Power Strategy for Middle Managers

In: Business and Management

Submitted By shotgun
Words 5513
Pages 23
Oxford University Centre of the Study of Values in Education

Volume X: The Fate of Empires: Education in a Consilient World

Reprint: Chapter 6

POWER STRATEGIES FOR MIDDLE MANAGERS

David P. Boyd

Northeastern University

&

Timm L. Kainen

University of Massachusetts Lowell

Copyright 2005: Global Scholarly Publications. All rights reserved.

POWER STRATEGIES FOR MIDDLE MANAGERS

David P. Boyd & Timm L. Kainen

Introduction

Power is a difficult concept for many individuals in western democratic societies and free market economies. Its undertone of privilege and inequality can run counter to the core value of equal opportunity that defines those societies. Yet successful management of the social and economic order, as well as of the organizations within it, requires the use of power. Electoral processes bestow political power while educational and social processes develop access to corporate power. Though not without their failures, these processes confer a measure of political stability and economic equilibrium. However, in a globally diverse economy where organizations become more numerous, entrepreneurial and horizontal, the training time and developmental possibilities for middle managers prove less predictable. As markets and technologies churn ever faster, they often create conditions that thrust mid-level technical experts and project heads into positions where they must manage. Suddenly these denizens must wield power without the authority of office. This paper models some ways for these newly minted power brokers to avoid failure and achieve success.

Power…...

Similar Documents

Do Good Managers Need to Understand How Power and Authority Operates Within Organisations?

...Understanding Organisations Question 1: Do good managers need to understand how power and authority operates within organisations? Name: Surawich Channoi Student Number: 110490551 Course: E-business (Information Systems) Module Leader: Mr Ewan Mackenzie Due Date: 10.12.2012 Word Count: 1509 In every organisation, it is common that there are several groups of staff with different positions work together as a company. In order to manage enormous amount of people, it is necessary to have good managers, leader of each department in an organisation. They will have to use various management tools in order to control and motivate their subordinates to work loyally and effectively, one of the most important tool is power. Finkelstein mentioned that "Power is defined here as the capacity of individual actors to exert their will" (Finkelstein, 1992). However, despite the fact that using power can manipulate and sustain company success, it is also able to create unpleasant effects if the reckless managers overuse or unable to manage it correctly. While some experts agree that power is an essential criterion to managers, there are evidences which point out the negative effects when the managers do not understand their authorities and cannot use power appropriately. Although, mismanaged application of power might lead to significant crisis in an organisation, this essay will attempt to illustrate that professional managers can make a good use of power as a viable method to......

Words: 1802 - Pages: 8

The Impact of Information Technology on Middle Managers

...Nayab 1 Nayab Asim Professor’s Name Sample Test 27 February 2014 The Impact of Information Technology on Middle Managers The technological advancements have brought a revolution in various industries. It is been assumed that a number of industries will be shut down due to these technological expansion. Not only the industries will get affected by it but also the organizational structures of the firms will be affected by it. It is being predicted widely that information technology is going to reduce the middle managers because as we all know that middle manager’s responsibilities are mostly related to performing coordination tasks between top management and operations management and with the progress in information technology, these tasks are predicted to be done by various IT software. By doing so, companies will have lesser hierarchal levels and efficiency will be increased. For example the information systems can help top management in taking decisions related to operations and functions of their firm. They do not need to call a meeting of four to five managers and to report them frequently. This would save the time and cost, eventually benefiting the firm. Levitt and Whistler (1982) said that the culture of managerial jobs will be totally changed and they have warned the middle managers to organize and get themselves ready for this dramatically changing environment of organizations. On the other hand Simon (1977) has Nayab 2 argued that this......

Words: 375 - Pages: 2

Sharing Power? Prospects for a U.S. Concert-Balance Strategy

... Defense Strategy Course Lesson 1, Writing Assessment Essay Topic: Sharing Power? Prospects for a U.S. Concert-Balance Strategy Date: 12 January 2015 Name: Angela Butts, LTC, USAR Dr. Patrick Porter is an Australian academic at the University of Reading in the United Kingdom. Dr. Porter published a monograph entailing a well reasoned argument on a power-sharing grand strategy based upon concert of power and balance of power systems. According Dr. Porter, these are the strategies that will cause the U.S. to no longer be hegemonic and maintain its powerful influence and status in the global system. I agree with Dr. Porter that the United States (U.S.) should employ these strategies in the future decades. However, I disagree that this is due to losing America’s global hegemony. The lost of hegemony would cause instability within the global system. In the future, I think the U.S. will move towards these strategies in order to produce stability while trying to maintain global leadership. Contrary, the focus could shift for the U.S. to build a “multi-partner” system for governments and nongovernment groups to work together on global issues. This is the goal of the Obama Administration in an effort to reduce competition and have closer ties to the major global powers. There are limited options for other countries to take over as a global hegemon. Unlike other countries, India may be the closest to becoming the next hegemon of the global system; however, it is not...

Words: 840 - Pages: 4

Power It

...Power IT case 1. Examine Figure 2 – Power IT's acquisition strategy is the "3rd-party modified off-the-shelf solution". Explain why the case writers assert that the "areas of relative strength" of this option rank as "High", "High", and "Low". The 3rd-party modified off the shelf solution was considered for Power IT’s acquisition strategy because although they had an internal IT department, the staff were not used to developing large scale software. They had local company knowledge but not the required application domain knowledge to allow them to develop such a system within the timescale required. Power IT’s CEO and Finance Director decided to purchase an enterprise resource planning solution from a third-party vendor and have it modified to fit their needs as long as they were able to fit this within the available budget. With the 3rd party modified off-the-shelf solution they were able to depend on their software development expertise and did not need to invest in ‘reinventing the wheel’. The vendor also had adequate application domain expertise. What they lacked was the local company knowledge. This is where the Business Development manager was hired to work with the vendor on educating them about Power IT’s requirements and help ease the transition. 2. What were the major problems encountered during the selection and implementation phases of the project? One of the main downfalls that occurred during the selection of this project was deciding to...

Words: 1543 - Pages: 7

Sharing Power? Prospects for a U.S. Concert-Balance Strategy

...A decision to shift the United States strategy away from an American hegemony and toward a concert-balance strategy is thought provoking and needs serious consideration. Dr. Porter lays out a strong case for this change. When viewing current world affairs and ruling powers in emerging states, the United States can no longer be the sole first responder in the world. America needs to shift its strategic thinking, however, not necessarily to the degree of retrenchment described as hemispheric pullback or offshore balancing or worse pure isolationalism.1 These less expensive strategies might appear to be more attractive and palatable to the America, however they may be more detrimental. The level of withdrawal required could be viewed as the United States is abandoning its allies and with it destroying our credibility. A move to an over-the-horizon balancer may be a better alternative type of concert-balance strategy with today’s world political landscape. The growing multipolarity of the world political entities has to be taken into consideration in a shift in America’s strategic posture. The continued economic and military growth in China, the military reemergence of Russia and continual posturing of Iran helps advance the argument for a shift to a concert-balance strategy, with an emphasis on an over-the-horizon form. Countries like Germany, India, and Japan should be leveraged to allow them to emerge as regional balancers. Furthering these alliances regionally......

Words: 949 - Pages: 4

A Critique of the Identities of Middle Manager

...purpose of the study was to determine the identity of middle manager using the particular of focus group conversations. According to the article, “Who is ‘the middle manger’?” by Harding, Lee, and Ford (2014), the definition of middle management is very clear and consistent in many literature. However, there are insufficient literatures on middle management roles and identities. In order to understand identity of middle management, the researchers setup three scenes to identify middle manager by the analysis of the participants’ behaviour. As a result, the performance of middle managers is complex and contradictory. The controversial role of middle managers Middle management is the intermediate management in organisational hierarchies, are responsible for implementing the executive management’s policies and plans and above the lower levels of junior staff (Uyterhoeven, 1972). Although there is a coincident definition of middle management, the controversial performance of middle management has been discussed in many literatures. Following the definition of middle management, middle managers should have skills that receive strategic plan from top manager and deploy it successfully by control over junior staff (Harding et al., 2014). However, they have not been considered part of the strategy process (Floyd & Wooldridge, 1992). They just like ‘a passive linking pin’, doubtfully carry out the instructions of the top managers and fully implement throughout the organisation......

Words: 1279 - Pages: 6

Middle Managers

...Challenges faced by middle-level managers Middle-level managers are the backbone of organisations, particularly large ones. They are the vital link between an organisation's senior leadership on one hand and the ground personnel on the other. These managers are responsible for the implementation of the organization's strategy on a day-to-day basis and it would be safe to say that a company's success or failure largely depends on the strength of this cadre. A strong middle management also provides organisations with a pipeline of future leaders. Besides, a strong managerial cadre also offers the added benefits of providing much needed continuity and low attrition. I have seen that middle level managers typically face their own set of challenges. In organisations that I have worked or where I now provide advice, I have always seen that if these challenges are left unidentified or unaddressed they almost always lead to disgruntlement and low motivation which can then, over a period of time, seep in to the front end. What are the challenges that mid-level managers face? 1. Transition from worker to manager: Most managers take time to settle into their leadership role after being promoted from the ranks. They grapple with the difference between doing things and getting things done. In one instance, it was seen that a star salesperson who was promoted to a sales manager could not manage the transition at all. His micromanaging ways upset his team and despite repeated......

Words: 672 - Pages: 3

1. Understand the Specific Responsibilities of Middle Managers in Enabling an Organisation to Achieve Its Goals

...Health Nurse. I took on more responsibilities and worked my way up becoming the Team Leader, then Nurse Manager and recently I was appointed as the Director of Nursing. 1. Understand the specific responsibilities of middle managers in enabling an organisation to achieve its goals * 1.1 Describe the goals and objectives of your organisation (12 marks) The Raphael Medical Centre is a private hospital that caters for patients with Brain Injury, providing a high level of Nursing and Therapeutic care. The goal of the Raphael Medical Centre is to be recognised as a specialist hospital with integrated healthcare for the treatment of patients with Brain injury. We aim to be known as an establishment that provides a high standard of care with intensive therapeutic input to achieve positive outcomes with our patients. The objectives that have been set to achieve the goals are as follows: 1) A new management structure to be in place by August 2015 2) Rebrand the name “The Raphael Medical Centre” to “The Raphael Hospital” by December 2015 3) To increase number of hospital beds by an additional 28 beds within one year following planning approval 1) New Management structure- the need for a new management structure emerged after discussion with team members and it was agreed that there should be a clear structure. Hence the new post for Directors, Ward Managers and Team leaders and were created. This goal has already been achieved and the structure has already......

Words: 2523 - Pages: 11

American Electric Power Strategy/Analytical Paper

... The Introduction of Electrical Power Executive Summary Company History and Evolution American Electric Power was formed in 1906 from another company called Electric Company of America. At that time the company was known as The American Gas and Electric Company. AG&E was a collection of small utilities scattered across various states. Many of these utilities were sold and only a few remain part of the company today. The company provided electric, gas, water, steam, transit, or ice services in New Jersey, New York, Pennsylvania, West Virginia, Ohio Indiana, and Illinois. In 1911 AG&E got its start with an interconnected power system in Indiana covering 30 miles stretching between two power plants. In 1917 the first super power plant called the Windsor Plant which ran on steam was built at the mouth of a coal mine, eliminating the need to haul coal long distances. From 1922 to 1926 AG&E had one of the greatest expansion periods in history. Electricity was powering the country and AG&E was expanding into more states. In 1923 AG&E constructed three major power plants in Indiana, Ohio, and Pennsylvania. In 1924 and 1925 the company acquired two smaller companies and merged them into its profile. From 1941 to 1961 AG&E built 36 new generating units in five states significantly increasing their total generating capacity. In 1958 AG&E changed its name to American Electric Power. The company did not provide gas since the 1920’s and the name change was......

Words: 3637 - Pages: 15

American Electric Power Strategy/Analytical Paper

...Electrical Power Executive Summary Company History and Evolution American Electric Power was formed in 1906 from another company called Electric Company of America. At that time the company was known as The American Gas and Electric Company. AG&E was a collection of small utilities scattered across various states. Many of these utilities were sold and only a few remain part of the company today. The company provided electric, gas, water, steam, transit, or ice services in New Jersey, New York, Pennsylvania, West Virginia, Ohio Indiana, and Illinois. In 1911 AG&E got its start with an interconnected power system in Indiana covering 30 miles stretching between two power plants. In 1917 the first super power plant called the Windsor Plant which ran on steam was built at the mouth of a coal mine, eliminating the need to haul coal long distances. From 1922 to 1926 AG&E had one of the greatest expansion periods in history. Electricity was powering the country and AG&E was expanding into more states. In 1923 AG&E constructed three major power plants in Indiana, Ohio, and Pennsylvania. In 1924 and 1925 the company acquired two smaller companies and merged them into its profile. From 1941 to 1961 AG&E built 36 new generating units in five states significantly increasing their total generating capacity. In 1958 AG&E changed its name to American Electric Power. The company did not provide gas since the 1920’s and the name change was fitting. In 1975 the Donald C. Cook nuclear......

Words: 3627 - Pages: 15

American Electric Power Strategy/Analytical Paper

...Electrical Power Executive Summary Company History and Evolution American Electric Power was formed in 1906 from another company called Electric Company of America. At that time the company was known as The American Gas and Electric Company. AG&E was a collection of small utilities scattered across various states. Many of these utilities were sold and only a few remain part of the company today. The company provided electric, gas, water, steam, transit, or ice services in New Jersey, New York, Pennsylvania, West Virginia, Ohio Indiana, and Illinois. In 1911 AG&E got its start with an interconnected power system in Indiana covering 30 miles stretching between two power plants. In 1917 the first super power plant called the Windsor Plant which ran on steam was built at the mouth of a coal mine, eliminating the need to haul coal long distances. From 1922 to 1926 AG&E had one of the greatest expansion periods in history. Electricity was powering the country and AG&E was expanding into more states. In 1923 AG&E constructed three major power plants in Indiana, Ohio, and Pennsylvania. In 1924 and 1925 the company acquired two smaller companies and merged them into its profile. From 1941 to 1961 AG&E built 36 new generating units in five states significantly increasing their total generating capacity. In 1958 AG&E changed its name to American Electric Power. The company did not provide gas since the 1920’s and the name change was fitting. In 1975 the Donald C. Cook nuclear......

Words: 3627 - Pages: 15

As a Middle Manager of a Health Care Organization, Leadership Has Asked You to Create Training Materials for Your Employees.

...As a middle manager of a health care organization, leadership has asked you to create training materials for your employees. The Creation of this quality-training manual for the various positions in this organization is an important part of the institution's quality management plan. The training session, serves the important purpose of providing a consistent way to communicate instructions to employees about how to perform essential functions of their jobs. It benefits supervisors responsible for educating employees about their jobs, but also provides content and structure vital in training new hires as well as managing the performance of current workers. Information provided, is about the processes and procedures employees are required to follow as well as tasks that form the basis of their jobs they are charged with performing. The training manual content is based on objectives clear enough to enable trainees to master the material with ease. The training will initially be conducted by means of Power point slides and a Training Manual handout. This information is accessible via the Upstairs Solutions Online Training Center Login Management Software. This Program will enable management to track and report employee training and ensure training compliance. The feed back form should be filled out to evaluate the training program, instructor and handed in at the end before the attendees leave. (See appendix A) Health Care and Human Services (Middle Manager Training......

Words: 1015 - Pages: 5

It Manager

...Smart City Plaza, where different companies showcased their latest developments in the field of smart technology. These environmental and economic issues, constitute a great business opportunity for a market expecting to reach 27.5 billion dollars by 2023*. (*SOURCE: Navigant Research, “Smart Cities,” July 2014) 5 Key Figures SMART CITY EXPO WORLD CONGRESS 6 SMART CITY EXPO WORLD CONGRESS Total VISITORS 10,838 CITIES EXHIBITORS CENTRAL ASIA 1% AFRICA 11% 92 440 275 380 COUNTRIES 3% Smart Community 11% SPEAKERS NORTH AMERICA MIDDLE EAST 12% Provenance 45% EUROPE ASIA - PACIFIC 17% LATIN AMERICA 4% 4% ELECTED POLITICIAN PRESIDENT C-LEVEL MANAGEMENT 60% 40% PRIVATE SECTOR 19% 19% TECHNICIAN & ACADEMIC PUBLIC SECTOR 4% PUBLIC SERVER 15% 35% Profiles MIDDLE MANAGEMENT SALES, MARKETING & OTHERS 7 SMART CITY EXPO WORLD CONGRESS Exhibition Area SMART CITY EXPO WORLD CONGRESS 2 8 A global stage for worldwide cities and companies The venue exhibited 275 companies (41% increase compared to 2013) to showcase the most innovative, efficient, resilient and livable solutions for cities gathering leaders, experts and big decision-makers around the globe, in one place. 9 Partners SMART CITY EXPO WORLD CONGRESS SMART CITY EXPO WORLD CONGRESS Global Partners This could only have been possible thanks to......

Words: 20230 - Pages: 81

Manager

...hundred pages as many popular business books have a tendency to do. I crystallize the most important concepts in brief passages so you can learn and remember them without losing interest. From my interviews with graduates from Wharton, Harvard, Northwestern, and other top schools, I learned that all of their programs serve up the same MBA meal. Only the spices and presentations of the business banquets vary. The basics of MBA knowledge fall into nine disciplines. Some schools have carefully crafted their own exalted names for each subject, but their unglorified names are: Marketing Ethics Accounting Organizational Behavior Quantitative Analysis Finance Operations Economics Strategy The synthesis of knowledge from all of these disciplines is what makes the MBA valuable. In the case of a new product manager with an MBA, she can not only see her business challenges from a marketing perspective, but she can recognize and deal with the financial and manufacturing demands created by her new product. This coordinated, multidisciplinary approach is usually missing in undergraduate business curricula. By learning about all the MBA disciplines at once, in one book, you have the opportunity to synthesize MBA knowledge the way you would at the best schools. When MBAs congregate, we tend to engage in “MBA babble.” Our use of mystical abbreviations like NPV, SPC, and MBO is only a ruse to justify our lofty salaries and quick promotions. Please do not be intimidated. MBA jargon......

Words: 97445 - Pages: 390

Manager

...organization and its employees. Do not 'sell' change to people as a way of accelerating 'agreement' and implementation. 'Selling' change to people is not a sustainable strategy for success, unless your aim is to be bitten on the bum at some time in the future when you least expect it. When people listen to a management high-up 'selling' them a change, decent diligent folk will generally smile and appear to accede, but quietly to themselves, they're thinking, "No bloody chance mate, if you think I'm standing for that load of old bollocks you've another think coming…" (And that's just the amenable types - the other more recalcitrant types will be well on the way to making their own particular transition from gamekeepers to poachers.) Instead, change needs to be understood and managed in a way that people can cope effectively with it. Change can be unsettling, so the manager logically needs to be a settling influence. Check that people affected by the change agree with, or at least understand, the need for change, and have a chance to decide how the change will be managed, and to be involved in the planning and implementation of the change. Use face-to-face communications to handle sensitive aspects of organisational change management (see Mehrabian's research on conveying meaning and understanding). Encourage your managers to communicate face-to-face with their people too if they are helping you manage an organizational change. Email and written notices are extremely weak......

Words: 5641 - Pages: 23

Прилив / Springfloden [S02] (2018) WEBRip 720p | ColdFilm | Men at Work (21) | WELCOME!