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Post by cmbrogan on Jul 20, 2013 22:07:17 GMT -6
INSTANT MBA: Reevaluate Your Career Every 18 Months
You should always keep your worth and happiness in your career in mind. If you find yourself dreading getting up to go into your office or find yourself thinking youd be happier on a different path, make the effort to find something new. If your stuck somewhere youre miserable youre not helping yourself or the company. Enjoying where you are and what you do will only make you that much more valuable and productive.
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Post by neilthompson on Jul 21, 2013 13:54:45 GMT -6
INSTANT MBA: Give Your Employees More Time To Do What They're Actually Good At
As individuals are promoted through an organization as a reward for their work execution, there is the danger that these individuals may be promoted into a role that does not fit their skill set. I really like the idea that is discussed in this article of removing the organizational hierarchy and keeping individuals executing in roles where they have great impact. This would keep an organization very effective since you keep those who are great at execution of work in a role where they are the ones executing the work.
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Post by lydell on Jul 22, 2013 6:59:41 GMT -6
If you have someone who is doing a great job executing a certain function in your company why promote that person to manager status? As a manager they will no longer be executing that function because they are now managing. What happens when there is no one else to execute this function as effectively as they did? There is definitely a danger in promoting people. When a person is new and trying to prove himself, he is doing literally everything and more in his power to make himself be noticed and noted. As he gets promoted, he becomes more and more high in the system, which means he has to prove himself to less and less people. Before you know it, he is the top of his branch with only one person above him, and he literally does nothing but the absolute bare minimum required to get the paycheck every month.
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Post by Michael Miller on Jul 22, 2013 8:45:22 GMT -6
Well I do not think someone should be promoted unless they are fit for the position. If someone gets to a position and stops progressing it is because they were not right for the job in the first place. I think people should always be given the chance to rise up in a company if they are well suited to do so. Staying in the same position too long could also have an effect of slow progress.
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Post by hayleymcglothren on Jul 22, 2013 12:32:56 GMT -6
INSTANT MBA: Give Your Employees More Time To Do What They're Actually Good At
Can't say that I have seen this happen first hand, but it definitely makes sense. Hiring people who are good at certain tasks would definitely seem to benefit the company. This would ensure that those working on certain projects or tasks are passionate about what they do. I definitely think this would improve work ethic within a company by delegating tasks to people who fit them. This would make everyone more productive within the company and reduce the need for people to be managed.
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Post by leannthompson on Jul 22, 2013 20:33:30 GMT -6
INSTANT MBA: Give Your Employees More Time To Do What They're Actually Good At
I think this is an interesting spin on orchestrating a company's structure. I think that lots of people want to work in a place where they are able to climb the corporate latter. The climb motivates them to be the best of the best and perform. So I think not having a hierarchy could demoviate your staff. But, than again depending on what field you are in it could work. From my experience engineers don't like to manager people, they just want to do their work, be great at it, and be done. So having a staff of engineers who each are supper at one type of engineering and loves doing it will be a huge benefit to company.
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Post by shebilemoine on Jul 24, 2013 10:04:34 GMT -6
INSTANT MBA: Give Your Employees More Time To Do What They're Actually Good At
Sometimes having a hierarchy in a business can hurt the business. Every time a person gets promoted they do less of their job and more managing. By the time an employee reaches the top of the hierarchy they have so many people to manage that they tend to do less of the job they started with. If we eliminate having a hierarchy then we can have more employees doing what they were hired to do. People tend to not use their skills as much when they are promoted. In order to make sure the employees are using their skills it is a good idea to have as few managers as possible.
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Post by melissacantrell on Jul 25, 2013 10:57:04 GMT -6
INSTANT MBA: Give Your Employees More Time To Do What They're Actually Good At
I feel like this article has great advice. When someone is great at a position, that does not always mean they will be great at the next position up the chain of command. It is not necessary to promote someone because they are doing a great job, instead they could receive other incentives, such as a raise, but continue doing the same job they are good at. We have had crew members at my job who are amazing at their jobs, and they get promoted to management, and are not great at managing. Rather than making these crew members managers, we should have allowed them to be the great crew members they were, and this would have been much more beneficial to the organization.
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Post by briandavis1 on Jul 25, 2013 22:28:14 GMT -6
INSTANT MBA: Give Your Employees More Time To Do What They're Actually Good At While hiring employees it is always a great factor to understand what they feel they are best at. Each employee is different and have different talents. Employees are a team and while they work together are a machine. Each one has a task they need to accomplish. So i feel as a manager he/she should get to know each employees straight and put them in the place they need to be to help make the business run effectively.
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Post by kayminix on Jul 26, 2013 9:55:18 GMT -6
INSTANT MBA: Give Your Employees More Time To DO What They're Actually Good At
Although I agree that as you move up you can become lazy, I also think that without the option to move up, people will see no incentive in trying hard and doing the best work. I think that when you hire people you need to find someone with passion and desire to do well, as well as a strong care about the company. If they care about what they are doing, who they are working for, and believe in what they are doing and a part of, then I don't see why they would become lazy as they move up. As I have proved myself and been promoted over the past year, I find myself constantly proving myself and working harder because I care about our company and our store. I want what is best, and that means I work my tail off, getting the best results.
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Post by kcarson7 on Jul 26, 2013 12:33:00 GMT -6
INSTANT MBA: Give Your Employees More Time To Do What They're Actually Good At
In a company that has a variety of different people with different talents, it is a good idea to allow your employees to do what they're good at. In most cases, this will make your employees more efficient, and everything will run much smoother. If each person is trying to do something they aren't good at, or they don't like, production seems to decrease, and jobs get done less and less accurate.
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Post by gabrielle on Jul 27, 2013 12:36:46 GMT -6
INSTANT MBA: Give Your Employees More Time To Do What They're Actually Good At
This article points out an interesting idea. If you hire people that are naturally motivated and skilled at what they do, you wont need a manager to oversee their efforts. Getting rid of management gets rid of the hierarchy in a business. I think that this idea is interesting but I also think that it leads a lot of room for error. If there is no one around to check up and make sure that employees are doing work and spending their time effectively, employees may grow to take advantage of this, as everyone that you hire cannot possibly be perfect and honest. I think that there will always have to be someone there to make sure that things are getting done properly and that there are consequences for not following protocol.
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Post by csummers on Jul 27, 2013 23:37:19 GMT -6
INSTANT MBA: Give Your Employees More Time To Do What They're Actually Good At
In a business setting, managers and owners do not want to promote someone because they have been with the company the longest. If these people have the best interests of the company at heart, they will want to promote based solely on merit. Dolgin is in the process of getting rid of the “hierarchical system of managers” at the YES Network (the NY Yankees network). This makes sure that the people in management positions are there because they know what they are talking about, and can manage people to execute. This also allows the execution of projects and initiatives to be completed by the floor workers, or executors, as the author called them.
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Post by grober86 on Jul 28, 2013 21:25:19 GMT -6
INSTANT MBA: Give Your Employees More Time To Do What They're Actually Good At
Sometimes an employee might be a great worker in the bottom organization but doesn't have the decision making or management skills when he gets promoted to be an asset anymore. While I agree with putting people where they are useful, if you don't have incentive of being promoted that person might care a lot less at being good at what he is doing.
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Post by lakeishabrooks on Jul 29, 2013 8:32:17 GMT -6
INSTANT MBA: Give Your Employees More Time To Do What They're Actually Good At I agree that every that is a great worker might be just good at what they do at the level they are at. That article states that some people get promoted and keep on getting promoted because they execute each task that is given to them but sometimes they need to stay at the place that they are really good at to make a great difference in the company. Everyone is not meant to be CEO or CFO you have to have a great skill and put it to work.
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