By Michael Armstrong

Armstrong’s instruction manual of administration and management offers suggestions at the procedures of administration and management with emphasis on what managers and aspiring managers want to know and do to make a distinction of their businesses. in addition to proposing the main abilities required for potent administration, it additionally bargains with 3 very important parts of administration: swap administration, non-stop development and the fulfillment of excessive degrees of shopper service.An excellent source for these learning introductory administration modules in company and HR courses, the e-book is followed via on-line fabric for instructors and by an exhaustive set of questions and solutions to aid scholars try their studying.

Show description

Read or Download Armstrong's Handbook of Management and Leadership: A Guide to Managing Results PDF

Similar human resources & personnel management books

Harnessing knowledge dynamics. Principled Organizational Knowing Learning

Harnessing wisdom Dynamics: Principled Organizational realizing & studying interprets what's arcane and arguable at the present time into managerial tips that's subtle but functional. It additionally enhances the numerous present administration books on method, expertise, wisdom and structures whereas addressing a well-known and critical void.

Resolving Conflict (Communicators)

Belief, openness and collaboration are very important for efficient operating relationships. even if, clash and occasional morale are frequently the norm. there's a want for brand spanking new how one can deal with relationships at paintings. This publication fulfils this want. It does not simply speak about the significance of openness, belief and collaboration; it is going to allow you to create this fact.

The Hr Guide to European Mergers and Acquisitions

Information of a merger or acquisition is a huge occasion within the lifetime of an organization, which stirs uncertainty, nervousness and worry. The alterations, redundancies and so forth, that frequently stick with this information, are one more resource of turmoil for the staff of either businesses concerned. there is not any magic formulation to prevent those results thoroughly.

People Resourcing and Talent Planning: HRM in Practice

Makes a speciality of the resourcing of companies with humans, this enticing textual content achieves a stability among educational rigour and practitioner relevance. This balanced technique, including the breadth and flexibility of the content material, permits the publication for use successfully for modules in accordance with the CIPD expert criteria and different upper-level HRM modules.

Extra info for Armstrong's Handbook of Management and Leadership: A Guide to Managing Results

Sample text

Coaching leaders still define roles and tasks, but seek ideas and suggestions from the followers. Decisions remain the leader’s prerogative, but communication is much more two-way. • Supporting leaders pass day-to-day decisions, such as task allocation and processes, to followers. Leaders facilitate and take part in decisions, but control is with the follower. Effective leaders are versatile in being able to move between the styles according to the situation, so there is no one right style. However, people tend to have a preferred style and should understand what that is.

Decisions remain the leader’s prerogative, but communication is much more two-way. • Supporting leaders pass day-to-day decisions, such as task allocation and processes, to followers. Leaders facilitate and take part in decisions, but control is with the follower. Effective leaders are versatile in being able to move between the styles according to the situation, so there is no one right style. However, people tend to have a preferred style and should understand what that is. What do leaders do?

Maintain effective relationships – between themselves and the members of the group, and between the people within the group. These relationships are effective if they contribute to achieving the task. They can be divided into those concerned with the team and its morale and sense of common purpose, and those concerned with individuals and how they are motivated. John Adair (1973), the leading British expert on leadership, explained that these demands are best expressed as three areas of need that leaders are there to satisfy.

Download PDF sample

Rated 4.67 of 5 – based on 4 votes