1. Conceptual skills (conceptional skills)Upper-level managers (top manager) must have the skills to make the concepts, ideas, and ideas for the betterment of the organization. The idea or ideas and concepts are then to be translated into an action plan to realize the idea or concept that. The process of elaboration of the idea into a concrete plan of work is usually referred to as the planning process or planning. Therefore, conceptual skills are also meruipakan skills to make the plan work.Case in point: when the company is experiencing a decline in demand manager to be able to normalize the situation by making a plan so the company can be saved and therefore managers must have the conceptual skills in order to become the foundation for its employees when the company discovered the problem in
2. Skills relate to other people (humanity skills)In addition to conceptual capabilities, managers also need to be equipped with the skills to communicate or relate to other people skills, also called human skill. Persuasive communication should always be created by the lead managers to subordinates. With a persuasive communication, friendship, and fatherhood will make employees feel valued and then they will be open to the boss. Communication skills required, both at the level of top management, middle, and bottom.Case in point: When an employee is having problems and interfere with work performance of a manager is expected to become someone who is able to restore his spirits back by way of engaging with the employee feels that he has an important position in the company.3. Technical skills (technical skills)These skills are generally a provision for managers at lower levels. This technical skill is the ability to perform a specific job, such as using computer programs, improve the engine, making chairs, accounting and others.Case in point: When a new employee manager can be a person who leads the employee in doing his job properly, by way of informing the ways to use the equipment in the company.4. Time management skillsIs a skill that refers to the ability of a manager to use his time wisely. Griffin filed a case Lew Frankfort of Coach. In 2004, as manager, Frankfort paid $ 2,000,000 per year. If it is assumed that he worked for 50 hours per week with time off work 2 weeks, then every hour Frankfort salary is $ 800 per hour-about $ 13 per minute. From there we can see that every minute was wasted would be very detrimental to the company. Most managers, of course, has a much smaller salary than Frankfort. However, the time they have remained a valuable asset, and menyianyiakannya means a waste of money and reduce the company productivity.
5. Decision-making skillsIs the ability to define problems and determine how best to solve it. Decision-making ability is the most important for a manager, especially for the top managers (top manager). Griffin proposes three steps in decision making. First, a manager must define the problem and look for alternatives that can be taken to solve them. Second, managers must evaluate each of the alternatives and choose an alternative that is considered the most good. And lastly, managers must implement alternatives that have been his choice as well as monitor and evaluate them to stay on the right track.Case in point: When it was found that severe problems within the company, a manager must be able to find a way to solve the problem.
2. Skills relate to other people (humanity skills)In addition to conceptual capabilities, managers also need to be equipped with the skills to communicate or relate to other people skills, also called human skill. Persuasive communication should always be created by the lead managers to subordinates. With a persuasive communication, friendship, and fatherhood will make employees feel valued and then they will be open to the boss. Communication skills required, both at the level of top management, middle, and bottom.Case in point: When an employee is having problems and interfere with work performance of a manager is expected to become someone who is able to restore his spirits back by way of engaging with the employee feels that he has an important position in the company.3. Technical skills (technical skills)These skills are generally a provision for managers at lower levels. This technical skill is the ability to perform a specific job, such as using computer programs, improve the engine, making chairs, accounting and others.Case in point: When a new employee manager can be a person who leads the employee in doing his job properly, by way of informing the ways to use the equipment in the company.4. Time management skillsIs a skill that refers to the ability of a manager to use his time wisely. Griffin filed a case Lew Frankfort of Coach. In 2004, as manager, Frankfort paid $ 2,000,000 per year. If it is assumed that he worked for 50 hours per week with time off work 2 weeks, then every hour Frankfort salary is $ 800 per hour-about $ 13 per minute. From there we can see that every minute was wasted would be very detrimental to the company. Most managers, of course, has a much smaller salary than Frankfort. However, the time they have remained a valuable asset, and menyianyiakannya means a waste of money and reduce the company productivity.
5. Decision-making skillsIs the ability to define problems and determine how best to solve it. Decision-making ability is the most important for a manager, especially for the top managers (top manager). Griffin proposes three steps in decision making. First, a manager must define the problem and look for alternatives that can be taken to solve them. Second, managers must evaluate each of the alternatives and choose an alternative that is considered the most good. And lastly, managers must implement alternatives that have been his choice as well as monitor and evaluate them to stay on the right track.Case in point: When it was found that severe problems within the company, a manager must be able to find a way to solve the problem.
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