Good Manager in the Business World

Question: Why Good Managers are so Rare? Answer: Main Argument of the Article The main argument of the article is the rarity of the good manager in the business world and its implications. In the argument it explores the idea of finding a right talent for the right job in the managerial post. The business organisations need to hire managers by appropriately evaluating their talent to achieve the competitive advantage in the industry. It further explores the effect of not having a good manager in the organisation and that are from employee engagement and satisfaction from the job to profitability to satisfaction of the customer (Augier and Teece, 2009). In the later part the article also explores the talent and traits of the good managers which makes them so rare in the market. The explorations are back by the solid data where the articles show that 82% of the manager selection in the organisation is not as per the talent required. The effect is also visible as 30% of the US company employees and 13% of globally, finds their job engaging. The reason is that the manager hols the 70% of the total score for the employee engagement (Beck and Harter, 2014). The article expresses that a better sourcing of manager would increase the profitability, better attendance and performance of the employee, satisfied customer, and higher standard of safety. TheMain Assumptions and the Limitation of the Articles In the article the link between the bad managers and the poor employee performance is not clear. The research looked at the 27 millions of the employee of more than 100 organisations and that covers 2.5 million work units (Beck and Harter, 2014). There the variation of the performance is immense. The low consistency is preventing to directly correlate the employee engagement and performance with the poor managerial skills. Without this clear indication the later findings could not be substantiated as the effect of the poor people management of the manager (Daft, 2006).The reader must have to keep in mind that the better performance in the regard of the profitability, customer satisfaction, better performance and attendance of the staffs, and lower incident of the safety issue is not only the effect of the good managers presence in the organisation. There could be other motivation and circumstances in the organisation. Methods andMethodology of the Research There is primary and secondary research methodology. Primary research types to answer different questions and issues through fresh research. In the secondary research the old relevant research, books, govt data and other some already stored relevant and reliable information are used to answer the questions or issues. In the article the both the method were used. In the primary research the qualitative methods were used where the managers were interviewed. This data are unquantifiable and cannot be numerically converted (Peffers et al., 2007). On the other hand the secondary research can be seen when the article takes about two studies conducted in 2012 in large scale and that found out that 30% in US employee and 13% internationally are engaged. This is an external source of information and secondary in nature. Conclusion and the Findings The main findings of the article is the chance of finding good manager among the general population based on the five talent standard of motivating employee, assertiveness, ability to create accountability, relationship building capacity and unbiased and productivity oriented decision making ability. The research finds that only 10% of the population have all the above talents. It also finds that only 20% of the population posses some talents to be manager (Beck and Harter, 2014). Though the research finds out that the companies have been able to control this odds and there they have around 18% of the manager with good management quality. From these dates the article finds out that there is great chance of finding out good manages in the teams of the organisation as the chances of finding them is one in ten. That is why the organisation should search these talents more effectively. It also concluded that the companies make 82% wrong decisions at the time of hiring managers. Main Idea Related with MGT100 The main idea of the article is to explore the role and availability of good manger in the organisation. The article states that good manager with great latent is important for the organisation in its competitive advantage. The article finds out the employee engagement and job performance data of the business organisation. Then through sequential analysis it finds out that only 10% population possesses the five talents to become good managers. The article also discussed about the imperative of having a good manger in the organisation. All these approaches have a link with the subject of organisation and managements role in that. In the organisation the managers have different role like the interpersonal role, roles related to information and roles related to decision making. The importance of the interpersonal role is given in the article through the discussion of the employee engagement and the manager role (Aswathappa and Reddy, 2009).The implication of the good manager and managem ent practices on the company performance is also discussed in the article. Main Idea and its Application There are three level of management in the organisations. The three levels are top, middle and the line level of management. The top level of management decides the business strategy, planning and the direction of the business. The middle level managers make the operating decisions and direct the line managers. The line managers are in contact with the ordinary employee of the organisation and they implement the policies and plans in the organisation they also provides effective feedback to the upper managers. Now at the time of recruitment of the line managers the middle level mangers and for middle level managers the top management are involved in the selection decision making (Cummings and Worley, 2014). Now the selection need to be management talent based. The selection panel management can look for the talents in the teams of the organisation as the research suggest that one in ten people have the required talent and may be they are there in the organisation to be discovered. Th e selection of the middle level management can be done from the 18% good management talent base in the organisation. Idea Relation to Real Problems or Dilemmas of the Management One of the problems is the conflict management. Out of the five talents that the managers should have is the assertiveness which would be useful for the conflict management. The relationship building talent also promote open and transparent communication through trust worthy approach and that also helps in the conflict resolution. On the other hand there are employee performance related issue. That means the management lacks the motivation talent and that is why the employee engagement is low. This low moral then hits the performance of the company (Cummings and Worley, 2014).There are also ethical problem that the organisation faces. There the manager needs to promote accountability culture in the organisation to reduce such issue. Team dynamics is one of the dilemmas and the work suffers. The talent for relation building can also come for help in that situation where the manager ensures trust on him or her to make the work efficient. Recommendation The research is critical for the effective and efficient functioning of the organisation. There is real scarcity of good managerial talent in the organisation. But the report indicates that an efficient team in the organisation might have some good management talent hidden in it. The manager should have an observation skill to find out these talents for the organisation. The article differentiates between to skills and the talent for the management post. The talent also becomes critical for the success of the organisation as that influences many factors which drive the organisation to the success (Simons, 2013).The talent cannot be cultivated but only be identified. That is why the management need to develop managers identifying technique rather than developing training module to improve management talent. Indirect Quotation The role of the manager can be described through the individualistic approach (Cie?li?ska, 2007). Here the manager has the ability to influence the situation and the result is dependent on the managerial ability in performing the duty of the job. Direct Quotation The key drivers of employee engagement identified include communication, opportunities for employees to feed their views upwards and thinking that their managers are committed to the organisation (Kular et al., 2008). Reference Aswathappa, K., and Reddy, G. S. (2009).Organisational behaviour(Vol. 12). Himalaya Publishing House. Augier, M., and Teece, D. J. (2009). Dynamic capabilities and the role of managers in business strategy and economic performance.Organization science,20(2), 410-421. Beck, R., and Harter, J. (2014). Why good managers are so rare.Harvard Business Review Blog,(https://blogs. hbr. org/2014/03/why-good-managers-are-sorare, 01.04. 2015). Cie?li?ska, K. (2007). The basic roles of manager in business organization.Roczniki Akademii Rolniczej w Poznaniu, 3-12. Cummings, T. G., Worley, C. G. 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