If the staff man masks his own uneasiness and anxiety with a stream of technical language, communication will be nonexistent. It should never be implied, for example, that the line manager has not been running his operations effectively or that the consequence of his failure to adopt recommendations can be his failure as a manager.
The staff consultant is oriented toward an analytical approach. He has a good bag of tricks and is eager to prove their worth. It is difficult for him to understand the line manager's preoccupation with things he regards as more important. When the consultant finds that his success hinges on the cooperation of unenthusiastic or downright hostile managers, he tends to overreact, push harder and argue more forcefully. In fact, human resources consultants, internal and external, have been known to make their points so forcefully that they killed the program or the assignment they were trying to put across.
An honest appraisal of organization shortcomings will in most instances reveal where actual achievements fall short of potential and why there are many disappointments. But to improve his total contribution the human resources executive should not undertake a project or assignment until the line manager is ready to contribute his inputs, until he is ready to invest his time despite his many pressures, until he is ready to accept the fact that an immediate payoff is not always possible. Readiness is important.
When the human resources executive is new to the position or to the manager, he should start with a project that has a high probability of success.
The staff man must also be prepared to share project responsibility and control with the line manager, but not let him relinquish his role when the project is off the ground. Too often, short cuts get results but byp[censored] line involvement, and the solutions prove to be costly in the long run.
Unless there are problems on the line requiring close surveillance and control, line managers should be free to decide for themselves whether to use the in-house staff man; having to foot the bill directly (apart from a general assessment) would make for some meaningful project work and closer cooperation.
Line people should avoid the excuse that they have no time for all those newfangled ideas because many of these ideas-the application of new approaches to human resources management.
The human resources consultant, for his part, must avoid telling line managers what to do and learn instead to help them. The task of the teacher is not to see how much ground he can cover, but to uncover a little bit of ground. Coupled with this is the need to avoid overwhelming the line manager with a host of consultants, each called in for a different purpose. Staff need to integrate their efforts to help busy line managers. They must understand the important trends and dynamics of the particular business or component in which they are working.
One effective technique to improve working relationships between line and staff is to switch jobs regularly at all levels. This arrangement is a great help in arresting executive obsolescence, rounding out key men, and strengthening the organization. It certainly helps to break down barriers between line and staff people; there's nothing like working on both sides of the fence to make them appreciate each other. Not only do the managers benefit, but so do the functions they manage. People learn to become more flexible, and the organization learns to change so that it can compete in a world of rapid change.
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Read More:Setting Healthy Boundaries For Your Children,Selling Yourself Well: How To Write A Resume Cover Letter,Grab budget car rental services in Miami,Ale!,Blogging For A Living,Benefits of Using a Network Cable,Tips For Dressing Fashionably With A Skirt,University shuns cloud archiving and Quantum for Spectra Logic tape,Apartment Hunting Tips - Checking Rental Agreement For Lease Section,Advantage of wholesale printing services
The staff consultant is oriented toward an analytical approach. He has a good bag of tricks and is eager to prove their worth. It is difficult for him to understand the line manager's preoccupation with things he regards as more important. When the consultant finds that his success hinges on the cooperation of unenthusiastic or downright hostile managers, he tends to overreact, push harder and argue more forcefully. In fact, human resources consultants, internal and external, have been known to make their points so forcefully that they killed the program or the assignment they were trying to put across.
An honest appraisal of organization shortcomings will in most instances reveal where actual achievements fall short of potential and why there are many disappointments. But to improve his total contribution the human resources executive should not undertake a project or assignment until the line manager is ready to contribute his inputs, until he is ready to invest his time despite his many pressures, until he is ready to accept the fact that an immediate payoff is not always possible. Readiness is important.
When the human resources executive is new to the position or to the manager, he should start with a project that has a high probability of success.
The staff man must also be prepared to share project responsibility and control with the line manager, but not let him relinquish his role when the project is off the ground. Too often, short cuts get results but byp[censored] line involvement, and the solutions prove to be costly in the long run.
Unless there are problems on the line requiring close surveillance and control, line managers should be free to decide for themselves whether to use the in-house staff man; having to foot the bill directly (apart from a general assessment) would make for some meaningful project work and closer cooperation.
Line people should avoid the excuse that they have no time for all those newfangled ideas because many of these ideas-the application of new approaches to human resources management.
The human resources consultant, for his part, must avoid telling line managers what to do and learn instead to help them. The task of the teacher is not to see how much ground he can cover, but to uncover a little bit of ground. Coupled with this is the need to avoid overwhelming the line manager with a host of consultants, each called in for a different purpose. Staff need to integrate their efforts to help busy line managers. They must understand the important trends and dynamics of the particular business or component in which they are working.
One effective technique to improve working relationships between line and staff is to switch jobs regularly at all levels. This arrangement is a great help in arresting executive obsolescence, rounding out key men, and strengthening the organization. It certainly helps to break down barriers between line and staff people; there's nothing like working on both sides of the fence to make them appreciate each other. Not only do the managers benefit, but so do the functions they manage. People learn to become more flexible, and the organization learns to change so that it can compete in a world of rapid change.
Links:Breitling Aeromarine Superocean Chronograph II Mens Watch A13341X9/BA81,Cartier Tank Louis Silver Dial 18k Rose Gold Brown Leather Mechanical Mens Watch W1560003,Hublot Classic Fusion Men's Automatic Watch - 511.NX.1170.RX,Omega Constellation Ladies Watch 123.15.27.60.55.004,Zenith Captain Central Second Men's Automatic Watch 18-2020-670-22-M2020Breitling Men's BTAB0510U0-A732SS Transocean Chronograph Unitime Analog Display Swiss Automatic Silver Watch,Chopard Men's Grand Prix Watch Titanium And Rose Gold. 168570-9001,Omega Constellation Ladies Watch 123.15.27.20.55.001,Omega Women's 3535.70.00 Speedmaster Diamond Bezel Watch,Vulcain 50s President's Men's Black Dial Mechanical Rose Gold Alarm Watch 110651.287L
Read More:Setting Healthy Boundaries For Your Children,Selling Yourself Well: How To Write A Resume Cover Letter,Grab budget car rental services in Miami,Ale!,Blogging For A Living,Benefits of Using a Network Cable,Tips For Dressing Fashionably With A Skirt,University shuns cloud archiving and Quantum for Spectra Logic tape,Apartment Hunting Tips - Checking Rental Agreement For Lease Section,Advantage of wholesale printing services