All these are consolidated in the four functions of management which are organizing, planning, controlling and directing. As the manager of Smith accounting and Tax service business, you I acknowledge the fact that you had the right qualifications and had a good start as you identified an opportunity to expand your business and did Just like that of (Carcinogenic, & Churchill, 2006). Your work is commendable however, the most important part of overseeing the business is what you put aside with the aim of acquiring more clients and make more returns. Planning is quite important for any business regardless if it is large or small. This is because all functions associated with management fall under planning and lack of planning is planning to fail (Guzzle, 2011).

On one part of the business, the management was good because upon realizing that and expansion opportunity was available you seized the opportunity and announced interviews for qualified professionals which was quite successful. However, the fact that Lisa was responsible for the interviews is quite a failure. This is because it is clear from your case that Lisa had not qualifications in accounting and taxation. She may have been quite alright in picking the be most competent employees from their application documents but this doe that your presence should not have made a difference (Range, 2007). This CLC indicates that even though your company knew what they wanted to seize expansion opportunity, there was lack of human resource planning which evident in the underestimation of the Job description, Job design, selection acquirement.

It is true Lisa had worked with you for some time and was doing great b was no reason for the owner of the business to have little or no time for en employees during their interviews yet she is the one who knew what she n most (Puzzle, 2011). The success of the interviews was yet another source because, dear Amanda you came to believe that Lisa was competent enough handle duties requiring your attention even without. This made your she tight for responsibilities that you and only you could handle hence poor it management that found you too busy to have valuable time to provide GUI management direction concerning the works of the other of your employee 2007).

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I am glad you identified your failure before it was too late as with right your time as the manager, and with such a dedicated assistance such as Lie planning your time to suit all your responsibilities with little or no delegate powers is quite essential. Amanda, you and me agree that your business w places in the future, but with the presence of conflicting interests and all delegated duties, chances are that the business will fail and the future re doomed (Frankincense, & Churchill, 2006). So what is right to bring your buss n feet is to ensure that you deal with the present problems one after the promise your clients to expect even better services in future. Reassure your employees that their trust in your services is not in vain you will work towards that by implementing proper time management leave even for emergency matters that may call for your attention even away fro schedule.

After the business is up, ensure you implement proper human r planning, Job design and description, selection and recruitment processes. And let the new employees get to know who they will be working for and w expected of them (Range, 2007). Probably Lisa lacked the knowledge to tell t was expected of them and which made even you to assume that you were with intellectuals who understood their Job well and would always give the Amanda, remember that planning for all businesses is ongoing. The rear my arguments are because the external and internal factors affecting your aren’t constant. For instance in your case, it was only after four months in that Lisa started receiving calls from unsatisfied clients (Frankincense, & Chug 2006).

Despite the fact that these clients held the future of your business, o ignore them and left Lisa to maneuver her way out in dealing with them. Lisa isn’t qualified in that field and as a manager you delegated duties and to your newly employed accountants which mean Lisa was carrying the buy another employee. Having received such calls from clients meant that you as the manager had to call an urgent meeting with the employee responsible and deal with the problem from that point on. However, you chose to depend on the mission and motto of the organization assuming that the zeal it brought to you was the same given to everyone else (Range, 2007). In such a case Amanda, a manager must always offer directions to the employees after assessing their work and performance.

It is true that new clients were forthcoming as can be seen from the range of returns brought in by the employees, 100-175. However, the quality of services was way too far from what a business in need of a larger market share and a competitive advantage was after (Puzzle, 2011). Including directions in your management is important in a number of ways. First, all employees are prone to deviating from the business goals and objectives probably u to the pressure that comes with the work they are to do. However, this does not mean you leave them to themselves to solve such problems. Instead, as a manager, there is need for constant provision of guidance and instructions geared towards achievement of the organizations goals and objectives.

Lisa, your role as a manager should be offering directions and instructions and that is what is wanted. For Amanda who was your acquaintance at the initiation of the business, good work is always rewarded. However, the other new employees, despite working hard and bringing commendable results within the first taxation ear, no rewards have been offered to them. Employee motivation is quite essential in employee performance (Range, 2007). This is because having great qualifications for the Job doesn’t mean that the client must always offer their best. Something must be done to make them feel as the most important part of the organization without the efforts of which the organization would not be where it is.

Amanda, adopting directions or leadership in your management will provide influence to the employees as well as mould their behavior towards the attainment of the organizations goals and objectives. Additionally, this will serve as a guide to the employees towards the attainment of personal and career goals. Influencing the employees through employee motivation may include provision of incentives and other benefits and rewards to hard working employees (Frankincense, & Churchill, 2006). Additionally Amanda, with effective communications, the relationship between you and the employees is bond to improve for the better and this will work effectively in problem solving as problems will be discovered on time, discussed and efficient solutions achieved for the same.

Your leadership efforts are appreciated in incorporating the Monday mornings for meetings to discuss individual progress. However, you leave out an important point of requiring knowing the challenges and the different problems being faced by the individuals in their working places. This s important in identifying areas of concern that affects all employees including yourself and searching for solutions to make your services of better quality and reliable. As a manager, you lacked control of your organization. Amanda this allows me to point out several occasions such experiences happened (Marcia, & Daft, 2010). For instance, despite employees being aware of their duties and responsibilities, you failed to provide them with standards.

For companies such as yours where one is recognized by the number of new clients they bring in, it is easy for the employees to forget the other performance requirements like quality, timely and satisfactory services (Range, 2007). This is what happened in your case as well, it was only after about four months of operations the newly acquired clients started complaining of poor services. Instead of depending on their qualifications, you should have insisted n an evaluation and Job performance reporting session that would have provided the details of one’s work and how they meet organizations goals and objectives. This way you could have kept track of the performance of each employee for guidance and directions.

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