Characteristics of an unsuccessful manager Essay Example

and strength to turn around an unsuccessful manager into a successful manager. Characteristics of an unsuccessful manager It is important to consider that organizations too have to realize the ultimate strengths and goals of a manager before any recruitments are made. Unsuccessful managers leave a negative impact to the reputation of an organization as well to the career of a manager.

The symptoms of an unsuccessful manager are :

1. Lowers the spirit of the team.
2. Unproductive and contradictory conflicts
3. Changing the image and view of an organization
4. An increase in stress levels, rise in a number of grievances, high amount of medical claims and chronic absentees.
5. Non-maintenance of quality work.
6. A failure in assisting or in developing the skills of team members.

An unsuccessful manager either considers the decisions of people around, or takes a pride in considering the self-made decisions. Whereas a particular decision has to be preceded by logic, reasoning and a principle of management. The unsuccessful manager never takes responsibility of mistakes, failures and does not act with leadership attitude and always stand under the shelter of superiority with a silver spoon. The first important characteristic of an unsuccessful manager is that holds no accountability for a situation and instead casts responsibility on other staff members. This is done in order to exist in a firewall protection to safeguard own priorities of working which are never considered by an organization.

For instance, non-attendance of a complaint given by a customer for repair of a computer system, is supposed to be executed by the team with a proper instruction from manager. Customer dissatisfaction is the ultimate failure of a manager and not of team members. Undoubtedly,

organizations recognize the abilities, strengths, and loyal qualities of managers and endeavor to suggest remedies for turning an accidental manager into a successful manager. The second characteristic of an unsuccessful manager is “I know everything” supreme attitude or ‘ a complete submissive’ approach which lowers self-esteem in the view of other team members.

For instance, goods scheduled to be arrived are held up in midway and manager has no first hand intimation about the same. Although staff members are cooperative to intimate about late delivery of goods, does not consider the information as accurate. Unsuccessful manager develops risk atmosphere, conflicts, disbelief and completely lacking in platinum skills. Also causes chaos and derives the benefit at the expense of others efforts. Organizations take note of each and every individual behavior and attitude of managers which are evaluated in performance.

Non-achievement of goals, objectives, and a random procedure of working are the first prime factors of working unsuccessful managers which at all times hampers the producing of positive results in the working environment. Unsuccessful managers are slow in working, slow in decision-making, and less efficient in entrusting of duties and delegation of powers. The third most important characteristic of an unsuccessful manager is measuring work with rewards that disreputes and disrespects the work itself. An unsuccessful manager would pick the ladder of hike in pay as a career-maker with a concept that ‘money is a value for work’.

For instance, a difficult task or project handled by a manager is suitably rewarded by organizations. Organizations are much faster and quicker in realizing the efforts and hard work of a manager. However, a manager limits energies of working using a measuring

scale of pay paid by the company without realizing the fact that the company always rewards hard workers particularly for those who exert extra efforts as human capital management is the biggest asset organizations ever believe in and trust in.An unsuccessful manager keeps changing jobs even at the cost of low benefits holding a view that money is all that matters.

Very few organizations would like to enroll managers who work for money alone. Organizations offer internal benefits and external benefits for managers with suggestions and remedies for sincere and loyal people who would like to grow with the company. Organizations believe in manpower and convert the same into strength for the development and growth of a company. Long-standing managers even in spite of an unsuccessful record, have been trained into successful manager by organizations basing on the single fact that managers are loyal to the company.

ConclusionCharacteristics of an unsuccessful manager vary from one individual to another just as a saying “a known devil is better than an unknown devil”. It is always for the organizations to recruit and train managers with a long-term view to produce positive results.