Leading and managing remotely

Extract

[...] People will interact and form relations just because the working environment requires that they interact. This form of culture is most dangerous to a company as there lacks a collective spirit of togetherness and belonging. Secondly, as many individuals, so are desires and objectives. There is a constant challenge in managing relations between employees as well as structuring of organizational policies so as to ensure that at least most of the individual objectives of the employees are met within the cloak of the formal organization. [...]

[...] This is a resultant of both training and experience and to a certain degree cognitive elements like instinct, risk tolerance and creativity. This means that although two employees can be given a similar task to perform, the means with which they undertake to fulfill the task requirements will differ and the resultant product although essentially one item, may expose certain distinct variations. Enlarging this result to the whole organization with synergies experienced not only within same level employees but also across different levels. This is the gold mine with which a manager must apply himself/herself to. [...]

[...] Conclusion There is no optimal managerial policy to be use in relation to employees. The choice of policy therefore is determined by the prevalent situation and the organization's medium and long-term focus. The managerial policy is thus a means of adaptation coming in to influence, to correct or sustain employee behavior and relations in accordance to organizational objectives. However, this flexibility should not be mistaken for uncertainty. A consistent policy must be undertaken so as to create continuity and eliminate any unnecessary anxiety within the firm. [...]

[...] In fact in most cases, hiring based on this criteria alone leads to excess capacity and the firms finds itself paying wages to employees for an output that can be optimally produced with far lesser employees. Therefore the manger must examine the organization to identify its labor needs. How many employees and which skills does it require? It involves identification of the job requirements and responsibilities with a corresponding definition of the required skills and talents to accomplish effectively. Additionally, it includes the level of remuneration that is deemed compensatory for the work given. This brings us to another key area of employee management; remuneration. [...]

[...] Failure to appropriately deal with these two areas leads to constant strife and divisions within the firm creating high loss time and under-performance (Noe et al., 2010). This impairs the overall productivity of the firm and thus diminishing profitability margins for the firm. Leadership therefore is a central part of management. It therefore helps in structuring the organization-certainly in regard to organizational hierarchy- which in turn enforces a culture within the organization which the public can use to identify and distinguish the firm from others within the market. [...]