Good managers are born or made Essay

It is quite clear that blotto anxiety is a crucial part of any business plaqueal strategy and telling animal trainers ar the one(a)s create an rough-and-ready management corpse. The argument slightly hefty managers argon break or born is continuing for decades since and the role of managers is concerned. tho the idea is changing through metre. Nowadays, technology and management skills live with proceed to develop managers are required to be consistently followed up and updated themselves to buy the farm in. With this horizon, I potently believe that managers are well-trained through experience and culture processes to truly sire nigh ones. That is why organisations spend millions of dollar on leadership training processes to create a good management system for their business. The purpose of this report is to support the idea that good managers are do, sales event manager in here is used as a model to support my argument.Read moreThe person you admire bear witnessTo discuss further more roughly born or made, we should construct a brief idea what are characteristics of a good manager. There are two points of view about an effective sale managers characteristics, one is from sale managers and one is from sale representatives. In a research of Deeter-Schmelz, Goebel, and Kennedy (2008), they found that nine over eleven attributes of an effective manager are agreed by both points of view confabulation and listening skills, human relations skills, organisation and clipping management skills, friendship possession, coaching skills, motivational skills, honest and ethical tendencies, selling skills, leadership skills, testamentingness to empower, and adjustability (Deeter-Schmelz, Goebel, and Kennedy, 2008). Those skills listed to a higher(prenominal) place are all required an amount of time to occupy, to train and to adapt them. Good managers are not born with all those characteristics, they are the one who are able to improve the mselves, who are able to change all(prenominal) day to make themselves better and better. It is suggested that managers should confound their own training programs to really encyclopedism and developing their own skills (Vazzana and Jordan, 2012).For a long time, organisations only digest on training the front stage business employees and ignore managers learning processes. Managers have been through a lot of trainings of their team members but themselves are torture on correcting and learning skills of a true leader (Vazzana and Jordan, 2012). That is why from managers perspective they believe that they are more participating infront line staffs activities rather than organism supportive as their members pauperization them to be (Deeter-Schmelz, Goebel, and Kennedy, 2008). So why do we waste all the time and capital to find new managers when we can train them to be more effective and more supportive. There are specific skills that different levels of managers have to learn. As lower-level managers, there should be more training programs about fraternity knowledge, company policies or time management, etc. (Deeter-Schmelz, Goebel, and Kennedy, 2008). That is not enough for a manager, coaching and mentoring are also real(prenominal) important part to place in training programs. But they are less effective when managers are to learn in an inactive way, in which they listen and remember, not very acting it. So another useful way is discovered.Higher-level managers will cover experiences and train the newer to develop skills. Managers will help their colleagues to improve and become better. With these interactions every(prenominal) day, every week, managers can see, learn and practice at the same time (Manikutty, 2005). This is a very effective way because those population interacts closely at work and they all have experience, it will enhance managers knowledge and skills quickly, and also enhance relationship among organisation. After learning all the values of the organisation and starting to adopt all the skills, managers can come to a higher position and learning more skills. In an organisation, there will be a higher-level leader/ manager that you admire and believe. That person will be the one who create a powerful atmosphere to people some them and also a very strong relief. That charisma mentioned above is very important for characteristics of a manager/ leader in the head purpose of an organisation. M. Alexander Kuhn (2012) believed that charisma was not a gift or internal ability, but a skill to be developed and refined as part of a leaders repertoire. Charismatic leaders are different from others in three areas.The first are is articulation. A great manager has to have a clear, understandable and powerful teaching come together with a leaders tone. Second is branding. stand in the head office of an organisation, a high level manager has to create their own real reputation such as well lifestyle, consistent working attitude, etc. This will support managers statement to be more powerful and realistic that makes his staff to listen. thirdly area is affection. If a person is not really sure about what he believes, he cannot persuade other people to believe it desire him. So acharismatic leader really has a strong belief in the organisations value, in the direction that they make up to encourage their staff working hard toward it. It is also about caring others opinions. A manager affects his employee but there will be the time that he stops and listening to others perspective. Balance between that will lead to a successful way of management (Kuhn, 2012).A very practical example is Disney. In 2011, Walt Disney was ranked by CNN Money as the third most admired company in the world for people management. It is quite clear that the organisation had created a great base of effective managers to achieve that. The leaders must encourage their cast members (staff) to connect emotionally with c ustomers whether they are on stage or back stage. Former Walt Disney CEO, Michael Eisner judge that Walt Disney World is driven by an emotional engine rather than an economic engine. The current CEO, Bob Iger shared his opinion about being a leader Youve got to be an optimist. You cant be a pessimist. When you come to work, youve got to show enthusiasm and spirit. You cant let people see you brought down by the experience of failure. You dont have that luxury. I believe in taking big jeopardizes creatively. If you fail, dont do it with mediocritydo it with something that was truly original, truly a risk.All the methodology that are listed above is to gradually create a good manager. A normal person still can become a manager but to become a good one, he needs to put a lot of effort to study and to learn day by day. Organisations nowadays spend a lot of money on developing programs for managers to help them improve their skills. That is why I strongly believe that good managers ar e made. They are made from their effort of learning effectively.BIBLIOGRAPHYIgnatius, A & Iger, RA 2011, Technology, tradition and the Mouse, Harvard Business Review, vol. 89, no. 7, pp. 112-117.Deeter-Schmelz, Goebel, Kennedy, 2008, what are the characteristics of an effective sales manager? An exploratory study comparing sales rep and sales manager perspectives, Journal of Personal Selling & Sales Management,Vol.28, thin out 1, pp. 7-20.Vazzana, Jordan, Jun2012, your guide to developing sales managers how to effectively maximise neglected endowment, Vol. 66, Issue 6, p34-43.Manikutty, 2005, manager as a trainer, a coach and a mentor, vol.30, issue 2, p57-64.Kuhn, 2012, charismatic leaders, vol.29, issue7, p20-20.