The chain of management represents an entirety, which starts with the strategy of the organization and ends in customer results – it benefits the customer as well as your financials. The chain of leadership combines leadership, management, and human productivity. It is based on the research and development work that I have gotten to do with professor Guy Ahonen, PhD Tomi Hussi and professor Juhani Ilmarinen. Based on research and analysis on companies, I am certain that the entirety makes the results – this entirety is represented by the chain of management.
Organizational strategy is a starting point to managing people.
Organizational strategy determines the goals of productivity. The strategy simply states what are the big things that are to be done. Strategical goals can be associated with financial success, customer benefit, responsibility, and personnel.
Managing people needs contents, goals, responsibilities, and indicators.
The strategy’s and work’s requirements determine the contents and goals of people management. The content of a company can be determined with a simple question: ‘What does high-quality and productive work require from the personnel and the work community?’ The subject should be approached from the customers’ point of view, after all, it is them who we do the work for.
One should ponder and decide, with what talents can we maximize customer experience and ensure responsibility. What kind of know-how do these two demands from the manager and personnel? How can these know-hows be concretized into goals and indicators that measure them?
After deciding goals and indicators, it is crucial to ponder together that how can they be reached. While doing this you can agree on different peoples’ roles and responsibilities. The management, manager, and staff each have a different role in developing the entirety. While determining roles it is good to answer the question: ‘What can I do to reach the goal?’
Being a good manager – leadership supports productivity.
Good leadership is an important step towards human productivity and customer benefit. An encouraging, committed and appropriately stout manager can encourage their employees do their work with good motivation and in high quality. Especially motivation and affecting their own work are things that should be discussed both privately with employees and in groups. Trust and openness are vital in these discussions.
Human productivity makes results.
Human productivity is a combination of know-how motivation and working ability. Know-how can be separated into common workmanship of the trade and affecting your own work – owning your own work. The possibility to affect your own work also means superior consideration of a customer’s individual needs. Considering a customer’s needs is the key to customer satisfaction in many fields of work.
Motivation and commitment to your work are enablers of the aforementioned ‘customer extra’. While motivated, we do everything better. It is beneficial to invest in improving motivation in all possible ways like removing annoyances and bringing up customer benefit.
Working ability is a basic requirement for a long working career, without working ability the working stops. Every work task determines its required working ability and it can be understood by observing the work’s physical, mental, and social demands. About working ability, I would not want to talk about traditional maintaining of working ability, but instead about improving working ability. Abilities that are demanded by the work need to be trained!
The customer gets good service and the company profits
The chain of management culminates in customer benefit and the financial gains achieved with it. Good work brings with it a good customer experience and satisfaction, and with them it brings customer commitment. Long lasting customer relationships are a key requirement in producing sustainable development and good financial results. In the public sector one may speak of effectiveness alongside financial results.
An organization’s ability to be reformed is an important result of the chain of management. Capable and motivated personnel – including management, managers, and employees – are capable of being reformed. Connection to the strategy and its agility is crucial – a good strategy also covers requirements to reform in business and in personnel abilities.
Organizational strategy determines the goals of productivity. The strategy simply states what are the big things that are to be done. Strategical goals can be associated with financial success, customer benefit, responsibility, and personnel.
Managing people needs contents, goals, responsibilities, and indicators.
The strategy’s and work’s requirements determine the contents and goals of people management. The content of a company can be determined with a simple question: ‘What does high-quality and productive work require from the personnel and the work community?’ The subject should be approached from the customers’ point of view, after all, it is them who we do the work for.
One should ponder and decide, with what talents can we maximize customer experience and ensure responsibility. What kind of know-how do these two demands from the manager and personnel? How can these know-hows be concretized into goals and indicators that measure them?
After deciding goals and indicators, it is crucial to ponder together that how can they be reached. While doing this you can agree on different peoples’ roles and responsibilities. The management, manager, and staff each have a different role in developing the entirety. While determining roles it is good to answer the question: ‘What can I do to reach the goal?’
Being a good manager – leadership supports productivity.
Good leadership is an important step towards human productivity and customer benefit. An encouraging, committed and appropriately stout manager can encourage their employees do their work with good motivation and in high quality. Especially motivation and affecting their own work are things that should be discussed both privately with employees and in groups. Trust and openness are vital in these discussions.
Human productivity makes results.
Human productivity is a combination of know-how motivation and working ability. Know-how can be separated into common workmanship of the trade and affecting your own work – owning your own work. The possibility to affect your own work also means superior consideration of a customer’s individual needs. Considering a customer’s needs is the key to customer satisfaction in many fields of work.
Motivation and commitment to your work are enablers of the aforementioned ‘customer extra’. While motivated, we do everything better. It is beneficial to invest in improving motivation in all possible ways like removing annoyances and bringing up customer benefit.
Working ability is a basic requirement for a long working career, without working ability the working stops. Every work task determines its required working ability and it can be understood by observing the work’s physical, mental, and social demands. About working ability, I would not want to talk about traditional maintaining of working ability, but instead about improving working ability. Abilities that are demanded by the work need to be trained!
The customer gets good service and the company profits
The chain of management culminates in customer benefit and the financial gains achieved with it. Good work brings with it a good customer experience and satisfaction, and with them it brings customer commitment. Long lasting customer relationships are a key requirement in producing sustainable development and good financial results. In the public sector one may speak of effectiveness alongside financial results.
An organization’s ability to be reformed is an important result of the chain of management. Capable and motivated personnel – including management, managers, and employees – are capable of being reformed. Connection to the strategy and its agility is crucial – a good strategy also covers requirements to reform in business and in personnel abilities.
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