Essay

 
 
 

The Environments of Organizations and

Managers
 
 
 
 
 Student :ĐỖ HUỲNH ANH KHÔI
Class: BA1706
MSSV: CS171960
Instructor: NGUYỄN TRỌNG LUÂN
 

CAN THO 2022

 Prologue
 WHAT IS THE ENVIRONMENT OF THE ORGANIZATION?
An organization's environment is a synthesis of internal and external elements that have a direct or
indirect impact on how well the organization performs and how it operates.
various organizational settings
Typically, administrators classify the environment of an organization into two categories:
·        External environment
·        Internal environment
Organizational environment
ORGANIZATIONAL ENVIRONMENT

1. External environment
The organization's success is impacted by issues from the external environment, which the administrator
has little control over.

An organization's external environment is reviewed and evaluated as part of the external environment
analysis process in order to find trends that may have an impact on the outcome of the business, either
positively (opportunistic) or negatively (threat or risk).The external environment is subdivided into 3
environments:

·        Macro environment

·        Microenvironment (competitive environment, industry environment)
1.1. Macro environment
The macro environment is the environment that covers and influences the activities of all organizations.
The main components of the macro environment include:

      Economic , Politics , Society,Culture,Natural ,Population ,Engineering technology

Typically, experts will use the PESTLE model to analyze the above factors.

See also: PEST, PESTLE AND PESTEL

1.2. Microenvironment (competitive environment, industry environment)
In the process of studying the external environment, the study of the microenvironment—also referred to
as the competitive environment or industry environment—is a crucial component. Consequently, the
following components will be present in the microenvironment:
      Current competitors , Potential rivals , The power of customers  , Supplier power ,
Alternative ,products
To study and analyze the microenvironment, experts often use Porter's 5 competitive pressure model.
See also: Michael Porter's 5 Competitive Pressure Model – Porter's Five Forces
2. Internal environment
Businesses must carefully examine their internal elements in order to properly define their advantages and
disadvantages. Based on that, actions are done to minimize drawbacks and highlight the company's
advantages in order to maximize profit. One may argue that evaluating internal environmental elements
entails evaluating the company's advantages and disadvantages. Businesses can, however, entirely control
and modify these elements. There are many methods of analyzing the internal environment. Common
factors for analysis include:

       Finance – Accounting , Production and technical operations ,  Personnel and management, Working
environment,Corporate Culture
For more: Corporate culture
Michael Porter also provides a model known as the value chain that is used to examine the internal
environment of the firm. The value chain is made up of all the organization's pertinent actions that
benefit customers. The execution of the line's activities will determine how well operations perform
overall and develop competitive advantages for the organization. Main activities and support
activities are the two categories into which Michael Porter divides the organization's activities:
·        Main Activities: Input Activities, Production, Output Activities, Marketing & Sales Services
·        Support activities: Procurement, Technology, Human Resource Management, Infrastructure

What is 1 good manager?

Lack of managerial talents has consequences beyond performance. but also endanger the
workers' health. When a manager lacks the necessary skills, the business will suffer
significantly, and the manager will lose the respect of the staff and others around him.

A Swedish study has shown that employees who work under a poor manager have a 50%
greater risk of cardiovascular disease. In the U.S., 84% of workers think that unskilled
managers force them to work more and endure more stress unreasonably. The more
comfortable the mentality of workers, the more effective their work is. But the mentality of
the person who goes to work comfortably or not depends on the manager. Also the person
who directly leads and supervises their work. helps them have a more comfortable mentality
at work Here are the qualities that a good manager should have:

Good communication skills

By far, communication is one of the most crucial managerial factors. You can be a manager who is
intimately familiar with your organization. You need to go above and above to earn your subordinates'
trust. You must constantly be open and honest.

Good managers must always be transparent

Many individuals believe that segregating the hierarchy of information and preventing team members
from receiving too much information will increase productivity. But in reality, you'll spend more time on
things.
You should provide your subordinates with transparent, understandable information. This is crucial for
developing employee trust. Assist the company in getting more positive employee feedback. Additionally
to enhancing each team's performance within an enterprise. Good managers must always be present
Any time can be a problem. As a result, the manager must be present in the office at all times. But don't
think that simply showing up in front of your subordinates is sufficient.

In the current 4.0 era, discussions can also be held through online communication channels. Examples
include email, phone messages, social media, or asynchronous work apps.

Good managers must always listen.

This pertains to management tasks. Superiors must provide information, direction, and feedback to
workers. Additionally, effective managers require other skills. For instance, being able to suggest stories
from your subordinates and being receptive.

These abilities let leaders accomplish more than just elicit fresh perspectives and ideas from more people.
Boosting employee engagement with the company is also important.

Managers should also guarantee that team members are free to speak. Team members should respect one
another and conduct open, fair discussions. Regardless of whether it's a face-to-face encounter, use
alternative methods of communication.

Read more: What is Victim Blaming? Why do we want to believe that the victim is evil?

Help employees understand the vision of the business

Guiding and inspiring skills
The vision of the company must be understood by every department and employee, according to good
managers. Each employee needs to be aware of their individual role in achieving that objective.

The objectives and benchmarks that each department must meet partially reflect the long-term objectives
and aims of the company. Therefore, managers must spend time connecting the efforts of each department
and worker to the overarching objectives of the company.

Actually, it's quite easy. Managers can do the same with team members if firms must instill their
narratives in the minds of consumers.

When the company's vision is stated clearly. Link to each employee's particular work in the company. It
will be simpler for workers to get vision and be more willing to contribute to the business.

Motivate through incentives

Motivational skills
Managers can motivate teams in a variety of ways. It is conceivable to discuss optimistic circumstances in
the future. After that, while the group member is considering the possibility, lead them to follow.

Finally, pledge your commitment to the long-term growth of the company and its personnel. Remind
employees that an excellent manager is always available to support and assist them.

Employee motivation doesn't have to be difficult. Businesses can use incentive programs to increase staff
motivation.
Such as: increase bonuses, have a clear promotion route. Managers can motivate subordinates with simple
compliments.

It's crucial to give employees recognition. Each employee's commitment and job happiness are impacted.

Assertive leadership
Leadership skills
Nevertheless, the finest managers are always aware of when to take action. However, it's crucial that they
have the courage and capability to intervene in challenging circumstances when called upon.

Probationary managers often struggle to balance control and trust. Leading to mistakes such as over-
managing, micro-managing. Or act too reserved for fear of being seen as difficult, domineering.

Managers are often asked to make difficult decisions. To make those decisions, they need to take care of
their team's mental health and the risks to the company.

These involve goal-setting skills, providing concise, timely information and skills to solve other
performance problems.

At the same time, managers must avoid creating an overly dense meeting schedule. Meeting too much
demonstrates the indecision of a manager who lacks a sense of security. And of course the negative effect
on productivity.

A smart manager should also understand how to share his workload and delegate. The manager has a lot
of responsibility. However, they must learn to relinquish control and believe that workers can handle less
crucial duties on their own.

Read also: What is Huddle? Quick and effective team meetings with the following 4 tips

Give appropriate feedback

Skills to give wise feedback
One survey found that more than 79% of employees quit their jobs because they were not taken seriously
by their superiors. Acknowledging your employees' hard work doesn't take up too much of your time. But
it helps you keep many close associates for a long time.

In particular, management should also give appropriate feedback to their subordinates. Please make
regular and constructive comments.

Employees are motivated to learn continuously and make significant advancements at work by receiving
constructive and regular feedback. You should meet with your subordinates face-to-face and begin the
feedback session with a compliment.

You must provide them with practical guidance. If they change for the better, acknowledge this
improvement right away.

In addition, performance evaluation is also a way to give feedback to employees. Many people mistakenly
believe that performance reviews are often accompanied by criticism of productivity.
But actually performance reviews can also be assessing team morale, gathering opinions on upcoming
business issues, and even exchanging new ideas.

Read more: What is feedback? 5 tips for giving frank feedback but not losing heart

Express yourself in action

Action-planning abilities

Managers are evaluated on both their words and deeds. Employee morale can be increased through lofty
goals, performance, etc. promises.

However, in the long run, many people will be viewed as "only mouths" if they are unable to perform any
useful tasks aside from talking.

Good managers shouldn't only imply that their staff members are incompetent. Set an example for your
staff instead.

At work, be competent and kind to everyone around you. After that, subordinates will start to trust you
more and look up to you as a role model.

A leader's credibility will be increased if their words and actions are consistent. No one will trust you if
you simply tell your subordinates that you need to acquire and develop new talents in order to be more
productive.

But if words go hand in hand with actions, such as taking the time to sign up for an online course and
invite your employees to study with you, then everyone will see you as a person with a strong will to
learn.

Read also: What is project management? Free Project Management Certificate

Sense of responsibility
Sense of responsibility
"A bad worker always blames his craft."

The management might quickly place the blame for an unsatisfactory job progress on his employees. The
success and failure of things must be the managers' responsibility, not hiding.

Accountability for project failure involves more than simply the individual. However, managers.
Additionally, managers must make sure that the task is correctly delegated and that each team member is
aware of their individual duties.

Think about using daily task reports to keep track of your progress. They can be used to monitor each
person's development. Additionally serving as the foundation for your recommendations or performance
reviews. You should hold a brief review meeting at the end of each working day to assess the team's
progress.

Read more: Project management plan template: What is a project timeline?

When something goes wrong, good managers own up to their mistakes. Congratulate any staff who are
willing to accept the position. They'll experience a sense of ownership over the company. are acting in
accordance with the organization's strategy and, despite the possibility of punishment, are prepared to
accept responsibility.

Final Thoughts
The basic duties of a manager depend more or less on the circumstances. But most importantly, the
manager needs to spend time optimizing his working methods.

Although there are many opinions on this topic of management, in general: management is about
motivating people.

Sometimes, the task of an ordinary manager is to praise and criticize subordinates at the right time. If you
know how to encourage your subordinates to work autonomously. You will become a weighty but still
leisurely manager.

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