ninth edition

STEPHEN P. ROBBINS MARY COULTER

Chapter Introduction to
1 Management and
Organizations

© 2007 Prentice Hall, Inc. PowerPoint Presentation by Charlie Cook

All rights reserved. The University of West Alabama
 Who Are Managers?
• Manager
 Someone who coordinates and oversees the work of
other people so that organizational goals can be
accomplished.

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 Classifying Managers
• First-line Managers
 Individuals who manage the work of non-managerial
employees.
• Middle Managers
 Individuals who manage the work of first-line
managers.
• Top Managers
 Individuals who are responsible for making
organization-wide decisions and establishing plans
and goals that affect the entire organization.

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 Exhibit 1–1 Managerial Levels

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 What Is Management?
• Managerial Concerns
 Efficiency
 “Doing things right”
– Getting the most output
for the least inputs
 Effectiveness
 “Doing the right things”
– Attaining organizational
goals

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 Exhibit 1–2 Effectiveness and Efficiency in Management

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 What Do Managers Do?
• Functional Approach
 Planning
 Defining goals, establishing strategies to achieve goals,
developing plans to integrate and coordinate activities.
 Organizing
 Arranging and structuring work to accomplish organizational
goals.
 Leading
 Working with and through people to accomplish goals.
 Controlling
 Monitoring, comparing, and correcting work.

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 Management Functions
• Planning requires a manager to:
 Decide which goals the organization will pursue
(organizational, departmental, and individual levels).
 Decide what strategies to adopt to attain those goals
 Decide how to allocate organizational resources to pursue
the strategies that attain those goals
• Organizing requires a manager to determine:
 what tasks are to be done
 how the tasks are to be grouped into departments
 who is to be assigned the tasks
 who reports to whom (laying down lines of
authority/hierarchy)
 where decisions are to be made (centralized/ decentralized)
Management Functions
• Leading requires a manager to:
 Articulate a clear organizational vision for organizational
members to accomplish.
 Energize and enable employees (motivate and direct
them) to play their part in achieving the organizational
vision.
 Coordinate people and groups so that their efforts are in
harmony
 Resolve conflicts among members.
• Controlling requires a manager to:
 Monitor the organization’s performance.
 Compare actual performance with the previously set goals.
 Correct significant deviations
 Management Roles
• In the late 1960s, Henry Mintzberg studied
executives to determine what managers did on
their jobs.
• He concluded that managers perform ten
different, highly interrelated roles or sets of
behaviors attributable to their jobs
• The ten roles can be grouped as being primarily
concerned with:
 interpersonal relationships,
 the transfer of information,
 and decision making
Management Roles
• Interpersonal Roles
 Figurehead
—duties that are ceremonial and symbolic in nature
 Leader
—hire, train, motivate, and discipline employees
 Liaison
—contact outsiders who provide the manager with
information. These may be individuals or groups
inside or outside the organization
Management Roles
• Informational Roles
 Monitor
—collect information from organizations and institutions
outside their own
 Disseminator
—a conduit to transmit information to organizational
members
 Spokesperson
—represent the organization to outsiders
Management Roles
• Decisional Roles
 Entrepreneur
—managers initiate and oversee new projects that will
improve their organization’s performance
 Disturbance handlers
—take corrective action in response to unforeseen
problems
 Resource allocators
—responsible for allocating human, physical, and
monetary resources
 Negotiator role
—discuss issues and bargain with other units to gain
advantages for their own unit
 Management Skills

• Technical Skills
 The ability to apply specialized knowledge or expertise.
 All jobs require some specialized expertise, and many people
develop their technical skills on the job.
• Human Skills
 Ability to work with, understand, and motivate other people, both
individually and in groups, describes human skills.
 Many people are technically proficient but interpersonally
incompetent.
• Conceptual Skills
 The mental ability to analyze and diagnose complex situations
 Decision making, for example, requires managers to spot
problems, identify alternatives that can correct them, evaluate
those alternatives, and select the best one.
 Exhibit 1–6 Conceptual Skills

• Using information to solve business problems

• Identifying opportunities for innovation
• Recognizing problem areas and implementing
solutions
• Selecting critical information from masses of
data
• Understanding of business uses of technology
• Understanding of organization’s business model

Source: Based on American Management Association Survey of Managerial Skills and

Competencies, March/April 2000, found on AMA Web site (www.ama.org), October 30, 2002.
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 Exhibit 1–5 Skills Needed at Different Management Levels

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 Exhibit 1–6 Interpersonal Skills (cont’d)

• Coaching and mentoring skills

• Diversity skills: working with diverse people and
cultures
• Networking within the organization
• Networking outside the organization
• Working in teams; cooperation and commitment

Source: Based on American Management Association Survey of Managerial Skills and

Competencies, March/April 2000, found on AMA Web site (www.ama.org), October 30, 2002.
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 Exhibit 1–7 Management Skills and Management Function Matrix

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 How The Manager’s Job Is Changing
• The Increasing Importance of Customers
 Customers: the reason that organizations exist
 Managing customer relationships is the responsibility of all
managers and employees.
 Consistent high quality customer service is essential for
survival.
• Innovation
 Doing things differently, exploring new territory, and
taking risks
 Managers should encourage employees to be aware of and
act on opportunities for innovation.

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 Exhibit 1–8
Changes Impacting
the Manager’s Job

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 What Is An Organization?
• An Organization Defined
 A deliberate arrangement of people to accomplish
some specific purpose (that individuals independently
could not accomplish alone).
• Common Characteristics of Organizations
 Have a distinct purpose (goal)
 Composed of people
 Have a deliberate structure

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 Exhibit 1–9 Characteristics of Organizations

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 Exhibit 1–10 The Changing Organization

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 Why Study Management?
• The Value of Studying Management
 The universality of management
 Good management is needed in all organizations.
 The reality of work
 Employees either manage or are managed.
 Rewards and challenges of being a manager
 Management offers challenging, exciting and creative
opportunities for meaningful and fulfilling work.
 Successful managers receive significant monetary rewards
for their efforts.

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 Exhibit 1–11 Universal Need for Management

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 Exhibit 1–12 Rewards and Challenges of Being A Manager

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 Terms to Know
• manager • management roles
• first-line managers • interpersonal roles
• middle managers • informational roles
• top managers • decisional roles
• management • technical skills
• efficiency • human skills
• effectiveness • conceptual skills
• planning • organization
• organizing • universality of
• leading management
• controlling

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