Nevertheless within a workplace environment, managing people is a deliberate act that has to be cultivated and enhanced through leadership skills and training. Contrary to expectations, people like to be managed! Individuals feel more secure, supported and appreciated when they judge that somebody is 'looking out' for their interests, development and is at hand to assist in case of problems. However managing people has challenges, "a manager's most important and often most difficult job is to manage people." (Welch, 2008)
Most managers either clings to tasks that they should delegate to line staff while others just dump them to subordinates without due process, 'instead of giving orders, a smart manager gives instructions' (About.com, 2009). One of the main tasks of a manager assisting an employee through the process of life cycles within the organisation described as HIAR or Hire, Inspire, Admire, and Retire. The manager must be less a 'manager' and more a 'leader', hence must inspire and motivate those entrusted to lead. Lee Iacocca - former Chrysler CEO asserted that,' management is nothing more than motivating other people.' (University of California, 2008)
Organisations always strive to ensure the effectiveness of their production process to the satisfaction of their customers and shareholders. This is entirely dependent on the output of all their employees. Unfortunately many workers continuously underperform or merely generate just the expected output while avoiding extending their efforts to the best of their abilities. This has mainly been attributed to poor people management hence leading to the lack of incentives in the workplace that motivate the workers. Proper people management is epitomized by a motivated workforce serving as the medium for growth. Motivation is acknowledged as the catalyst for enhanced production is solely lacking in many firms due to ineffective individual supervision and minimal inducements for the staff coupled with many discouraging practices that de-motivate them even further (Sorensen, 2002).
There is no secret formula or set of rules in managing people, however it takes personal style plus some unyielding dedication to succeed. However a manager must always remember the adage that, 'By failing to plan you plan to fail', hence the need to establish long and short term objectives. These objectives need to be S.M.A.R.T.E.R: Specific, Measurable, Attainable, Realistic, Timely, Ethical, and Relevant (Blair, 2006). A manager must be consistent or predictable in own actions and reactions rather than erratic hence generating ambiguity to other employees. However the manager must also be flexible which does not mean that they are inconsistent. This means the manger is decisive on big and small matters while communicating effectively your expectations. The managers must ensure that they maintain the confidence of all other staff by not betraying their confidence or any confidential company data. By been friendly and witty, a manager will appear accessible while helping themselves relax rather than stiff and rigid. Since everyone has personal lives, families, opinion and struggles, all employees should be treated equally regardless of position within the organization (Bright, 2009).
Personal communication or face-to-face meetings have been identified is the finest form of communication (BusinessTown.com, 2003, p. 1). The