Author Archive: Timothy Phillips

Old vs. New management philosophy

When comparing old vs. new management philosophy you will note several differences. Over time, the way businesses have been managed has changed. With time, advancement in technology has made it easy for managers to adopt new innovations which make running of business more effective. Scientific research has been carried out to identify the impact of different activities on the environment. This has made businesses to adopt environmental friendly approaches in their operations.

Old vs. new management philosophy

Old management was company oriented while new philosophy is customer oriented

With time things have changed. The competition in the business world is increasing each and every day. This has made management of business to base decisions on customers. This is unlike traditional forms where companies made decisions basing on what worked well for them

Opinions are data driven unlike traditional opinion driven decisions

Traditionally, managers used to base decisions on opinions. It is unlike nowadays where managers base decisions on scientific researches which are carried out before a decision can be made in any given company.

Nowadays businesses are run on sophisticate system unlike manual systems which used to run old businesses

Due to advancement in technology, nowadays businesses are run on more advanced systems. Nowadays businesses use computers to come up with accurate systems which make work easier for both employees as well as customers. Technological advancements make it easy to run businesses.

Traditionally businesses used to be run on short-term decisions unlike nowadays

Traditionally, businesses used to run on short-term decisions due to lack of advanced scientific systems which can be used to predict future of business. Nowadays technology can be used to predict long term changes in businesses hence making it easy to make long term decisions.

Today’s businesses focus on implementing small changes at a time unlike traditional businesses

Traditionally, business used to implement drastic changes at a time. But, nowadays businesses prefer implementing small changes at a time so that they will learn on how the changes affect their operation. Today’s businesses are working on continuous improvements which are unlike traditional businesses which work on terms.

Today’s business work towards eliminating wastes

This is unlike traditional business which used to tolerate the wastes. In today’s business you will find businesses working swiftly to reduce wastes so that they will remain economical. Nowadays business focus on better corporation between departments for effective service delivery. Business nowadays use technology to eliminate waste as much as possible.

Modern business encourage employee participation and socializing with customers

Unlike traditional managers, where the relationship between employers and employees was not very good, nowadays businesses are working towards improving the relationship between employees and employers. They also encourage socializing between customer and employees as a way of trying to figure out what the customers will prefer most in the services which the business offer.

New mangers guide unlike traditional managers who used to impose decisions

Traditionally, managers used to impose decisions. It is unlike modern managers who lead employees in achieving goals set by the organization. Nowadays managers make the right decisions and guide employees understand on how to achieve the set goals.

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How to be an effective leader in your company

In any company, success is only possible if there is an effective leader who provides a sense of direction to the rest of the members. Learning to be an effective leader is a continuous process as every other day presents new challenges to the company which need to be addressed using unique strategies to bring about meaningful change.

The following are tips on how to be an effective leader in your company:

1) Nurture and practice excellent communication skills

Communication is the lifeblood of a company. An effective leader therefore should be able to easily communicate with others clearly, in a friendly way and ensure respectful communication is upheld at all times. It is also important for the leader to get a thorough understanding of the views communicated by the rest of the members in the company in order to avoid communication breakdown.

2) Be a great team leader

Teamwork is at the heart of a company whether you run a Fortune 500 business or you are a small group of stone fabricators. A team allows room for combined effort and utilization of every person’s potential. An effective leader ought to motivate the team members to participate by giving the equal chances to contribute their views thus reinforce a culture of teamwork in a company. This possible when the leader does the following:

a) Identifies the individual needs of the team members.

b) Builds trust.

c) Emphasizes clear communication among team members.

3) Believe in your self

The path towards becoming an effective leader is to have self-confidence. This entails a strong conviction that the leader has got what it takes to lead others.

4) Conduct regular self-assessment

An effective leader understands their strengths and weaknesses. Weaknesses for instance, should act as an eye opener to the leader that they need to offer other individuals the chance to complement their skills. This also gives the leader a chance to learn from others and improve on their weak areas.

5) Involve others in vision and goal setting

In any case, involving the employees in formulating the vision and goals of the company cannot be over-emphasized. This is key so as to ensure the leader communicates both the short and long term goals of the company to everyone. Moreover, the leader informs the members on the best strategies to use to achieve the set objectives. This guarantees that employees know what is expected of them and how they should do it.

6) Offer constant motivation to people

Employees yearn for appreciation and positive recognition from their leaders. An effective leader should give recognize the efforts of employees through positive feedback and tangible rewards which make the employees strive to be more productive. Giving employees chances for personal growth and career development through training within and outside the company is also part of motivation.

7) Build a strong organizational culture

An effective leader sets a good example in the company by seeing to it that there are specific shared values and norms that create an enabling working environment. These shared values and norms govern the moral and ethical behavior employees ensuring proper internal relations.

Above all, an effective leader is committed towards ensuring that the overall mission and vision of the company comes to fruition by harnessing everyone towards a common goal. An effective leader also desires to be better by taking up challenging leadership opportunities in a company that sharpen their skills by providing new insights.

Progressive Styles of Management

Progressive styles of management are management strategies which do not conform to traditional management tactics. A progressive manager will look for progressive and innovative ideas to lead his organization. Sometimes the traditional management skills will not work well due to the ever changing dynamics in the corporate world. New technologies have been incorporated which make work easier in the management field. A progressive manager will utilize new innovation to lead his organization to becoming a profitable and sustainable business. There are several characteristics which define a progressive manager. Some of the aspects of a progressive styles of management which you should know include the following:

Forward Thinking

A progressive manager will always favor or advocate for progress. It is against the norm of the progressive manager to maintain things as they are. He will go overboard and look for changes which will benefit the organization. The manager will reform different areas of the organization as a way of trying to make the organization reach greater heights of success. There are several areas where the manager can improve, for example, he can change the way the business used to operate and incorporate digital solutions which will improve service delivery and make it easy for the organization to succeed. He will also look for innovations which will make work easier for the employees. If you will like to become a progress manager, then you need to look for ways of improving the operation of your business. Managers who will restrict themselves to old ways of doing things end up missing in their service delivery. Many organizations are embracing enhanced service delivery through use of digital solutions. As a progressive manager you should assess different types of service delivery available and go for the best tactics which will make your business beat the competition.

Social Responsibility

Progressive management goes hand in hand with progressive management. The manager will focus on social justice and going green. It is a common practice in progressive managers to look for ways of conserving the environment in their area of operation. The managers will always try to balance profitability of the company which they lead with ethical leadership. You will find the managers employing different tactics in their production phase as way of trying to reduce the flue gas emissions to the atmosphere which can interfere with the environment. This leads to balanced development in a given area of operation. There is no need of exploiting say resources from an environment and leave the environment in a bad state. If a given company is involved in extraction of metals, the organization will extract the metals using safe methods and invest some of the profit which they will make in preserving the environment. This contributes greatly towards conserving the environment.


A progressive manager will always strive to produce good results as well as maintaining good social responsibility. Among the goals of a progressive manager include coaching and interaction, two way communication, openness in every aspect of the organization running, intense training, quick and effective delegation. The objectives of the progressive management lead to better customer and employee satisfaction in the long run.

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Ideas on how to structure your company

Structuring a company simply means creating a framework which facilitates its proper functioning. One should bear in mind three key issues-tasks, rules and regulations and governance which form the cornerstone of structuring a company. There are a number of tips which offer ideas on how to structure a company as we will explore in this article.

1) Form a work force committee

Structuring a company is a process that calls for intense deliberations and a lot of critical thinking among members of a company. In this committee, questions should be raised such as the objectives of the company. If in the process it is realized that the company has a wide array of objectives, it will be vital to have a multidimensional structure.

2) Consider the degree of formality required.

The extent to such a formality is needed in an organization is dependent on a number of factors. They are:

· If the company has just started operating, it is advisable to have a structure that is less formal.

· If employees are self-motivated the company structure should create a flexible structure that allows them to make decisions concerning how to perform their duties

· Where the company has new inexperienced leaders, the degree of formality increasing necessitating a rather complex and centralized structure.

· Working relationships- more often than not, individuals working in a new company not have prior working relationships which means that a company must be structured in a very formal way at this stage. As the individuals continue to interact with one another, the structuring can be changed to allow them the freedom to make some policies within the company.

3) The size of the company

A large company will require to have a relatively complex structure with a very formal hierarchy to enable it to attend effectively to all the set targets. In such a scenario, a company will require various individuals such as a board of directors, a CEO, heads of departments and communications personnel to hand the diverse roles. A small company would employ a simple, informal structure and only need a few people to spearhead it.

4) Number of tasks to be performed

Division of labor and specialization is inevitable where a company has many tasks to be done. In this case, a company will have to eliminate rigid procedures and focus less on the chain of command. This is necessary in order to ensure that job delegation in different facets of the company becomes an easy process and less time is spent on unnecessary consultations with the top level management.

5) The need to deep root change in a company.

A company is always in a lifelong process of development and learning. Thus, change is mandatory. This demands that a company structures itself in a way that accommodates these adjustments. For example, the technology in this era is one that is very efficient and has created virtual organizations. This is a clear indication that a company can operate online, anywhere without individuals having to meet all the time. This in turn calls for a company structure that can cope with future developments that entirely change the existing structure.

In summary, structuring a company is of essential in creating organizational commitment and unity among individuals as well as giving them specific procedures on how to conduct tasks leading to the smooth flow of operations.

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Most Effective Management Styles

If you are still wondering which management styles are most effective choose the below four principal modern-day management styles are the autocratic, technocratic, bureaucratic and devolutionary manager. But which one of them are you? Without reading any further, you can guarantee that no one would want to be identified as an autocratic or even technocratic boss.


The style that no-one wishes to admit to. Typically the autocrat possesses all of the energy along with the say about what goes on. He or she is in full command and rarely entertains staff feedback. That is having been said an autocratic style of management is not inevitably an undesirable one. Particular motion picture directors as well as celebrity culinary chefs are recognized for their autocratic personality and are rightly respected for their expertise. This type of management can bring results, but it isn’t something which employees tend to be content to endure for long. They often feel marginalized instead of paid attention to, and this can bring about a high turnover of employees.

Devolutionary ( Laissez-faire)

The one everyone wants to become! All of us want to be identified as being a devolutionary. This particular management style revolves around handing the power to the staff. The utopian theory expunges a view of a content and eager workforce going about their daily activities, making swift and accurate decisions and typically enjoying a jolly good devolved time.

This is often, however, not the case. The staff could lack the capacity or nous to take important decisions, or they may benefit from the manger if not getting continually monitored. There are often quite a few pitfalls to handing power to some of the lowest wage earners inside a corporation, and if there’s not the necessary support network for the staff and sufficient core training, the enterprise may wish it had hired some ex-chefs.

On a good note, when it functions effectively it may be extremely valuable. Workers have a tendency to be genuinely engaged within the work environment and because they possess a very high knowledge base themselves are more likely to progress through to management.


The bureaucratic manager is extremely picky and thorough. He or she will investigate just about every tiny difficulty, problem or complaint to the full and, like a dog chasing a bone, not let go until chow time. This kind of manager is usually only 1 step removed from an auditor and behaves as such. Their investigative capability is both respected and feared by the staff, and they retain a high amount of control over their small business.

They are usually serial “yes” men and not the most inspirational of leaders. Their staff may find it difficult to bond with them, and consequently, morale could be low.


Technocratic management deserves a mention right here. It is the management style of the downsizer or the redundancy maker. The kind of person that does well at technocratic management always believes that the main interests of the business come before anything else.

This can be a tricky kind of the Directorate style in that downsizing is an issue that quite a bit of organization are tackling at the minute and not possessing a prepared and able technocrat to handle these duties can lead to even greater challenges in the company.

No person is liable to become comfortable with every one of these management styles (whatever the requirements of the organization). But every person must display these kinds of management styles at some point. Periodic autocracy is an excellent way of reminding the staff who is the boss while periodic devolution is a great way of reminding the staff that they may be valued. And let’s say we have a staff problem to resolve? Well then, we might have to engage in a small amount of bureaucracy while we investigate after which some technocracy (if required) may be necessary to defend the company!

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For more information on management styles and which to choose, please see the helpful video below from