1) Introduction

Hi all, I have created this thread to share managements skills that could be useful in our career development.
The thread would be heavy on contemporary management theories and some experiences.
Some of these you might have come accross already, some others you may come accross during management trainings in your place of work
You can describe this thread as your liitle MBA manual withy loads of stuff from HBR, McKinseyQuartely, CIPD etc... just name it

(Forgive my fuzzy written grammer which you will notice throught the thread. I try to type as fast as my brain processes information, and rarely go back to edit or review.)

2) Theory X any Y
(Slap or Praise)

Some workers are lazy and reluctant to work (theory x) while others are ambitious and are willing to take initiatives (Theory Y)
The idea is that for those with the X attributes, you have to micromanage them, and appeal to theire fears. This could take the form of slaps, screams, threats or outright sacks to get them to achieve targets. You've seen workers like this, haven't you?

On the other hand, some works with the 'Y' attributes are willing to go the extra mile without being forced to. All you need is to encourage them and communicate openly with them.

In the Nigerian work environment, you'd find both types of workers plentiful. Even if you increase salaries for 'X' workers, they will not budge in their poor work ethics. They are however more likely to budge when you threaten to cut their salaries

As a manager, it is important that you differentiate between both types of workers and threat them differently
Whereas you could go out for drinks with 'Y' workers who are your work subordinates,
doing the same with 'X' workers could greatly undermine your authority and effectiveness

^^^ Douglas McGregor's theory X and theory Y of motivation?

Many civil servants-theory X attributes.
Many private coys and firms employees-theory Y attributes.

Okay, but what about the flaws of these theories?


**following**

esere826: Theory X any Y
(Slap or Praise)

Some workers are lazy and reluctant to work (theory x) while others are ambitious and are willing to take initiatives (Theory Y)
The idea is that for those with the X attributes, you have to micromanage them, and appeal to theire fears. This could take the form of slaps, screams, threats or outright sacks to get them to achieve targets. You've seen workers like this, haven't you?

On the other hand, some works with the 'Y' attributes are willing to go the extra mile without being forced to. All you need is to encourage them and communicate openly with them.

In the Nigerian work environment, you'd find both types of workers plentiful. Even if you increase salaries for 'X' workers, they will not budge in their poor work ethics. They are however more likely to budge when you threaten to cut their salaries

As a manager, it is important that you differentiate between both types of workers and threat them differently
Whereas you could go out for drinks with 'Y' workers who are your work subordinates,
doing the same with 'X' workers could greatly undermine your authority and effectiveness

*yawn* Booooring!!!!

Ishilove:
*yawn* Booooring!!!!

Get your fine ebony behind outa here

Ishilove:
*yawn* Booooring!!!!

Abeg, go to your ruddy and hot politics section o, no come scatter this place for us.

nitrogen: ^^^ Douglas McGregor's theory X and theory Y of motivation?

Many civil servants-theory X attributes.
Many private coys and firms employees-theory Y attributes.

Okay, but what about the flaws of these theories?


**following**

There are flaws alright,
but I think the X and Y theories when viewed in a generalistic way is quite on point

In the western world, as the economy moves from products/manufacturing to service delivery they tend to emphasise theory Y over X. Industry regulations and legislations also ensure that Theory Y is further explored


However, in a country like Nigeria where production/manufacturing/trade is the business of the day, it might be more appropriate to use Theory X for most staff. Wether in Public or private enterprises

esere826:

There are flaws alright,
but I think the X and Y theories when viewed in a generalistic way is quite on point

In the western world, as the economy moves from products/manufacturing to service delivery they tend to emphasise theory Y over X. Industry regulations and legislations also ensure that Theory Y is further explored


However, in a country like Nigeria where production/manufacturing/trade is the business of the day, it might be more appropriate to use Theory X for most staff. Wether in Public or private enterprises

But with the thrust of foreign trained Nigerians into private enterprises, i bet management will be one tough job where Theory X is prevalent.

nitrogen:


Abeg, go to your ruddy and hot politics section o, no come scatter this place for us.

You can kiss my fine ebony behind!

Ishilove:
You can kiss my fine ebony behind!

Seriously, are you a bomboclattt?

Anyway, for the sake of this educating thread, another place and another time!

3) Belbin Team Roles/Profiling

How do you develope or build a successful team? A team that is able to acheive results, and make you shine in front of your superiors.
Belbin identifies 9 behavioural xteristics that are important in a team. We are adviced to understand these xteristics and manage them appropriately in order to acheive our organisational goals.
If we dont balance thes characteristics/roles within our team, we might have a disater on our hands, especially in projects

The 9 roles are:
1) Shapers
2) Plants
3) Monitors Evaluators
4) Coordinators
5) resource investigator
6) Implementer
7) completer finisher
8.) Team worker
9) Specialist

..next, we will attempt to show you how these roles can affect a team's performance

Shapers
tend to provide the drive needed to push things. They are always in the boil, enjoying the push, and are quite egoistic. They can sometimes be agressive, and are quite sarcastic all in a bid to get the team to do what they want.
It is very difficult for 2 shapers to work in a team, especially if they do not have a shared goal and procedure for acheiving a task.

They might end up fighting themselves and relish playing dirty politics to undermine themselves
(The presence of more than one Shaper as pastors is one of the reason behind church breakups)

Shapers tend to be excessive. They: drink hard, work hard, womanise hard, smoke hard, party hard etc


-They are however very useful, especially in getting your project off the ground, and putting fire in the heart of the project
-Watch out that they do not hurt the other team members, or drive the project into something bigger than you bargained for
-Also try hard to ensure you do not have more than one dominant 'Shaper' personality in your team