Management of an Organization

Management of an Organization







Management of an Organization

What is your management style?

            The candidate needs to display tolerant behavior and greater affinity for delegating responsibilities. Consequently, he/she has to show a willingness to cede authority to subordinates without rushing to take all the credit. Thus, an assessment of egoistic responses has to be done through the evaluation of the tone and boisterous body language. Moreover, a determination of the recruit’s use of ‘I’ instead of ‘we’ will be made to signal his/her affinity to group participation or dictatorial tendencies.

How do you handle disputes within a workforce?

            The manager has to be attentive to proceedings and seem to speak in an impartial tone. Furthermore, the individual should be interactive with all members involved in a conflict. However, the conclusion agreed upon has to be decisive hence; a clarification has to be shown of how it will be implemented. Moreover, the person should portray resilience when faced with difficult questioning sessions or provocative questions. This would be an indicator of readiness to manage tense and volatile situations. Such scenarios put significant pressure on the officeholder.

What motivation techniques can you employ to facilitate the achievement of goals?

            The subject will be studied to see whether he/she is persuasive. As such, the ability to strike conversations will be analyzed while the body language needs to be friendlier. In fact, the person has to demonstrate charismatic behavior and an improvisation of songs, words, or ideas that raise the level of self-esteem among employees (Samson & Daft, 2009). In addition, good communication skills have to be evident as this is important in convincing members of staff to be more productive. Therefore, experience in rallying people will be measured by the capacity to make connections with others without undue coercion.

Which measures can you take to successfully launch and complete a project?

            The interviewee has to indicate that he/she has the technical competence to interpret different project obligations and relay the same information to colleagues. In particular, the individual has to prove that a possession of the authority to assign tasks exists; the capability of designing timeframes is present, as well as a supervisory mechanism for unit services and customer activities. Similarly, budget allocation principles have to be forthcoming while the criteria for recruiting team members has to be made available. This would serve to reveal the candidate’s perception of the strengths and weaknesses required of any worker in the quest to meet the organization’s goals.

How can you blend your role as the leader with that of a servant of customers?

            An element of a keen listener has to emerge to show that the person is thoughtful and accommodative of other people’s ideas. Likewise, he/she has to be a good decision maker especially when dealing with customer feedback in order to maintain or enhance the firm’s reputation. Whereas the appointee has to be assertive in promoting the company’s vision, a check will be conducted to ascertain that he/she can negotiate effectively with both members of staff and clients on the quality of the services offered in comparison with those of other competitors (Stanford, 2011). Thus, there should be an indication of prompt response to emergencies and a plan devised to detail the procedure of handling unsatisfied customers.

How can you maintain control of the division without being intimidating?

            It should be established that the manager has held senior-level positions in the human resource department and displays a knack for promoting democratic principles. As such, observations of any stereotypical opinions should be noted to determine his/her likely conduct as the person in control of the new service department. Similarly, there needs to be an indication of impartiality when addressing general matters as this prevents discriminatory practices that cause friction in the workplace. Hence, the person should offer an exploration of ethical disciplinary measures that can be meted out.



Samson, D., & Daft, R. L. (2009). Fundamentals of management. South Melbourne, Vic: Cengage Learning Australia.

Stanford, N. (2011). Corporate culture: Getting it right. Hoboken, N.J: John Wiley & Sons, Inc.

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