MGT/230 V6 Management Action Plan Template

MGT/230 v6 Management Action Plan Template

MGT/230 v6 Management Action Plan Template Answer the following questions for each function of management. Your responses should total 700 to 1,050 words combined.

Function of Management: Planning

What type of planning activities will you need to use as a manager? Review planning activities from the textbook.

What planning process would you use as a manager?

Function of Management: Organizing

How will you use organizing as a manager? Review organizing approaches from the textbook.

What organizing approaches would you use as a manager?

Function of Management: Leading

What type of leadership characteristics do you want to demonstrate? Review leadership characteristics from the textbook.

What leadership approaches would you use as a manager?

Function of Management: Controlling

Which controlling techniques would you use to measure performance? Review controlling techniques from the textbook.

What controlling approaches would you use as a manager?

Paper For Above instruction

Effective management necessitates a comprehensive understanding and application of core functions: planning, organizing, leading, and controlling. Each function plays a crucial role in steering an organization toward its goals efficiently and effectively. This paper outlines the key activities, processes, approaches, and leadership characteristics relevant to each management function, underpinned by scholarly insights from management textbooks.

Planning is the foundational function where managers set objectives and determine the best course of action to achieve them. As a manager, strategic and operational planning activities are vital. Strategic planning involves long-term goal setting, ensuring that the organization positions itself competitively within its environment (Robbins & Coulter, 2018). This includes environmental scanning, SWOT analysis, and defining mission and vision statements that guide overall direction. Operational planning, conversely, focuses on short-term initiatives and task-specific plans that translate strategic goals into actionable activities. These activities might include resource allocation, scheduling, and contingency planning.

The planning process I would use as a manager involves several steps. Initially, I would conduct environmental analysis to assess external opportunities and threats, alongside internal strengths and weaknesses (Hitt, Ireland, & Hoskisson, 2017). Based on this assessment, I would set specific, measurable, achievable, relevant, and time-bound (SMART) goals. Following goal setting, I would formulate strategies—that is, broad courses of action—and then develop detailed action plans, assigning responsibilities and deadlines. A crucial part of this process is periodic review and flexibility to adjust plans as circumstances evolve, ensuring organizations remain adaptive and resilient (Mintzberg, 1994).

Organizing involves arranging resources and tasks to implement the planned activities efficiently. As a manager, I would emphasize creating a structured framework that clarifies roles, responsibilities, and relationships within the organization. Effective organizing requires establishing an organizational chart that delineates authority levels and communication channels (Roberts, 2020). Implementing division of labor ensures tasks are assigned to individuals with the appropriate skills, promoting efficiency and accountability.

Approaches to organizing include functional, divisional, matrix, or team-based structures. The choice depends on organizational goals and environment. For dynamic and innovative organizations, a matrix structure can facilitate flexibility and cross-functional collaboration (Daft, 2016). Additionally, adopting clear procedures and policies supports consistency and operational control. As a manager, I would prioritize aligning organizational structure with strategic goals, fostering communication, and empowering employees to perform their roles effectively.

Leading is about influencing and motivating employees to achieve organizational objectives. Demonstrating transformational leadership characteristics, such as inspiring vision, individualized consideration, and intellectual stimulation, can foster a positive and productive work environment (Bass & Riggio, 2006). I aim to be a communicator who provides clear expectations, encourages participation, and recognizes employee contributions, cultivating engagement and commitment.

In terms of leadership approaches, I would adopt a participative style, involving team members in decision-making processes whenever appropriate. This inclusive approach promotes ownership and innovation (Yukl, 2013). Additionally, transformational leadership—characterized by inspiring followers through a compelling vision—can drive organizational change and motivate employees to perform beyond expectations (Bass & Avolio, 1994). Ethical leadership is also essential to establish trust and a strong organizational culture grounded in integrity.

Controlling involves monitoring performance and taking corrective actions to ensure organizational goals are met. As a manager, I would employ various techniques, including performance appraisals, key performance indicators (KPIs), and balanced scorecards. Performance appraisals facilitate feedback sessions and identify areas for development (Aguinis, 2019). KPIs—such as sales growth, customer satisfaction scores, and production cycle times—offer quantitative measures of progress, enabling timely interventions.

To effectively control, I would implement regular review meetings and utilize technological tools for real-time performance tracking. The balanced scorecard approach integrates financial and non-financial metrics, providing a comprehensive view of organizational performance (Kaplan & Norton, 1992). Establishing clear standards and expectations, coupled with ongoing monitoring, enables proactive adjustments and continuous improvement, fostering organizational effectiveness and accountability.

In conclusion, mastering each management function through specific activities, suitable processes, and effective approaches is essential for organizational success. Leaders must tailor their strategies to situational demands, leveraging appropriate leadership styles and control techniques to adapt and thrive in dynamic environments.

References

• Aguinis, H. (2019). Performance management (4th ed.). Chicago Business Press.
• bass, B. M., & Avolio, B. J. (1994). Improving organizational effectiveness through transformational leadership. Sage Publications.
• Bass, B. M., & Riggio, R. E. (2006). Transformational leadership. Psychology Press.
• Daft, R. L. (2016). Organization theory and design. Cengage Learning.
• Hitt, M. A., Ireland, R. D., & Hoskisson, R. E. (2017). Strategic management: Concepts and cases: Competitiveness and globalization. Cengage Learning.
• Kaplan, R. S., & Norton, D. P. (1992). The balanced scorecard—measures that drive performance. Harvard Business Review, 70(1), 71-79.
• Mintzberg, H. (1994). The rise and fall of strategic planning. Free Press.
• Roberts, B. (2020). Organizational structure and design. Management Review Journal, 15(2), 45-59.
• Robbins, S. P., & Coulter, M. (2018). Management (13th ed.). Pearson.
• Yukl, G. (2013). Leadership in organizations (8th ed.). Pearson.