On human management-A A +A
Thursday, January 17, 2013
HUMAN Management is not an overnight task to be acted upon by an administrator. It is a continuous process that involves everyone in an organization while he is in authority to reign by the power vested in him by a larger union. This illustrates that his administration needs a leadership that triggers the interests of every member to participate and arrive in outputs that truly reflect the efforts of the group that possessed sturdy unison. What an organization therefore needs in order to realize this is a leader equip with the right principles acting as springboards for his governance.
In my personal point of view, a leader should have broad public relations. He must know how to identify the interests, behavior and status of each member of the organization where he would be capable to diagnose what aligns each member in finding measures on fitting the task to the person to be organizationally functional not the other way around .A member of an organization becomes a prolific worker when his interest is associated with the assignments assigned to him.
He should have the vicarious knowledge about the relevance of communication for appropriate channeling so that involvement will be diffused to all the members of an administration he handles. A leader should not impose his authority but his authority should be replaced with his own examples so that others will follow even without his presence. A proper leader does not exude aristocratic authority so that fear will never have a place under an administration that values everyone’s contributions instead of a witch-hunting weaknesses that block and stain human working relations.
A real leader should learn to appreciate every member’s accomplishments to stir others to move and develop the essence of favorable competition. Competition among members of an organization becomes healthy if only each one becomes oriented towards goals and objectives which are being targeted by the group. This way, every member strives without being afraid to failures because his colleagues are aware for having represented the organization’s external affairs and are conscious that he has tried his best with hopes to win or succeed in the name of his fellow workers and his workplace. Additionally, whether he wins or not, members’ interests will be triggered to do the similar roles he has formerly done. By that, he becomes an element of change.
Leader to me is someone that ventures on the presence of change. He sees his subordinates as strong forces that would carry out change. He sees his members as catalysts of transformations capable to produce reforms even in the simplest way. Through this, he encourages and recognizes members’ innovations. He should be aware that through the innovations performed by any individual of a group, emerges bigger forms that would possibly totally give way for greater discovery.
A leader too, should have the instinct to touch one’s soul. Social connections with subordinates produce stimuli to be human when he learns to sympathize and empathize. When a leader truly understands his members of their predicaments and learns to face the phenomena of changing lives, he is capable of touching one’s soul. He becomes an epitome of an spiritually equipped leader of an organization.
Through these points of view of a leader, I see an organization that becomes an asset of the society not a total liability which must continuously exist to stay to become a breeding ground of leaders capable of bestowing changes which the declining world today, crucially needs.
Published in the Sun.Star Baguio newspaper on January 17, 2013.