Line managers need all the help they can get, especially when they don't realize it
Line managers need all the help they can get, especially when they don't realize it
Honey P. Organisations & People: Successful Development (UK), November 2006, Vol. 13 No. 4, Start page: 2 (7 pages)
Purpose – To examine the difficulties faced by line managers. Design/methodology/approach – Suggests that managers give people development and the development of a supporting working environment, a low priority; draws attention to how most line managers, usually specialists in a particular area, end up as managers by default and many lack the skills for their new position. Identifies seven main perils facing line managers which include, among other things, the need to delegate and let go; the need to develop people; the perils of loneliness and the importance of perils of knowing whether to lead or to manage; lists the main faults that many line managers exhibit, among them melodrama (managers who like to be the centre of attention)and volatility (managers who have sudden mood swings). Originality/value –Outlines the perils facing line managers and puts forward ways they may be overcome.Reference: 35BB079
Keywords: Management attitudes, Management effectiveness, Management styles, Management techniques
