Apple: As many know already it’s difficult to fit every individual into a certain type, therefore each individual should be looked at and identified according to specific personality traits. Noted in the book there are about 15 different types that can be easily identified, which will be detailed throughout the summery.

3.            Inherited Bad Apples: The biggest down side about acquiring a new management position is that there will always be a rotten apple from the start. Sometimes managers will have no control over these rotten apples, they must use evaluation skills to identify strengths and weaknesses of the rotten apple to enhance the performance.

4.            Encouraging Bad Apples to become a Good Apple: In just about any business practice it’s always easier to keep a bad employee and groom them to be better than go through the hiring process. Managers should make bad apple aware of the benefits and consequences of changed behavior.

5.            Maintaining Good Apples: Never assume a good apple can never be spoiled. A manager’s job should not always be focused on the negativity of the already bad apples; appreciation to current good apples will keep the core of the business thriving.

6.            Disciplining Bad Apples: There should be rules, standard procedures, and expectations put in place that every team member is responsible for. After realizing some expectations, etc. aren’t getting completed a manager; constructed criticism is the first step in disciplining, bad apple must know first hand manager is not happy with performance.

7.            Throwing Away Bad Apples: There is a point when any manager can have a breaking point with a certain bad apple, generally that’s when the bad apple should be fired. Generally a manager should allow for a grace period to hire someone new so the business isn’t left in a bind, however sometimes things can’t wait.

8.            Promoting Positive Attitude for Good Apples: Number one job for a manger is to keep up positive attitudes, starting with self attitude, a manager’s feelings about job carries through a team. A manger should actively participate in team building, setting a good example, along with making adjustments where best needed; new equipment, better location, and evaluating current policies.

9.            Avoid Hiring New Bad Apples: Never be to quick to hire in hurry, a manager can sometimes be blinded and just settle. The hiring process should be replicated to every applicant to insure equal chances; the applicant that best fits in with the team is usually the best to hire.

10.            Balancing the Apple Cart: Unfortunately life is never perfect, expect to have a bad apple lurking in the background at all times. Though it’s important to remember to not let them take over, a manger’s key role in business is to increase productivity, allowing a bad apple to stop that role can affect the manager’s role to the company.

Full Summary of Bad Apples

Introduction: What is a Bad Apple?

Every organization is faced with at least one, every member has a chance to be influenced by one, and every person can become one, a bad apple that is. A bad apple usually has at least one of these three common characteristics, among more, creating constant trouble, not working effectively with others and being overly difficult. As a manager, one is given the task of figuring out who essentially meets this role inside the company. In order to effectively do complete this task a manager must create evaluations for all team members, remembering that every individual is unique. Meaning that no bad apple will just run up and notify one of itself and it’s potential harm. Generally the manager must take certain steps in identify other behavior that goes along with this particular individual.

Types of Bad Apples

Certain behavior that a manager can expect to find to from a bad apple is following instructions wrong, argumentative, tardiness, leaving early, rudeness and inability to take directions consistently. Many times a bad apple has a hidden agenda, presuming to be someone in a particular setting, especially around the manager. Therefore another sign that will directly point to a bad apple is how interaction is around other co-workers or co-worker complaints. Still though sometimes a bad apple can effectively hide behavior traits that aren’t easily recognizable. Presumably if there is any doubt, ask the question of is this person ultimately affecting the bottom line? A manager’s job is to increase productivity for the company, if a bad apple is affecting the bottom line, its also affecting the manager’s productivity levels.

After thinking a bad apple has been identified, there is one last evaluation task a manager should complete.  A manger should beware to not confuse negative personal feelings about a person as a trait of a bad apple. Suggesting that managers must find professional judgment insight over making irrational decisions through personal opinions. The best possible way in doing this is to see if indeed the employee is bringing value to the company, even if the manager doesn’t particularly enjoy the person’s color of shoes.

Once identifying a bad apple, a manager’s job then is to recognize which type of issue causes a person to act as a bad apple. Throughout the book there are a total of seventeen different issues named that can lead to a bad apple, but more could and do exist. In detail the issues will be discussed starting with the following:

Gossiper: The gossiper can potentially be either a blabbermouth or a rumor starter.

Backstabber: Usually try to under mind others by throwing others under the bus to only advance self.

Passive-Aggressive: Act in a stubborn and forgetful way without realizing the behavior.

Waster: Two types, a time waster and resource waster.

Narcissist: Only thinking of self and how much easier job can be if putting things off on other team members, generally passing all tasks onto others yet wanting to receive full credit.

Liar: Simple enough explanation someone who lies, note that the workplace liar never admits to lying.

Lazy Bones: Uses every short cut in the book to make eights steps into three.

Combatants: Challenges every procedure or statement within a team, making team eventually worn out.

Poisoner: Also known as a pessimistic, this person finds a problem with everything and can create negativity throughout entire staff.

Bully: Always has to have things a certain way and will criticize others to get accomplish this.

Slob: A person who is either messy in the office or appearance wise, either can cause mis-reputation of company.

Thief: Consists of stealing personal belongings or stealing other’s ideas and using as own.

Whiner: Type of person who always ask why things have to be done a certain way, manipulating authority.

Unreliable: Always coming up short or coming up late with assigned duties.

Career Climber: While this person is a very self motivated individual unfortunately its only for one self to further career and not company.

Everyday Crisis: Tries to fool everyone into thinking personal drama is why job isn’t getting done or tries to blow every small mishap into major problem.

Job Hater: Very much negative Nancy has no interest in growing company, just there to get paid essentially.

After identifying a direct issue or issues with a bad apple, a manager’s job then is to try and correct the issue. Each issue to each individual may be handled differently, depending on the severity of issue. A good manager should try and point out the weakness and strength-ness in the issue and try to motivate that part before going to straight firing technique.

In most cases any promotion comes with previous employees, and chances are there some bad apples waiting. When in this predicament not to bomb-bared changes amongst everyone right away. This will not be an effective procedure especially if bad apples with negativity exist. A good choice in completing this task is evaluating once again, find out what makes the team, bad apple, good apples motivated. Once learning this, try to incorporate that motivation with a changing procedure. Keep in mind this will not happen over night; people will not automatically respect the new manager. The manager must earn that respect through setting examples, new realistic goals and creating relationships with new employees.

Motivating Bad Apples to Become Good

Changing a person’s habits and traits will always be a task hard to complete for anyone, so encouragement is important. The manager should be able to have conversation with the bad apple employee and really conquer an understanding as to why this person acts out. Every behavior exhibited is motivated by something, this be any where from releasing emotions, certain actions leading to certain outcomes, or even traits that are not controllable. Its very important that the manager be able to identify the cause of the bad apples actions because this will lead the manager in the best procedure of how to take control this action. An example if this would be if an employee has a poisoner type behavior, constantly sabotaging in any new idea or procedure. This employee could be acting this way due to the desire of wanting to have control of something. An effective way to use this negative behavior and turn it to a positive one would be allowing the employee to head up a new task.

Other ways that a manager may be able to encourage bad apples to becoming good apples could be through rewards. Rewards could include anything from extra responsibility, compliments, promotions and paid raises. Of course a manager shouldn’t award any negative behavior; the manager should only award if employee is actively trying to change behavior. Along with creating awards for good behavior the manager should also create consequences for the bad behavior. No one should be allowed to have a free ride, and think that just because no participation in changing occurs, no action will be taken place to punish will happen. For some employees consequences can be more effective in changing behavior than actual rewards. Consequences can include write-ups, public embarrassment, loss of responsibilities, demotions and the worst termination.

Ultimately a manger would like to always correct bad behavior over having to fire someone and hiring someone new. Therefore the manager needs to bring up the negative behavior to the bad apple, allowing for the bad apple to recognize that this behavior is no longer acceptable. The manager then needs to have a plan of action, a plan of improvement, and plan for the worst. Worst of course would be if the employee doesn’t show in any effort in improving or is just not improving enough to where the manager then would have to fire that employee. One of the most important actions though is that the manager in whatever plan is set is followed through. If a manager can’t follow through in firing, this could potentially set a repeated in failure in manager’s job performance.

Maintaining Good Apples

Unfortunately in life negative actions are given much more attention than positive ones. This is also very much true in the work force today, and while this will more than likely be true forever a manager needs to create some focus to one recognizing good behavior as well. Some employees crave attention, if a person isn’t actively getting the attention needed doing the right thing, doing the wrong thing will be the next way about getting it. The other risk a manager faces is losing good apples to bad apples; peer pressure will be present even after the days of high school.  In this predicament a manager should also focus on maintaining good apples. A manager can do this by taking these actions, make connections, make advancements options, training, rewarding good behavior, praising, keeping up good morale, and communication.

Disciplining Bad Apples

The down side of being a manger is discipline, disciplining bad apples can be worst too. Once repeated offering to help a troubled employee is getting no where, and before coming to terms with having to fire a employee, a manager should try using discipline to getting employee back on track. Threats are usually one dealt with this procedure, however its not always the most appropriate. Make sure empty threats aren’t being thrown out to just fear an employee. The employee will eventually figure out that the threat isn’t real, living the manager looking like a liar and hollow. Make actions attended on keeping, avoid using hostile language or tones, correct in private, and keep a paper trail on issues brought up.

Ditching Bad Apples

After disciplining and getting no immediate decent response, the next step will be firing. There are few steps in helping a manager come to terms with what must happen to this spoiled apple. Prepare in having all legal paperwork completed with human resources department before termination meeting. Evaluate how the firing of this employee will affect the company, the staff, and the manager personally. Create a plan in dealing with the aftermath of the firing, hiring someone new, promoting some one or handing our extra job responsibilities. All things completed the manager will then need to proceed with the termination meeting. In the meeting the manager should use correct tone, demeanor, avoid beating around the bush, be straightforward and don’t allow employee to intimidate. A manager should make termination reason very clear and direct for employee while making it immediately, and should collect in company property before last paycheck is given. Once termination is completed, manager should not discuss reasons of termination with other employees but should verify that termination has been executed.

Create a Positive Work Environment

Just as bad attitude can pass on to other employees, positive attitude can too, so make sure the manager always has one. Best way to create manager respect is leading by example, in doing this the manager should take every opportunity to act in the most positive way even at the worst times. A manager should not act but create team building, set up communication and interaction. No company should always just work hard; encourage humor in the right time and place. Also a manager should try preventing arguments before starting or escalation, this will keep team’s focus on meeting expectations and working not the office drama. A manager should create certain activities that are easy for everyone to participate in, favorite shirt day. The manager’s other responsibility in creating positive team attitudes would be being the team’s biggest ally. Making sure the physical environment for the team is safe, spacious, having enough resources and good maintenance is extremely important. Any of the previous stated environments that are up to date can cause sluggish team effort in productivity.

Avoid Hiring Bad Apples

Just getting one bad apple out the door only for another one to replace it is not the perfect idea. When hiring someone new a manager needs to be cautious, bad apples need jobs too and usually in the most abundant supply. Here are a few tools in which a manager should use in replacing the bad apple, first is job description. Before notifying of hiring, first thing a manager needs to do is sit down and do research on what exact requirements must this person have, what the company needs and traits that a good apple will have. The second tool to use is good sense to where to find new applicants. This could include using a friend of someone personally known or using friends of team members, and maybe promoting within the company.

Once elimination of some applicants, and deciding on a number of interviewees have a procedure on the interview process. Making initial contact and the response to that initial contact in the business world is just about as important as first impressions. A manager should evaluate how timely the response was and friendly, this alone can determine how serious of candidate this person is about wanting this job. The next step would be the actual interview and the questions presented. In the interview the manger first needs to begin interview with questions about education, previous employments and responsibilities other than stated on application. A manager should avoid yes or no questions and look for questions that interviewee can elaborate using examples. An example is a personal insight of what a person has experienced, a manager can get a much more clearer look at who this person is and how work skill is. The last step in an interview is doing homework, make sure to check references, this could be difference between Bob and Jill.

After interview is completed it is then up to the manager to make a decision, try and go with gut feeling. Also a manager should give these statements some though process to such as: experience in a similar job or industry, pleasant personality, ability to benefit company through contacts, and go-getter attitude. When the decision is made the manager needs help get the new employee off to a good start, which can include training, introduction to other employees, setting expectations. Its very important manager isn’t overly nice to new employee, not wanting to water down expectation of job nor wanting to waste money into training if not able to perform.

Conclusion

Lastly, a manager needs to balance and accept things won’t always be perfect. There will always be constant potential for an employee to become a bad apple. The important thing to remember is how to handle the situation without risking the manager’s job. Increased productivity is key, if productivity is failing due in adequate performance of a bad apple that a manager has continued to not deal with, the manager will be at fault. The best advice is to not let anyone get to comfortable with expectations including manager itself.

The Video Lounge

http://www.youtube.com/watch?v=5izbgOj_WvI

In this particular clip it identifies one of the chapters inside of the book of dealing with difficult employees, the clip will provide a real life example of a bad apple type employee.

Personal Insights

Why I think:

With business conditions today, what the author wrote is – or is no longer true – because:

In today’s business world the author’s book would be very true. I think this especially because of current economic standing in the U.S. Our country is suffering from high unemployment rates, that only seem to be increasing monthly. With that being said, any good job is in high demand, making a manager’s job easier to fire someone and find a replacement the very next day. Basically every manager should actively be completing evaluations of their current teams members, if someone is showing more than enough traits to identify them, as a bad apple then there is someone else willing to be a good apple. Another good example of why the book is relevant today is because many companies are downsizing and eliminating employees they don’t need or who aren’t increasing productivity. Any employee should be an active model of a good apple to save their job.

Then, all of the following bullet-items are mandatory to write about:

If I were the author of the book, I would have done these three things differently:

1.            I would have chosen to either eliminate the different heading sizes or complete the entire book with an outline form.

2.            There are many case study examples throughout the book, for more effective reading, it would have been nice to see those at the end of the chapters.

3.            The last chapter, conclusion of whole book while is direct is very short, merely two pages. I think it would have been nice to see the author elaborate more on the continued process of balancing the apples.

Reading this book made me think differently about the topic in these ways:

1.            Allowing continued inadequate performance from one person can affect a whole company.

2.            There will always be negativity in a company, important to channel the negativity into strength; criticism isn’t always a bad thing.

3.            Sometimes becoming overwhelmed with trying to fix bad apples, more are created due to lack of appreciation or attention. Once negative actions get more attention, assumptions will be made to act that way subconsciously.

I’ll apply what I’ve learned in this book in my career by:

1.            I think its important to evaluate individuals more, while evaluations do take up lots of time, it seems the more information collected the better managing skill to identify with a certain person.

2.            As a manager make sure to set a proper example, above any negative employee, a manager has the most influence.

3.            Increased productivity is a key role, when someone is trying to make that unattainable and succeeds its best to let that person go.

Here is a sampling of what others have said about the book and its author:

“Being able to climb the career ladder means all managers must

learn how to handle employees who are ‘bad apples.’ Finally, here

is a book that takes the mystery out of dealing with difficult

employees. The book provides easy-to-follow steps for identifying

and dealing with bad apples and is a must read for anyone wanting

to get into management, anyone who is a new manager, or anyone

currently in management who is trying to deal with difficult

employees.”

Lisa Quast, award-winning author, “Your Career, Your Way!”

All too often managers are left to fend for themselves when it comes to managing their staff. Managing Bad Apples makes coexisting with the ‘problem child’ employee easier by delivering simple practical guidance to the novice and the expert manager.

             David Lewis, President of OperationsInc – Human Resources Consulting

This book helps managers decide what the right course of action is-whether it means chastising negative behavior, encouraging positive outlooks, separating certain folks, creating teams for success, giving employees warnings, and/or firing the ones who are pretty much rotten through and through. This book is essential reading for any manager looking to ensure a pleasant, productive-and fruitful-work environment

Adams Business Publisher-imprint of Adams Media

All three reviews of the book put emphasis on how much this book addresses the bad employee. The bad employee is too little addresses in the books of business and not much said on which steps to take on identifying the bad apple. Also the three summaries suggest reading the book for any new manager.

Introduction

This article is an explanation of how the contingency approach and its management principles effect and stimulate businesses. It is a report about how styles of management can incorporate one company, but may not be suitable for another. Also how the broad understanding of management cannot be simply categorized as one item that will work 100% of the time. This approach allows management styles to be flexible and adapt to the changes in the environment around it.

The Idea in a Nutshell

The original idea in a nutshell was that management principles where to be universally applicable for all situations. Thus bringing about the contingency approach, this states that organizations differ, are proposed with different situations, and require different types of management styles. If you were to try and sum up the contingency approach in a nutshell you would be left with no simplistic or universal rule to follow for this type of management.  This concept leaves the manger up to the task of trying to determine what type of management will work best with their situation.

The Top Ten Things You Need to Know About The Contingency Approach

1.            The contingency approach was brought about in the late 1950′s after thinkers who     proposed that their approach was inflexible to future changes and challenged the management principles of Henri Fayol and Frederick Taylor.

2.            Fred Fiedler, an early adaptor of the contingency approach suggested that leadership styles would vary depending on the situations they were placed.  For example the task they were given, the trust from subordinates, and the authority granted to the manager.

3.            Location of an organization is going to have adverse effects on the management                         principles used. If a company decides to expand its reach across the county it’s                         going to have to change the way it manages its people and environment from one                         location to the next.

4.            Management of an individual is always going to be different in terms of what      their idea of growth and exceptions are for themselves. Managers will have to take that into account and then decide the proper way to lead and motive that individual.

5.            Environmental uncertainty plays a big factor in the contingency approach, with the ever-changing surroundings management styles must be flexible and able to adapt to things around it. Management ideas cannot be set in stone and expect to survive.

6.            A good way to look at the contingency approach is with an “if, then” attitude. Start by saying “If this is my situation, then this is the best way for me to manage it.” With this sort of management style you have to rely on what you know, can figure out, and determine how to solve the problem.

7.            Work place technology is ever changing and managers have to be able to adapt and respond to the changes. The way you manage a company that relies heavily on technology, such as tracking and shipping orders will not be the same as a company that uses technology as a sole purpose to send emails.

8.            Diversity with clients and employees is going to always demand different forms of management techniques. Whether it is cultural or ethnicity, special care is going to be needed to manage the different individuals.

9.            Size of an organization can have an effect on the way it needs to be managed. An example would be of a group of 20 people who may require an informal management approach, where as a group 1,000 people tend to be formal.

10.            Managing for the future demands contingency planning.   Management styles have to be able to adapt to an ever-changing future. What may work now in this current economic climate may not in the future and management philosophies must be able to adjust.

The Video Lounge

J.T. Allen the interviewee in the video talks about how he and his company use contingency planning to help him manage for unexpected future events.

My Take

The contingency approach is an understanding that management cannot be summed up by one perfect management style. Managers have to be able to adapt to many different situations that affect them and their work place on a daily basis. The method is still valid in today’s every changing workplace and will continue to be as long as managers are needed.