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Management Basics A Practical Guide for Managers - Identify Strenghts, Prioritize Objectives, Train Effectively, Control Finances, Resolve Differences

ISBN-10: 1598697021

ISBN-13: 9781598697025

Edition: 2nd 2007

Authors: Sandra Gurvis, Barbara J. May, John Payne

List price: $16.99
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Description:

As a manager, you're judged by how well your team performs. So it's critical that you master the art of leadership as quickly as possible. In this practical, pragmatic guide, you'll acquire key executive skills, including how to: Set objectives, Motivate your team, Communicate effectively, Delegate responsibility, And more! Also included are completely new sections on: Management technologies, Management imperatives-for example, the Increased pace of change, Trends in more flexibility, creativity, and empowerment in management. Don't run the risk of losing ground. Armed with the 100+ tried-and-true methods in Management Basics, Second Edition, you'll lead your team to greatness-and solidify your position as a manager on the rise! Book jacket.
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Book details

List price: $16.99
Edition: 2nd
Copyright year: 2007
Publisher: Adams Media Corporation
Publication date: 12/1/2007
Binding: Paperback
Pages: 240
Size: 5.50" wide x 8.50" long x 0.50" tall
Weight: 0.594
Language: English

Foreword
Introduction: Using this Book
You're a Manager-Now What?
What Is a Manager?
The Function of Management: The 80:20 Rule
From "Being Managed" to Manager
Understanding the Corporate Culture
Defining Your Role-Get Clear on What You Need to Do
Setting Up Your Management Style
Tips and Traps for Beginning Managers
New Rules for Management
How the Workforce Has Changed
Labor Laws
Multicultural Management
Telecommuting and Virtual Management
Creative People and Knowledge Workers
Avoiding Legal Complications
Goal Setting and Achievement
What Is Goal Setting?
Decide on Your Goals
Keep Them Simple and Focused
Concentrate on Results Rather Than on Activities
Goals Should Hit Their MARC
Prioritize for Maximum Effect
Encourage Your Team to Suggest Their Own Goals
Plan Only the 20 Percent
Make Someone Responsible for Each Task, and Set a Deadline
Spot the Bombs
Prevent, Rather Than Fight Fires
Control the Key 20 Percent of Tasks in a Plan
Making Your Day More Productive
Set a Good Example
Urgent Is Not Necessarily Important
Write It Down-And Make It Real
Don't Rush Around Aimlessly-Organize a Routine Day
Dealing with Office Politics and Interruptions
Expect the Unexpected
Avoid Playing Desk Chess
Learn How to Say "No" Constructively
Avoid Excessive Paperwork
Effective Problem-Solving
For Every Action, There Is a Reaction
Clearly Separate Cause from Effect
Build Upon a Solid Starting Point
Define the Problem Effectively, and Be Specific
Use Charts and Diagrams to Help
Avoid Assumptions When Dealing with People
Deviations Are Caused by Changes
Finding the Real or Underlying Cause
When There May Be More Than One Cause
How to Make Decisions
Logical versus Creative Decision-Making
Set Criteria Before Thinking About the Options
Consider a Range of Options, Including Do Nothing
Consider the Risks and Benefits
Effective Group Decision-Making
Deciding on the Basis of Benefits Versus Snags
You Will Never Have All of the Information. Decide!
Quick Decisions Have Their Own Set of Risks
Avoid Setting Criteria Too Early
The Pitfalls of Evaluating During Brainstorming
Encourage Ideas Outside the Suggestion Box
Active Listening and Positive Persuasion
Oral Communication and Persuasion
Listening Is Active, Not Passive
Summarize and Encourage Questions
Defusing Verbal Aggression and Interrogation
Consensus Decision-Making Versus Persuasion
What Do You Want to Achieve When Persuading?
Set Limits When Persuading or Negotiating
Bottom-Line People Versus Detail People
A Win/Win Approach Is Better Than Win/Lose
Always Leave the Door Open
Tactful Honesty Is the Best Policy
Teamwork and Coaching
Coaching, Leadership, and Motivation
Why Coach?
Using Coaching to Build a Good Team
Set a Solid Course for Your Team
When Acceptance Is As Good As Commitment
Except When You Really Need Commitment
When "I Don't Know" Is the Right Answer
Keep It Positive, Even When Challenged
Avoid the "Provide Goodies" Trap
Be Prepared to Make a Decision
Ask the Right Questions to Motivate Your Team
Genuine Praise Is a Powerful Motivator
Some Are More Motivated Than Others
The Importance of Mentoring
How to Delegate
Delegation and Why It Is Important
Pick the Right Task
Pick the Right Person
Pick the Right Challenge
Trust People-Give Them the Authority They Need
When Boring Tasks Are Just That
Encourage People to Do the Planning!
Encourage People to Check In, and Give Them Access
Everyone Makes Mistakes When They're Learning
Reality Check-How Do They Feel About the Task?
Avoid the Black Hole-Give Feedback When It's Done
Presenting Information and Proposals
The Importance of Effective Presentations
Nerves Are Normal
Make Time to Rehearse
Gain Their Interest Early
Be Yourself
Gimme a Break!
Pictures Are Memorable
Remember the Three Ts
Cover the Snags As Well As the Benefits
Anticipate Tough Questions
Remember to Ask for Approval
Mastering the Meeting
Organizing Meetings and Obtaining Results
Are Meetings Necessary?
Focus on Results, Rather Than Subjects
Keeping Meetings Short and to the Point
Start Your Meetings on Time
Set a Finish Time
Curtail Topic Drift in Both Minutes and Discussion
Handling Unexpected Situations
Ensure That Participants Understand Their Role
Get a Commitment to Act
Conferences, Conventions, and Retreats
Improving Performance
Coaching and Improving Performance
Make Sure Workers Own Their Responsibilities
Review Performance Objectively-Strengths Are Just As Important As Weaknesses
Ask Open-Ended Questions
Offer Options Rather Than Advice
Respect Pauses
Look at Behavior, Not Personality
Match Solutions with Problems
Avoid Personal Problems and Psychoanalysis
Meet with Team Members Regularly
Employee Discipline-A Call to Improvement
When to Bring In Outside Specialists
You're Hired! You're Fired!
Define the Job and the Qualifications
Ask the Right Questions
Carefully Evaluate Your Candidates
Trust Your Gut
Performance Problems versus Misconduct
Get It in Writing-Keeping It Legal
Firing: A Manager's Toughest Decision
Effective Appraisals
Definition and Purpose of Appraisals
Provide Regular Feedback at Other Times
Jointly Agree on Performance Objectives
Find a Useful Rating Scale
Allow Sufficient Time for the Appraisal
How Do They Think They Have Done?
Spend Most of the Time Looking Forward
Agree On Joint Action Plans
Build Upon and Put Joint Action Plans into "Action"
Appraising Yourself as a Manager
Conclusion
Endnotes
Index
About the Authors