I provide Lectures/Talks on Motivation, Leadership, Values and other topics under Organizational Behavior.

I provide Lectures/Talks on Motivation, Leadership, Values and other topics under Organizational Behavior. For more details please get in touch at: mjdasma@yahoo.com, mjdasma@gmail.com.

Tel no. 046-4303668

Ineffective managers vs. Effective managers

Aside from resignation could there be an instance when a manager is not a manager anymore? Yes! There are many instances when a manager is not a manager anymore. We all know that a manager is somebody who is in control of an office. Thus, he/she is the head of the office and every major decision emanates from him/her.

When does it become that an active manager is not a manager anymore or a manager in name only? It’s when there is no semblance of order and discipline in his/her office. It’s when his/her subordinates don’t respect him/her anymore. It’s when he/she fails to achieve the designated targets and objectives of his/her office. Therefore these kind of managers are incompetent or ineffective managers already.

Active or effective managers are those who create a culture of order and discipline in his/her office. This doesn’t mean that he would impose a military type of culture and discipline. But he should always see to it that order and discipline is always a pervading presence in the office that he holds. Thus he/she could do this by leadership by example. If the manager wants order and discipline he/she must first be an epitome of order and discipline otherwise there surely will be a failure of discipline.

Active or effective managers are those who are always respected by his/her subordinates. We all know that respect is always earned, it’s never given freely. Therefore if a manager wants respect from his/her people he/she should be competent in his/her job. It means that he/she should exert effort to know his/her job and it does not end by knowing his/her job alone.

He/she should also know the job of his/her subordinates. How could he/she effectively manage his/her office if the job that he/she only knows is his/her own job only? How could he/she earn the respect of his subordinates if he/she doesn’t know what they are doing?

Active or effective managers are those who always achieve or even exceed the designated targets and objectives of his/her office. This he/she could do best by harnessing the tools of management such as Planning, Organizing, Leading and Controlling.

Are you an Ineffective manager or an effective manager? – Marino J. Dasmarinas

Effective leaders always look at the big picture and not their own pictures alone

Santiago is the owner of a small sized business that grew big. When he was asked about the secret of his success, he simply said, I am a team player I don’t make organizational decisions by myself. I encourage everyone in my organization to contribute their idea/s.  I look at it and consider some of the useful ones and it somehow forms part of my decision making.

There are leaders who make decisions by themselves alone and they don’t care to solicit their subordinate’s ideas. When a leader is like this he alienates his subordinates, he treats them as his subject and him their master.

So what normally happens to this autocratic style of leadership? After a period of time the leader fails to effectively exercise his leadership and then the organization that he leads becomes a failure also.

Why is there a failure of leadership? There is a failure of leadership for the simple reason that the leader looked at his own picture alone. In other words like a dictator he makes decisions by himself alone. His mindset was already conditioned to consider nobody but his own ideas which at all times is always biased to him.

A good and effective leader is someone who always looks at the big picture hence he is a democratic leader. He considers the ideas of his subordinates and he allows his subordinates to flourish and grow. He solicits their ideas before making decisions. What is always in his mind is the well being of the entire organization and not his own selfish welfare only.

Are you a leader who always looks at the big picture? – Marino J. Dasmarinas  

Your recruitment is the catalyst for growth in your organization

Why is it that there is a preconceived notion that the human resource of private organization is more superior to the human resource of government organization?  The difference lies in recruitment.

Private organizations most especially the competitive ones source their human resource from a competitive pool of people. They advertise and those who are initially qualified pass through several stages of interviews and examinations before they are hired.  Their employment is solely based on competence and what they could bring in to the organization.

On the other hand government organizations generally source their need for human resource from within the circle of people who are employed in their organization. For example, an employee is hired in a government office because he/she is the son, daughter or relative of a current employee.

Because of his/her connections this future government employee will not anymore pass through the selection process.  She/he will not be interviewed anymore, she/he will not go through the process of competitive written examination. Or if he/she goes through the selection process (interview, written exam and medical examination etc…) it would just be for formality.  

So what happen to this government organization? Its efficiency is affected; it cannot fully deliver the expected competitive service. And who suffers from this flawed government recruitment method? It’s the concerned government office and the people that it serves.  

There is also a preconceived notion that there’s a wide gap that exists as to the behavior and competitiveness between employees of private vis-a-vis government organizations. Employees of private organization would normally work harder and they are more competitive because of the stringent selection process.  

Therefore, if you want your human resource to effectively deliver in your organization. Recruit those who are fully qualified. Not based on whom they know or based on their connection in the office. But based on what they know and what they can positively contribute to your organization. – Marino J. Dasmarinas 

The importance of knowing the strengths and weaknesses of your subordinates

Frank is a distant manager, he seldom mingles with his subordinates. For him work is always formal and official business. The drawback of his being distant comes whenever there are special projects to be undertaken by his organization. Because he cannot properly identify the right people which could best help him.

A manager or a leader doesn’t exist for himself alone. He/she naturally exist for his people in the organization. He leads them toward the achievement of  desired organizational objectives.

Therefore it is a must for a manager/leader to know the strengths and weaknesses of his subordinates. For if he knows their strengths and weaknesses he will have no difficulty of identifying his subordinate/s that could best help him reach their organizational objectives. 

When a person works for an organization one way or the other that person naturally works with people also. Thus it is very important for a manager/leader to know the competence of his people. He could do this not only by looking at his subordinates work accomplishment. He could also do this by knowing them better, by talking and mingling with them.   

A good leader/manager should not be distant from his people. For how could he know them better? And how could he know their strengths and weaknesses if he’s distant from them?

Therefore a good manager/leader has to know his subordinates and in the process he will also know their strengths. So that he could easily harness it whenever he or the organization needs it.

Do you interact often with your subordinates and do you know their strengths and weaknesses? – Marino J. Dasmarinas 

Positive communication as a technique for motivation

Can we use communication for motivation? Surely we can! Successful communication usually involves the sender of the message, the receiver of the message and the feedback that the receiver will give to the sender.

How can a leader tap communication as a means for motivation? This is through the leader’s choice of words be it written or verbal communication. Whatever the way of communication is irrelevant, what is important is the choice of words.

As much as possible a leader should only use words or phrases that conveys positive message. By doing so the leader immediately creates upon his subordinates a clear and positive visualization of the output that he wants to have from them.

A very good leader should know how to use positive communication to his advantage.  Because it can inspire his subordinates and it can even positively shape their mindset. Hence, the leader should ensure that his positive communication technique is properly digested by his subordinates.

If positive communication technique is successfully employed by the leader. Feedback will come by means of meeting or even surpassing the workers targeted goals.

Do you use positive communication as a method for motivation? – Marino J. Dasmarinas  

Your reason for employment in an organization

Do you know the reason of your employment in an organization? Your reason (among others) for employment is to achieve the goals given to you by your organization. For example if you are a sales person, your reason for employment is to achieve the sales targets assigned to you.

For as long as you meet or even exceed your sales targets you have a reason to be employed there. Your job security is assured for the simple reason that you’re productive. Thus, there's  a valid reason to continually be employed.

The moment you’re not anymore productive you also begin to diminish the value of your employment. And if your decline continues your organization will start to think of ways on how you could be legally separated from them. For the simple fact that no organization would want to continue paying an unproductive employee.

Among other valid reasons they may cite also job redundancy, job inefficiency, automation and computerization. But termination or separation will not be an abrupt decision on the part of your organization. Perhaps, you would still be given a chance or even chances to prove yourself once again.

If you fail to be productive again you have to face the reality. That the organization has no more reason to continue your employment. So what is your option/s? You only have one option, which is to work hard and be productive again. By doing so you’re giving your organization a  valid reason to continue your employment.  

Therefore, it is a must for an employee to work hard if he/she desires to continue his/her employment. Otherwise it would be goodbye to employment and hello to unemployment.– Marino J. Dasmarinas