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Will You Add? - Managing Your Boss - An Important New Years Resolution
The urban wear market is picking up steam, as its appeal spreads beyond the confines of the urban market.Spreading due to the popularity of rap music, rap inspired video games, and films featuring rap artists, the urban wear market has been steadily rising.Many retailers have been trying to increase their sales by tapping into this lucrative market.While the urban wear market does present many compelling opportunities to make money, retailers need to be aware of the fickle nature of the market.For instance, brands gain and lose their popularity in relation to the level of popularity of the rap performers that market the brand.In other words, for a retailer to carefully decide which urban brands to stock, he needs to keep track of the popularity of the musicians who wear and promote the clothing.By reading hip hop magazines, and following media reports, retailers can gage which urban brands are experiencing demand, and which are experiencing a diminishing level of popularity.For example, when 50 Cent,
Demanding agreement: Many bosses find it difficult to accept different points of view. Bosses should seek acceptance and assistance, not agreement.
Confusing efficiency and effectiveness: Efficient workers get things done quickly. Effective staff achieve the right goals. The two should be balanced, with priority going to effectiveness.
Boss Strengths By leveraging strengths you compliment and complement your boss.
Causes agreement: Idea exchanges lead to the best possible solution. Everyone's opinion is welcomed and valued.
Manages with continuity: Issues are discussed at regular intervals. This minimises surprises and last minute fire-fighting.
Matching people with work: An effective leader carefully considers not only work experience but personality traits when staffing an assignment.
Understands the job: A good leader will develop trusted, valuable employees who strive to contribute to the organization because they feel needed. The successful leader knows the way, shows the way and goes the way.
Respect feelings: Emotional needs of employees are recognized. Employees are offered a guiding hand when making decisions. They are not simply handed the solution.
Gives employees autonomy: Once a level of trust is attained, the more autonomy an employee can handle the better the employee and organization will be.
Eliminates Boredom: Allows individuals to adap
If you want to make a special event in your life to be perfect, you have to make sure that every detail is well-organized and planned, one of which is the transportation. Transportation is one of the factors that you have to consider.In booking for limousine service, you have to do it months before in order for you to have the chance to choose the best limousine for your special event. Another reason is that you want to make your special event runs smoothly, so booking early is better.To make your special event perfect, you have to choose the best limousine company that can give you the greatest limousine service. In choosing, there are some factors you need to consider. You have to do some head count; you should know the number of people who will ride the limousine. In doing this, you will be able to determine the type and size of limousine you have to hire. Also in choosing a limousine, you have to consider the comfort and fun it can bring to your passenger. In order to determine the types of limousine to choose from, you can ask th
Under these demanding conditions, most boss relationships unfold in two possible directions - the 3R's Resistance-Resentment-Revenge, or the 3 C's Clarity-Co-operation-Commitment. The 3R cycle is characterised by ineffective communication. This causes levels of resentment. People expend valuable energies getting even. Such a work environment becomes destructive not only for individuals but for the entire organization. On the other hand, the 3C cycle begins with people clarifying what is required. People cooperate and commit themselves to excellence. Personal self-esteem and group performance is enhanced.
Assess Leadership Style Recognize leadership skills inherent in your own boss. This assists you to better understand your boss. You also benefit by becoming a better manager. The more effectively you manage subordinates, the more leverage you will command with your own boss. "To lead, one must follow" ... Lau Tzu.
Leader #1: The Press Leader These leaders pretend to be drill sergeants. Low self-esteem and a strong fear of failure drives them. They are impressed by outward displays of busyness.rather than by results. The leader treats people as expeditors who obey orders. They tolerate no mistakes. Trivial details snare their energies and attention. They oversupervise and manage by punishment. Doing so, squashes self-esteem amongst the ranks.
How to handle The Press Leader: Quickly discover on-the-job limits. Determine whether your boss is simply tough or ruthless. The tough leader precisely delegates authority balanced with appropriate responsibility. The ruthless one disregards human factors. If you choose to resist the press leader, do it privately, not within view of colleagues. This way your leader will not lose face. Support your position with plenty of evidence. Otherwise you lose.
Leader #2: The Laissez-Faire Leader This leader abandons staff. These leaders provide little or no support in tough times. They stipulate little of what is expected of employees. They provide virtually no guidance on how to accomplish tasks. While the Press Leader may hover over an employee's shoulder, this leader does nothing to train or guide. While the Press Leader overmanages, the Laissez-Faire Leader overlooks.
Managing The Laissez-Faire Leader: The individual who is self-motivated and needs little praise will work well under this type of leader. This leader craves facts such as costs, statistics and research findings. Provide these facts and figures for your boss, while at the same time trying to stress some human elements. Encourage your boss to clarify exactly what is to be accomplished.
Leader #3: The Participatory Leader The Participatory Leader is adept at communication procedures. Under this type of boss, employees are given precise feedback and recognition when deserved. The Participatory Leader strives to involve employees in the assessment process. He or she is inspirational and innovative. The Participatory Leader customises the type and amount of feedback required for each employee.
Managing The Participatory Leader: The most effective way of dealing with the Participatory Leader is to feed back the same techniques that he or she uses with subordinates. Keep them informed of what does and does not work. Since this type of leader is interested in results, your opinions will be heeded.
Leader #4: The Develop Leader This leader goes a step beyond the Participatory Leader. The Develop Leader fosters staff self-esteem, autonomy and competence. Techniques for success are isolated and taught to subordinates as the need arises. The Develop Leader empowers staff and nurtures a feeling of reverence, not in the boss, but in the employees themselves.
There is often a high staff turnover rate for employees of develop leaders. But it is a good one because it is upward. Because this type of leader creates such a high level of competence amongst the ranks, there is always someone to take over when someone moves up.
Both the Develop and the Participatory leader expect good performance from their subordinates. This expectation is communicated not only verbally, but also through a trusting working relationship, which encourages autonomy.
Boss Weaknesses Be there for your boss. Your boss will appreciate your help to address ability gaps.
Lack of Training: Is your boss a whiz at finance, but uncomfortable dealing with human elements? Few managers score A's on both task and people-oriented responsibilities.
Unclear purpose: Can your manager clearly define goals? A clearly understood purpose assists everyone to fulfil their roles.
Fear of rocking the boat: Does your boss resort to the familiar while stifling new ideas? Managers must adapt to changing values and needs.
Being a saviour: The boss who insists on expending valuable time and money to keep proven weak people afloat, helps nobody. This boss ignores competent staff. At best, this approach postpones the inevitable dismissal day.
Having to be right: Even the most talented executive must be willingly to make amends when they have been wrong.
Low compatibility: A manager must be willing and able to create alliances with peers, superiors and subordinates. Compatibility is mandatory in the executive suite.
Demanding agreement: Many bosses find it difficult to accept different points of view. Bosses should seek acceptance and assistance, not agreement.
Confusing efficiency and effectiveness: Efficient workers get things done quickly. Effective staff achieve the right goals. The two should be balanced, with priority going to effectiveness.
Boss Strengths By leveraging strengths you compliment and complement your boss.
Causes agreement: Idea exchanges lead to the best possible solution. Everyone's opinion is welcomed and valued.
Manages with continuity: Issues are discussed at regular intervals. This minimises surprises and last minute fire-fighting.
Matching people with work: An effective leader carefully considers not only work experience but personality traits when staffing an assignment.
Understands the job: A good leader will develop trusted, valuable employees who strive to contribute to the organization because they feel needed. The successful leader knows the way, shows the way and goes the way.
Respect feelings: Emotional needs of employees are recognized. Employees are offered a guiding hand when making decisions. They are not simply handed the solution.
Gives employees autonomy: Once a level of trust is attained, the more autonomy an employee can handle the better the employee and organization will be.
Eliminates Boredom: Allows individuals to adapt
I’ve been an advertising consultant to thousands of businesses over the past 35 years. During that period, I listened to various companies bemoan the fact that another competitor was entering their marketplace. I asked them why that was a problem, and they usually explained how the new guy would probably take away some of their customers. If this appears to be a legitimate complaint, this article is directed at YOU! Let me tell you why and how competition could actually increase your business.I was a Yellow Page consultant for 25 years before I started my own web-based business with my wife. I even wrote an insider’s book about my experiences during that quarter-century. One of stories in the book had to do with competition. A large local waterbed company used to run an expensive television campaign every Friday to promote their multiple locations. When I went to visit with my own waterbed account, he laughed when I asked if those commercials scared him. I was somewhat surprised at his reaction until he explained that his busine
How to handle The Press Leader: Quickly discover on-the-job limits. Determine whether your boss is simply tough or ruthless. The tough leader precisely delegates authority balanced with appropriate responsibility. The ruthless one disregards human factors. If you choose to resist the press leader, do it privately, not within view of colleagues. This way your leader will not lose face. Support your position with plenty of evidence. Otherwise you lose.
Leader #2: The Laissez-Faire Leader This leader abandons staff. These leaders provide little or no support in tough times. They stipulate little of what is expected of employees. They provide virtually no guidance on how to accomplish tasks. While the Press Leader may hover over an employee's shoulder, this leader does nothing to train or guide. While the Press Leader overmanages, the Laissez-Faire Leader overlooks.
Managing The Laissez-Faire Leader: The individual who is self-motivated and needs little praise will work well under this type of leader. This leader craves facts such as costs, statistics and research findings. Provide these facts and figures for your boss, while at the same time trying to stress some human elements. Encourage your boss to clarify exactly what is to be accomplished.
Leader #3: The Participatory Leader The Participatory Leader is adept at communication procedures. Under this type of boss, employees are given precise feedback and recognition when deserved. The Participatory Leader strives to involve employees in the assessment process. He or she is inspirational and innovative. The Participatory Leader customises the type and amount of feedback required for each employee.
Managing The Participatory Leader: The most effective way of dealing with the Participatory Leader is to feed back the same techniques that he or she uses with subordinates. Keep them informed of what does and does not work. Since this type of leader is interested in results, your opinions will be heeded.
Leader #4: The Develop Leader This leader goes a step beyond the Participatory Leader. The Develop Leader fosters staff self-esteem, autonomy and competence. Techniques for success are isolated and taught to subordinates as the need arises. The Develop Leader empowers staff and nurtures a feeling of reverence, not in the boss, but in the employees themselves.
There is often a high staff turnover rate for employees of develop leaders. But it is a good one because it is upward. Because this type of leader creates such a high level of competence amongst the ranks, there is always someone to take over when someone moves up.
Both the Develop and the Participatory leader expect good performance from their subordinates. This expectation is communicated not only verbally, but also through a trusting working relationship, which encourages autonomy.
Boss Weaknesses Be there for your boss. Your boss will appreciate your help to address ability gaps.
Lack of Training: Is your boss a whiz at finance, but uncomfortable dealing with human elements? Few managers score A's on both task and people-oriented responsibilities.
Unclear purpose: Can your manager clearly define goals? A clearly understood purpose assists everyone to fulfil their roles.
Fear of rocking the boat: Does your boss resort to the familiar while stifling new ideas? Managers must adapt to changing values and needs.
Being a saviour: The boss who insists on expending valuable time and money to keep proven weak people afloat, helps nobody. This boss ignores competent staff. At best, this approach postpones the inevitable dismissal day.
Having to be right: Even the most talented executive must be willingly to make amends when they have been wrong.
Low compatibility: A manager must be willing and able to create alliances with peers, superiors and subordinates. Compatibility is mandatory in the executive suite.
Demanding agreement: Many bosses find it difficult to accept different points of view. Bosses should seek acceptance and assistance, not agreement.
Confusing efficiency and effectiveness: Efficient workers get things done quickly. Effective staff achieve the right goals. The two should be balanced, with priority going to effectiveness.
Boss Strengths By leveraging strengths you compliment and complement your boss.
Causes agreement: Idea exchanges lead to the best possible solution. Everyone's opinion is welcomed and valued.
Manages with continuity: Issues are discussed at regular intervals. This minimises surprises and last minute fire-fighting.
Matching people with work: An effective leader carefully considers not only work experience but personality traits when staffing an assignment.
Understands the job: A good leader will develop trusted, valuable employees who strive to contribute to the organization because they feel needed. The successful leader knows the way, shows the way and goes the way.
Respect feelings: Emotional needs of employees are recognized. Employees are offered a guiding hand when making decisions. They are not simply handed the solution.
Gives employees autonomy: Once a level of trust is attained, the more autonomy an employee can handle the better the employee and organization will be.
Eliminates Boredom: Allows individuals to adap
If you find that you need accommodations for a longer period of time than is generally practical at a hotel, you should definitely look into short term housing. Short term housing is a convenient and economical way to stay in a comfortable suite, condo or apartment for longer periods of time. Short term housing is ideal for the business traveler, for those relocating, families that in the midst of a renovation, or for those that require accommodations during temporary job assignments. Short term housing includes fully furnished accommodations with large fully equipped kitchens, a washer and dryer, 2 TVs, a DVD Player, all the amenities to provide all the comforts of your own home. Here is some information on how short term housing can work for you.The Basics of Short Term HousingThere are a few basics types of short term housing; however some have fewer advantages than others. For instance, hotels and motels can provide short term accommodations, but are usually only practical for a few days or a week at most. Many hotels have
Leader #3: The Participatory Leader The Participatory Leader is adept at communication procedures. Under this type of boss, employees are given precise feedback and recognition when deserved. The Participatory Leader strives to involve employees in the assessment process. He or she is inspirational and innovative. The Participatory Leader customises the type and amount of feedback required for each employee.
Managing The Participatory Leader: The most effective way of dealing with the Participatory Leader is to feed back the same techniques that he or she uses with subordinates. Keep them informed of what does and does not work. Since this type of leader is interested in results, your opinions will be heeded.
Leader #4: The Develop Leader This leader goes a step beyond the Participatory Leader. The Develop Leader fosters staff self-esteem, autonomy and competence. Techniques for success are isolated and taught to subordinates as the need arises. The Develop Leader empowers staff and nurtures a feeling of reverence, not in the boss, but in the employees themselves.
There is often a high staff turnover rate for employees of develop leaders. But it is a good one because it is upward. Because this type of leader creates such a high level of competence amongst the ranks, there is always someone to take over when someone moves up.
Both the Develop and the Participatory leader expect good performance from their subordinates. This expectation is communicated not only verbally, but also through a trusting working relationship, which encourages autonomy.
Boss Weaknesses Be there for your boss. Your boss will appreciate your help to address ability gaps.
Lack of Training: Is your boss a whiz at finance, but uncomfortable dealing with human elements? Few managers score A's on both task and people-oriented responsibilities.
Unclear purpose: Can your manager clearly define goals? A clearly understood purpose assists everyone to fulfil their roles.
Fear of rocking the boat: Does your boss resort to the familiar while stifling new ideas? Managers must adapt to changing values and needs.
Being a saviour: The boss who insists on expending valuable time and money to keep proven weak people afloat, helps nobody. This boss ignores competent staff. At best, this approach postpones the inevitable dismissal day.
Having to be right: Even the most talented executive must be willingly to make amends when they have been wrong.
Low compatibility: A manager must be willing and able to create alliances with peers, superiors and subordinates. Compatibility is mandatory in the executive suite.
Demanding agreement: Many bosses find it difficult to accept different points of view. Bosses should seek acceptance and assistance, not agreement.
Confusing efficiency and effectiveness: Efficient workers get things done quickly. Effective staff achieve the right goals. The two should be balanced, with priority going to effectiveness.
Boss Strengths By leveraging strengths you compliment and complement your boss.
Causes agreement: Idea exchanges lead to the best possible solution. Everyone's opinion is welcomed and valued.
Manages with continuity: Issues are discussed at regular intervals. This minimises surprises and last minute fire-fighting.
Matching people with work: An effective leader carefully considers not only work experience but personality traits when staffing an assignment.
Understands the job: A good leader will develop trusted, valuable employees who strive to contribute to the organization because they feel needed. The successful leader knows the way, shows the way and goes the way.
Respect feelings: Emotional needs of employees are recognized. Employees are offered a guiding hand when making decisions. They are not simply handed the solution.
Gives employees autonomy: Once a level of trust is attained, the more autonomy an employee can handle the better the employee and organization will be.
Eliminates Boredom: Allows individuals to adap
Most of us small business owners don’t have the luxury of having a secretary or office manager to screen our calls for us. It can become overwhelming when answering sales call after sales call from telemarketers prevent us from doing what makes us money. To top it off, we can sometimes be talked into spending our hard earned money on products or services that are often overpriced and/or not needed in the first place.Each time we add a new business telephone number or change the business location of the ones we currently have, our telephone numbers are placed on a telemarketing list as a “new business.” Our business phone lines are then overrun by harassing telemarketers that want to be the first to sell a new business what they don’t need. You see a “new business owner” generally hasn’t fine tuned their decision making skills to the point that they can just say no and hang up. These skills come with time and experience. Telemarketers know this and target these new business owners because seasoned owners won’t fall for their tactics.I
Both the Develop and the Participatory leader expect good performance from their subordinates. This expectation is communicated not only verbally, but also through a trusting working relationship, which encourages autonomy.
Boss Weaknesses Be there for your boss. Your boss will appreciate your help to address ability gaps.
Lack of Training: Is your boss a whiz at finance, but uncomfortable dealing with human elements? Few managers score A's on both task and people-oriented responsibilities.
Unclear purpose: Can your manager clearly define goals? A clearly understood purpose assists everyone to fulfil their roles.
Fear of rocking the boat: Does your boss resort to the familiar while stifling new ideas? Managers must adapt to changing values and needs.
Being a saviour: The boss who insists on expending valuable time and money to keep proven weak people afloat, helps nobody. This boss ignores competent staff. At best, this approach postpones the inevitable dismissal day.
Having to be right: Even the most talented executive must be willingly to make amends when they have been wrong.
Low compatibility: A manager must be willing and able to create alliances with peers, superiors and subordinates. Compatibility is mandatory in the executive suite.
Demanding agreement: Many bosses find it difficult to accept different points of view. Bosses should seek acceptance and assistance, not agreement.
Confusing efficiency and effectiveness: Efficient workers get things done quickly. Effective staff achieve the right goals. The two should be balanced, with priority going to effectiveness.
Boss Strengths By leveraging strengths you compliment and complement your boss.
Causes agreement: Idea exchanges lead to the best possible solution. Everyone's opinion is welcomed and valued.
Manages with continuity: Issues are discussed at regular intervals. This minimises surprises and last minute fire-fighting.
Matching people with work: An effective leader carefully considers not only work experience but personality traits when staffing an assignment.
Understands the job: A good leader will develop trusted, valuable employees who strive to contribute to the organization because they feel needed. The successful leader knows the way, shows the way and goes the way.
Respect feelings: Emotional needs of employees are recognized. Employees are offered a guiding hand when making decisions. They are not simply handed the solution.
Gives employees autonomy: Once a level of trust is attained, the more autonomy an employee can handle the better the employee and organization will be.
Eliminates Boredom: Allows individuals to adap
The UK’s Records Management Society defines records management as, “the process by which a company manages all the elements of records whether externally or internally generated and in any format or media type, from their inception/receipt, all the way through to their disposal”. In this digital age many organisations have set up comprehensive systems to ensure that electronic records are safely stored and backed up, with a plan in place should an unexpected crisis occur. This makes a great deal of sense since some estimates suggest that over 90% of businesses that have had a major data processing disaster will go out of business within 5 years.These days most employees rely on electronic systems to do their job and lost or damaged files can spell disaster. However while IT systems are often carefully considered and any perceived emergencies planned for, paper records can frequently be neglected. It’s difficult to pinpoint why this is except to say that perhaps manual records are considered unimportant when compared to expensive IT syste
Demanding agreement: Many bosses find it difficult to accept different points of view. Bosses should seek acceptance and assistance, not agreement.
Confusing efficiency and effectiveness: Efficient workers get things done quickly. Effective staff achieve the right goals. The two should be balanced, with priority going to effectiveness.
Boss Strengths By leveraging strengths you compliment and complement your boss.
Causes agreement: Idea exchanges lead to the best possible solution. Everyone's opinion is welcomed and valued.
Manages with continuity: Issues are discussed at regular intervals. This minimises surprises and last minute fire-fighting.
Matching people with work: An effective leader carefully considers not only work experience but personality traits when staffing an assignment.
Understands the job: A good leader will develop trusted, valuable employees who strive to contribute to the organization because they feel needed. The successful leader knows the way, shows the way and goes the way.
Respect feelings: Emotional needs of employees are recognized. Employees are offered a guiding hand when making decisions. They are not simply handed the solution.
Gives employees autonomy: Once a level of trust is attained, the more autonomy an employee can handle the better the employee and organization will be.
Eliminates Boredom: Allows individuals to adapt the work to suit their needs, as long as the job gets done. Seeks results, not methods: New methods to improve effectiveness should be sought, but not at the expense of results.
Employs positive feedback, not criticism: Focusing on the positive rather than the negative is a proven technique in affecting a desired change in behaviour. This boss "catches subordinates doing something right". "A soft answer turneth away wrath" ... Proverbs.
Combines co-operation with competition: Organizations, which encourage groups to be simultaneously co-operative and competitive, produce the greatest chances for success.
Keeping your Boss Happy
Follow these steps to keep the boss happy:
1. Learn what your boss expects and values.
2. Strive for high quality results.
3. Solve as many problems as possible without the help of your boss.
4. Keep your boss informed.
5. Be your strongest critic.
6. Get regular feedback from your boss.
7. Differ with your boss only in private.
8. Save money and earn revenue.
9. Be a good leader yourself.
10. Promote only valuable ideas.
Your boss is not interested in the storms you encountered, but whether you brought in the ship.
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