Whatcharacteristicshouldagoodmanagerhave?（要求写120字左右的短文,明天要用,

Question

What characteristic should a good manager have?（要求写120字左右的短文,明天要用,

Answer 1

When we come into the society and do a job in a company, we will meet so many different kinds of managers. Maybe in the future, we will become a manager to supervise our companies.
But what makes a good manager? This question is complicated.
Now, first of all we should know the meaning of management. The dictionary defines management as the act or art of managing: the conducting or supervising of something as a business. It sounds great, but there is a big difference between being a manager and being a "good" manager who has earned the respect from other people.
It's not just one thing or one factor that will make you a good manager. Rather, it is a combination of traits and behaviors. Some people are born with the innate talent of leadership, but everyone can learn how to succeed in a management career.
There are four basic tools that a person needs finally in order to be a good manager.
1. vision
a good manager has a clear sense of the future and understanding of the actions needed to achieve these goals successfully. Managers must be confident in themselves and their vision. If a manager does not know what the goals are how could anyone be expected to follow?
2. power both positional and personal
Power is the ability to get someone to do something you want done. Positional power relates to a person’s official position in the company. The potential problem with positional power is that it is not always earned.
Personal power, on the other hand , is more effective than positional power in motivating people due to the attractive personality traits, knowledge, experience, understanding, and skills of the management.
3. influence
A manager could have all the power in the company, but there might still be people who will not follow orders regardless of the consequences. Therefore a good manager needs to be able to have influence on others to follow their orders.
4. empowerment
All tasks that people do has a result. It is best to have a good result from any task that has been done. When people are empowered to make decisions regarding tasks they are doing though understanding the results from these tasks they are more likely to try and achieve good results and not just do the tasks with out any regard to the results.
And now I have some suggestions, as follow like that:
1. Acknowledge your staff.
When a member of staff does a job well, make sure you notice it, and acknowledge her or him for it. Don't let the opportunity to praise a piece of good work go by. And take time to get to know your staff who they are and what is important in their lives, etc. Be interested in them as people, not just as workers.
When I’m a new guy in my company. Some leaders don’t want to recognize me and remember my name. Till now even if I try my best to work hard, some managers overlook it and think it’s a usual thing as a ordinary worker. So I have less chance to be appreciated and get courage to do my job.
2. Never, ever, humiliate anyone on your staff team.
If you are angry with someone on your team, or they have done something wrong, make sure you keep your cool, especially in public. If you humiliate someone, he or she will hold a grudge against you, and their work will suffer too.
You know, I’m a secretary in my company. Every workday I should deal with so many boring and trivial things and sometimes especially when I’m absent-minded I make some mistakes and I know the result is terrible. But fortunately most my managers just point them out and give me some useful suggestions so that I can avoid do the same wrong. But sometimes I meet with some bad managers if I make a small mistake or it’s not my responsibility, they would criticize me seriously and make me feel sad and worried about my job.
3. Create a culture where mistakes are OK.
If you don't make mistakes, it’s not easy for you to stretch the chance. If your staff are allowed to feel that mistakes are part of reaching for new highs, rather than something to feel bad about, or shamed for, then they will take more risks on your behalf.
When I’m a young girl, I watched a movie that when a girl was in trouble and didn’t know which way she want to go, at that time her father told her “I've made some big mistakes in my life, some real whoppers…but if I hadn't, I probably wouldn't have been able to recognize the real thing when I come along. You don't have to be so right all the time. It's ok to make a couple mistakes.”
That’s great and that give us confidence to get through many problems.
4. Don't hide behind your position.
Be human and friendly with your staff - that way you will all be able to support and encourage each other when things are tough..
Sometimes when we do a project and finally we fail or we can’t compensate for the result. At this time I think a good manager should stand out and take the responsibility of this thing and don’t shift the blame on staff.
As good managers, they should make a decision at urgent or crucial time. Please don’t hide their position and think it’s not my business and my staff can do this thing.
5. Be approachable.
Allow your staff to feel that they can come and talk to you about sensitive issues, about inside- and outside-work difficulties, and that you will respect them, and not hold what they share against them.
Most managers are serious and like to keep a large distance form staff. That makes staff feel stress all the time and can’t cultivate the sense of belonging toward the company.
6. Admit your mistakes.
If you get it wrong, say so. Managers don't have to be infallible! Your staff will respect you more if you are able to admit your mistakes, and then set about sorting out a solution.
7. Listen in such a way that your employees will talk to you.
As good managers, Make sure you show people that you are willing to listen to what they want to say, that they are important and worthy of your time.
Some bad managers just order staff to do many things and don’t give their chances to explain the situations or questions. It’s just like a barrier to prevent the communication between managers and staff.
8. Be clear in your requests.
It is your responsibility to ensure that people understand your requests. Some bad managers’ requests are inexplicit and the staff don’t know which thing can suit to this case and how to make the manager content. We should take so many time and energy to think about this requests from managers clearly and carefully. But lt’ not necessary and affect the efficiency.
There is no magic formula for becoming a "good" manager and the points mentioned above are certainly not an exhaustive list. Some of it is instinct, but it mostly stems from the gut-level understanding that the most important thing in an organization is its people. Treat people with respect and dignity and you will get that back in spades.
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