Basic Management Skills - What Makes a Good Manager?

Basic management skills are necessary to run a small business. Some business owners believe that leading vs managing is most important. In reality, you need to be able to both lead and manage.

What makes a good manager? There are definite business management styles and skills to focus on; specifically for small business owners. If you're the owner or manager of a small business, it's important to understand what those basic management skills are and to try to incorporate them into your own behaviors. Why? Because some skills are more successful than others and because some styles will engage your employees, while others will dis-engage them.

Business management skills such as planning, decision making, problem solving, controlling and directing, and measuring and reporting are needed for the daily operation.

Basic Management Skills - What Makes a Good Manager?

Using their small business plan, effective managers direct the business operation. Communications, benchmarking, tracking and measuring are tactics and strategies that they use to check their direction, to adjust the plan (if necessary), and to move the business forward. Good managers act to achieve the desired results; and they manage people and resources to get where they want to go.

Understanding what makes a good manager, means understanding what motivates employees.  How do you build an environment and culture that encourages employees to participate? How do you increase employee productivity and employee satisfaction; simultaneously? How do you recruit the best talent, and then keep them? How do you train your staff to solve problems, make decisions, and involve others in the process? These are just some of the challenges, and responsibilities, of managing.

As a manager, you need to understand what the common business management styles are (autocratic, paternalistic, democratic, and passive are the most common styles). And you need to understand what your style is, and how that style affects business results.

Four Business Management Styles:

Autocratic: The manager makes all the decisions; a "command and control" (militaristic) management style. Focus is on business; doesn't want any personal 'stuff' to get in the way. The benefit is that decisions are made quickly. The cost is in high employee turn-over as employees find this style difficult, and stressful. Paternalistic: The manager makes all decisions (or most of them) but focuses on what's best for employees. The benefit is that employees feel the business is taking care of them. The cost is that employees don't take care of business - they are uninvolved and have little at risk. Democratic: The manager wants input from the whole 'team' and majority rules. Often good decisions are made and employees feel involved in the business (the benefit to this style) but the process is very slow and you can't always make everyone happy. Passive: The manager abdicates responsibility to the employees; and calls it delegation. The benefit is that employees often step forward and learn in this environment. The cost is that the direction is scattered and there can be numerous false starts because there is no real manager.

Managers typically use more than one style, depending on the situation. If brainstorming creative new product ideas is today's focus, then the manager may want to use a democratic or passive style. If a decision about keeping or firing an under-performing employee must be made, the manager may need to use an autocratic or paternalistic style (hopefully not a democratic or passive style).

In most small businesses, the business owner is also the manager and the leader. In your business, make sure that you have a good understanding of your own business management styles, skills and qualities and learn how to control them and use them as necessary.

Basic Management Skills - What Makes a Good Manager?
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To understand more about what makes a good manager, or the difference between leading vs managing, it is good to focus on the qualities of an effective manager as compared to the qualities of an effective leader.
Kris Bovay is the owner of Voice Marketing Inc, a business and marketing services company. Kris has 25 years of experience in leading large, medium and small businesses. For more pricing strategies and other small business resources and services go to the more-for-small-business website.
Copyright 2008 - 2009 Voice Marketing Inc.

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Property Management Fees Explained

When you hire a property management company to serve as the liaison between yourself and your tenants, you want to be sure you're getting the best possible property management services for the money. The services a property management company provides can range from ala carte to an all-in-one inclusive package. Along with that comes an array of fees for each. There is no set in stone fee structure we can provide you. But we can educate you on what common fees to expect and what each is commonly for. In the end it will be up to you to compare company fee structures and choose the best one that fits within your budget. Below are some of the most common fees and what service they provide.

Commission

This is an ongoing monthly fee charged to the owner to compensate the property manager for the responsibilities of overseeing the management of their property. This fee can vary from as little as 3% to over 15% of the monthly gross rent. In place of a percentage some managers may charge a flat monthly amount which again can vary from to over 0 per month. All property management companies generally charge this fee.

Property Management Fees Explained

Lease-Up or Setup Fee

This fee is charged to the owner to compensate the property manager for their initial time invested and resources used in setting up an owners account; showing property and/or other activities resulting in tenant placement. I guess you could look at it as a "finders fee" for placing a tenant in your property. Once a tenant has been placed and first rent income comes in, the property manager will deduct this fee from the rent proceeds. Some property managers have been known to require this fee upfront prior to tenant procurement. Usually this fee is non-refundable once the property manager has started the process of tenant procurement or any legwork has been initiated with the property. This fee can vary from none to as much as the first months rent, and usually is a one-time fee per tenant.

Lease Renewal Fee

This fee is charged to the owner when a property manager renews a current tenants lease and covers the costs of initiating paperwork or communication involved in implementing the new lease document. A property manager may also justify this fee if they perform a year end inspection of property. This fee can vary from none to 0 or higher, and may be charged every time a lease renewal is implemented.

Advertising Costs

Depending upon the property management company's contract, either they will pay the advertising costs or the owner or they could split the costs. If the manager is willing to cover this cost, most likely they will charge the lease-up or setup fee as outline above. If the management company covers this cost make sure to find out what type advertising or marketing of your property is included. If it's placing your listing on their own web site and other free online classified sites you may not be getting your monies worth. They are many good rental or tenant resource online web sites that bring in qualified tenants for a reasonable fee and you will want to consider these. And don't forget about print media, yard signs, listing on the MLS or even an open house. Nothing is worst than having your property vacant, bringing in no money only because you or your property manager skimped on advertising.

Maintenance Mark-up Charges

This is one of those costs you may never really of known about or had it disclosed to you. A "Mark-up" is a charge over and beyond the final bill on maintenance and/or repair work done to your property initiated by your property management company when using their vendors or in-house maintenance staff. This should be disclosed in your Manager/Owner contract which usually will state the markup as a percentage above the final invoice from vendor. For example, your manager had to call a plumber to replace the dishwasher in your rental property. Total charges for completing the job: 0. If your property manager contract states you will incur a 10% markup on all maintenance work the actual cost to you will be 0. Just one of those things to be aware of as these all eat into your profits.

Early Cancellation Fee

The dreaded "3 months and no tenant". Your property manager insist he or she's doing everything they can to find you a tenant. But here it is 3 months and still no tenant; what do you do. Well, look at your Manager/Owner contract and that might be your deciding factor. I am not a fan of this fee, and believe it to be an unnecessary fee and for you manager out there this could be the deal breaker. I'll tell you why; if a property manager is doing their due diligence and keeping the owners in the loop as far as decision making, market conditions and communication lines open an owner will not be second guessing his property managers abilities. The odds of this scenario happening is unlikely but you must be prepared for it. A cancellation fee can range from none to over 0. To be fair, some managers legitimately deserve this fee especially if they have pocketed advertising costs, incurred lots of legwork and time invested in your property.

"You've Got To Be Kidding Me" Fees - These are ones I have personally had the pleasure of running into.
Your property is vacant, but we still will charge our monthly commission or a small flat fee. "A For-Rent Yard Sign Fee". I believe this was /mo. "Preventive Maintenance Fee". This was to cover the "just in case" and changing out A/C filters. If "just in case" never happens they still pocket the money. I believe this was /mo and I still was charged for filters.

In Summary

Read your Manager/Owner contract, understand what you are signing, ask lots of questions and know what the fees will buy you in services. A good real estate lawyer can help in negotiating the terms in a contract that suit both parties. These contracts are not set in stone. If your property manager will not negotiate, there are other property management companies that are eager to earn your business.

Property Management Fees Explained
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Karen McDaniel
Principal
Property Management Profile LLC dba pmvnetwork.com

PMVnetwork offers the most up-to-date listing of full-service property management companies and property service pros nationwide. We have become a wealth of information and resource for the first-time landlord as well as the seasoned investors.
For any property management company or home repair professionals that is looking to gain national exposure by capturing the attention of out-of-state investors or be found by local clientele, http://www.PMVnetwork.com/property-management-leads is the place to showcase their business model and expertise to these prospective clients. We offer an opportunity for all property management companies and home repair service professionals to list their company on our website, whether you specialize in residential, commercial, vacation or community association management. We accept small to corporate size management companies. We are the most affordable lead generation service out there today.

Visit us today at http://www.pmvnetwork.com

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What is Management?

Management is different from leadership but just as important. To understand the nature of management, we need to be clear how it differs from leadership. The first step in answering the question: "What is management?" is to understand the basic tasks of all organizations. Like any other species, an organization needs to take care of its immediate business of survival but it also has to evolve to ensure its fitness to cope with changes in the environment and the actions of competing species.

Management is the function that organizes the execution of today's business. Leadership is the evolutionary mechanism that changes organizations to prosper in tomorrow's world. Whenever a species or individual animal runs into obstacles, variations occur and new forms are selected from those variations. Leadership is a risk taking type of action that explores new frontiers and promotes new ways of behaving. It follows that, in a stable environment, good management is all that is needed to prosper; leadership in this context isn't required.

This portrayal is not the popular one where leadership means being the top dog in a group regardless of what's going on in the environment. Also, management has been cast on the rubbish heap since the late 1970's following the initial wave of Japanese commercial success in the West. We wanted a scapegoat for our failure to compete with the Japanese, and management was fingered for this role. Jack Welsh, Tom Peters and other gurus called for more leadership and an end to management, which they saw as stifling innovation. The reality was that a lack of competition created a complacent attitude AND lackluster management. It was the way management was practiced that was the problem, not anything to do with management as a function. We simply needed to upgrade management for a new reality.

What is Management?

Being hierarchical by nature and inclined to worship heroes, we tend to regard the person in charge of our group as a leader. But complexity demands specialization and executives need to perform multiple roles that depend on the unique demands of their situation. If their main function is to maintain quality, low cost and good customer service while motivating employees to perform to their potential, then they are performing the management function, not showing leadership.

Management is like investment. Managers have resources to invest - their own time and talent as well as human and financial resources. The goal or function of management is to get the best return on those resources by getting things done efficiently. This doesn't entail being mechanical. The manager's style is a contextual issue. With highly skilled and self-motivated knowledge workers, the manager can be very empowering. Where the workforce is less skilled or motivated, the manager may need to monitor output more closely. By saying that management is a function, not a type of person or role, we better account for self-managed work teams where no one is in charge. Managemenet simply makes the best use of all resources even when we manage ourselves. Hence management does not necessarily entail a dictatorial, controlling overseer. Skilled managers know how to coach and motivate diverse employees. Getting things done through people is what they do.

The aim of management is to deliver results cost effectively in line with customer expectations and profitably, in the case of commercial organizations. It is not only leaders who can be inspiring. Inspiring leaders move us to change direction while inspiring managers motivate us to work harder.

Management is a vital function thanks to the complexity of modern organizational life. The need to coordinate the input of so many diverse stakeholders, experts and customers requires enormous patience and highly developed facilitative skills. Excellent managers know how to bring the right people together and, by asking the right questions, draw the best solutions out of them. To facilitate well requires managers to work very closely with all relevant stakeholders.

By contrast, the leader can be a bit of an outsider. Like Martin Luther King, Jr. promoting desegregation on buses to the U.S. government from the sidelines, the leader can induce people to change even with no direct involvement or authority over the people who are needed to take the hoped for action.

Managers don't just keep ongoing operations ticking over. They also manage complex projects like making a modern movie or putting the first man on the moon. Leadership is only required to sell the tickets for the journey or to resell it periodically if resistance develops, but management drives the bus to the destination.

What is Management?
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See http://www.lead2xl.com for more articles like this one. Mitch McCrimmon has over 30 years experience in executive assessment and coaching. His latest book, Burn! 7 Leadership Myths in Ashes, 2006, challenges conventional thinking on leadership.

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What Is Hospital Management?

Hospital management is a broad area that relates to management of all aspects of a hospital. It may be termed as the pivot that coordinates all elements of a hospital, ranging from patient care to record keeping to taking care of items like the inventory of medicines to physical cleanliness. Thus, a hospital management professional has to be overseeing each and every element of the hospital.

Coordination -the soul of hospital management
In healthcare settings other than hospitals; a very great deal of coordination may not be required. However, with hospitals being the providers of high-tech healthcare that they are; a host of facilities and features need to be integrated and synchronized. This calls for a high degree of adaptation of technology. Technology has facilitated functions to an extent that could not be imagined in the earlier generation.

Specialties and sub-specialties
For this reason, many sub-categories of hospital management are specializations in themselves. There will be different people handling each area or department of the hospital. A person adept in intensive care, for instance, will be taking care only of this department. Or, a specialist in inventory management will be the sole in-charge of medical supplies. This is the actual way in which most hospitals function, although generally a management professional is trained to handle each of these areas and puts the knowledge of each of these into practice from time to time.

What Is Hospital Management?

Versatile professionals
During their academic training and internships; most hospital management professionals are exposed to all these functions. Their work is generally rotated and shuffled from one area to another. They usually carry out functions within the allotted department for a fixed period of time, after which they are shifted to other areas. Over the lifespan of an entire career, a hospital management professional would have worked in just about every area of management.

Technology and non-technology
Hospital management staff works under strict rules of accountability and enforceability. The various functions in the hospital have to be coordinated very smoothly if the hospital has to be efficient. Although technology can help these professionals in a few areas; they need to use their skills intuitively on many occasions, without having to use technology. A couple of examples of this kind of function that come to mind are care and public relations with suppliers. Here, technology has no part to play, and it is the human element that matters more than anything else.

Strong backend
Ensuring that all aspects of the hospital are kept up-to-date is the most important requirement of hospital management. Just as how the true test of the effectiveness of technology is in how less intrusive it is for the user; in hospital management too, there should be no external trace of the work that has gone inside. If the hospital has to appear to be a healthcare entity in which everything is spic and span; the primary responsibility for ensuring this belongs to those in charge of management.

What Is Hospital Management?
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Anger Management - 7 Top Reasons Why We Get Angry

Anger is a normal emotion. We all get angry and need to find ways to manage ourselves when we are angry. The reasons why we get angry are varied. It helps us to find ways to deal with our anger when we understand what is making us angry.

Three reasons people respond with anger when they feel emotionally threatened:

Feeling hurt - when our feelings are hurt it is easier to get in touch with anger at the person who has just emotionally wounded us than to acknowledge the hurt. Feeling betrayed - the feeling of having been betrayed hits us to the core and again the instinctive response can be one of overwhelming anger at the person who betrayed us. Feeling embarrassed - responding with anger becomes a way of covering up what one is really feeling.

Anger Management - 7 Top Reasons Why We Get Angry

Four reasons people respond with anger that are learned:

Repeating a pattern - this is usually a pattern that is learned from the people who have had a significant influence in ones life. Usually it is a parent or other adult from whom one learns how to deal with anger. Unfortunately some people are not good at modeling successful ways of handling oneself when angry. Getting ones way - Some people have found that they get what they want when they get angry. By getting angry they intimidate the other person and cut off communication. Handling defensiveness - Responding with anger can be a cover up for feeling defensive. Again it is a learned response to experiencing strong feelings that are deep inside. People who are in the habit of responding with defensive anger are frequently not even aware what they are really feeling. Anger can be a cover-up for many other feelings. It takes courage to look behind the defensiveness. Pent-up rage - can be for various reasons: having been mistreated, bullied and/or abused; difficulty with impulse control; or a result or drug,alcohol, or prescription drug abuse. Any one who is struggling with pent-up rage may benefit from a professional assessment. If one does not find successful ways of handling this kind of anger it will adversely affect relationships.

Learning to understand what makes one angry goes a long way towards finding solutions to managing ones anger. In order to be able to interact successfully with others it becomes necessary to learn ways of dealing with ones anger in ways that are respectful of self and others.

Anger Management - 7 Top Reasons Why We Get Angry
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And if you are interested in learning more about strengthening your emotional fitness I invite you to visit http://www.GrowWithKristina.com and http://www.kristinavonr.com all by Kristina von Rosenving

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What Is the Importance of Time Management

Many people who are aware of the fact that work has to be done on time. In fact, if you can't finish the tasks that require to be accomplished in a day, you presumably require a time management solution. It's not unusual. Many people don't have a satisfactory time management solution, but they should. Having a goal is quite critical.

Anyway, having a goal-oriented strategy that makes an effective use of your time will bring you success no matter how you look at it. There isn't anything we can do about time itself. It keeps ticking the same as ordinary. We can change how we deal with events though.

It is hard to overestimate the importance of time management. Firstly, we cannot change the amount of time there is in a day. No matter how we juggle things around, there is still only twenty-four hours in a day.

What Is the Importance of Time Management

This gives us a limited amount of time to work on during the year - in fact one might say that despite differing opportunities in life everyone has the exact amount of time, so the only thing we can do in our lives when it comes to time is altering the way we use it.

Once you realize this, you know that wasting time leads to a wasted job, project or even life itself. In this article, we look closely at the importance of time management in our lives.

Your important time starts now

Everybody knows that we have more than twenty different things that need to be done in a day. We don't really know how we are going to fit all of this into our busy schedule.

The time management importance is this next statement: Those twenty things you need to do have to be prioritized. What does this mean? This means you need to put the things you want to do into a list and then decide which ones are more important, and which ones can wait.

The things that can be done later are still put on the list, but we know there are other areas to take care of first. We now have to decide how long we are giving ourselves to do each of those different tasks.

We need to be realistic. If it is an event that requires travel, the actual traveling needs to be put in the plan as well. If you know you have to stop for gas when on the road, you will need to add that into the plan as well.

This is to show you where all of the time is being used up. This can also help you with a time wasting strategy.

Put some priority into your daily activities

If you have followed your list and you still don't have enough time in a day to do anything, look at your information to see where time is wasted. Wasted time is not good in any body's life.

To be able to fit everything into your day you need to eliminate those time wasting activities. By doing, so you will be able to get more work done and still have time left to enjoy with yourself and your family.

The importance of time management can be gauge from the truth that by following its simple principles we can go from breathing day to day to living a full, successful live in which we work actively towards our life goals. No other skill or information set lets us achieve that.

Thanks a lot for taking your time to read this article. Go up before and look around to discover other helpful tips and information.

Even though, you may now know the importance of proper time management, but all words no actions is simply does not make your goals come true.

Take action now is the most right thing to do if you want you goals realized.
Without an effective and proper time management system, there will not be much goal-oriented lifestyle to hope for.

Understanding the fact that an effective program for time management habit may be easy to follow and implement and now allowing you to side-track is really allowing you to enjoy your life once again. So, please don't wait any longer before giving another excuse to realize your goals again.

What Is the Importance of Time Management
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Eddy K Elgin is the author of the 17 Minutes Time Management Secrets. Drop by at importance of time management for more details.

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Organizational Change - Four Key Management Strategies For Leaders

Every leader faces the need for change. Determining the need for change is based on numerous internal and external factors. Once a leader has determined that change is necessary, he or she must be diligent in managing the change process. How a team is guided through the change process ultimately determines its success or failure. Thriving organizations have leaders who know how to manage the change process.

The following steps are essential components to successfully manage the change process:

Step 1: Set up an accountability system that clearly outlines who is responsible for each important aspect of the change process.

Organizational Change - Four Key Management Strategies For Leaders

Once a leader has determined that a significant organizational change is necessary, a change leader should be identified. The change leader is responsible for overseeing each aspect of the change cycle including planning, implementing, monitoring, and transitioning into routine business. The change leader must be empowered by senior leadership in order to succeed. A change leader must be able to direct resources and staff from all levels of an organization to effectively drive organizational change. For large initiatives, a change leader will need to assign responsible parties for each major action area. In addition, each individual action item should have a responsible party. Accountability is necessary to ensure that the change process is focused and driven. It is also key to include representatives from a variety of levels and job functions in change planning and implementation. It is impossible for a leader to predict the impact that changes will have on every level and facet of an organization. By including a variety of staff, a leader is able to obtain a clearer picture of how the organization will be affected and will be able to achieve the greatest degree of success while avoiding or minimizing any negative impact.
Step 2: Effectively communicate with the change team and others impacted by the change.

The flow of information in an organization is its life force. To maintain and improve the strength of the organization, information must be shared upward, laterally, and downward. Regular communication is vital to a successful change process. The following must be clearly communicated to staff:

Why the change is necessary for the organization? Ideally this will include an overview of external and internal factors driving the change and the benefits to the organization. Who will be responsible for the change process? This includes identifying the change leader as well as the key team members responsible for major action areas. What mechanisms will be used to implement the change? This involves a description of the work plan and group processes that will be used to design, implement, and monitor the change process. Where staff assistance is needed to facilitate the change process? This includes clearly outlining how job duties will be affected and what is expected of staff during the change process. How the organization is progressing toward the desired change objective(s). This communication should occur at a regular frequency throughout the change process. It is important for the above information to be communicated in a timely and understandable manner to all staff impacted by the change. In addition, it is recommended that multiple forms of communication be used, including verbal (e.g., conference calls, voice mail) and written (e.g., e-mails, memos). Written information, such as phone lists and process flow charts, are more critical for staff that will need to frequently reference the information during the change process.

Step 3: Support the team in the challenges related to the process. Implement a mechanism to quickly problem solve barriers and answer questions related to the change process.

Successful change is dependent on staff understanding, investment, and focus. A team needs to be supported through each aspect of the change process. The following table suggests areas and examples of appropriate staff support:

Tools needed to get the job done: · Providing staff with revised policies and procedures and detailed written instructions regarding the change. Information needed to proceed with change initiative: · Set up daily meetings or an electronic site (via intranet and/or e-mail) where staff can ask questions and obtain assistance with issues. Staff training related to the change: · Providing staff with training on new policies and procedures, changes in their job function, how to communicate the change internally and externally, etc. Timely response for urgent issues:· Set up a quick response system for immediate issues such as a telephone tree with cell phone and pager numbers by area of issue.
Step 4: Acknowledge employee and organizational successes.

It is very important to acknowledge employee and organizational successes during the change process. This allows employees to know that their efforts are making a difference. People want to know that there is a meaningful purpose and a productive outcome resulting from their investment of time and energy.

Leaders can easily make the mistake of focusing on what is left to do and not taking enough time to celebrate the gains that have been made. While understandable, this mistake can lead to a loss of staff investment in the change process. If staff begin to think that an objective is unachievable, or that the organization will never be satisfied, it can lead to a reduced intensity of effort and even loss of employees.

Below are a few examples to acknowledge accomplishments along the road to successful change:

Thank you notes to staff for their investment and hard work related to the change initiative. Celebrations involving food, such as a cake with an applicable message, being brought into a staff meeting. Certificates of achievement for noteworthy staff accomplishments. Small gifts such as pens, candy, or gift certificates for special contributions. Leaders reporting on successes during meetings or in written communication. Staff will appreciate knowing that their contributions are recognized by leadership. They will also know that their time and effort is positively contributing to the organizational achievement of stated change objectives.

Organizational Change - Four Key Management Strategies For Leaders
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Zohreh Piurek is the senior vice president of Piurek & Associates and a specialty consultant. She specializes in strategic planning, project management and leadership development. Piurek & Associates is a values-based firm specializing in the delivery of management consulting services to health and human service organizations. Zohreh can be contacted through Piurek & Associates' website at: http://www.piurek.com

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