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Lecture 8
Advanced Organizer
Managing Engineering and Technology
Management Functions
Planning
Managing Technology
Research
Personal Technology
Time Management
Design
Production
Ethics
Career
Quality
Marketing
Project Management
Chapter Objectives
Describe the steps in staffing technical organizations Discuss the process of an employment application Discuss the nature of Authority and Power Explain the concept of delegation Describe the structure of committees
New Hires
Resume
The first impression an engineer makes is usually through the resume
1. Name and Address, and telephone number
2. Current job position status (eg. Graduating) 3. Current and long-term employment objectives 4. Summary of education qualification 5. Employment experiences 6. Publications, significant presentation, honors awards 7. Professional affiliations 8. References
Employment Application
Cover Letter
Resume - If the resume creates a favorable impression the job candidate will be asked to fill out an application Interview - May be redundant with the resume but will usually lead to an interview
Campus Interview
Graduating engineer typically makes contact with potential employers on campus Successful campus interviews Applicant learns about employment opportunities and other advantages with firm Interviewer learns enough about the applicant
Is a formal letter offering specific position and identifies Salary Reporting date Position and title The supervisor the candidate reports to Provisions regarding moving expenses (if applicable)
Appraising Performance
Provide feedback to the employee Provide guidance on how to improve performance Provide a performance basis for rewards/promotions Provide objective documentation for actions against non-performers
Sources of Power
Legitimate/position Reward Coercive/punishment Expert Referent
System 1 System 2
System 1 works with traditional bureaucratic orgs. System 2 works with high-tech people.
Functional status: from type of profession, like status to doctor in hospital or prof. in non-academic setting. Eg. Scientist and labcoat.
Scalar status: due to level in org. Usually avoided to lessen social distance b/w levels of org. Called corporate culture.
Delegation
Assignment: mgrs use authority to assign duties to subordinates, making them responsible. Flow is downwards.
assign Vice president assign Chief project engineer
president
Delegation of auth: give auth to subordinate to order resources etc. subordinate must have enough auth. to carry out assignments.
Accountability: mgr must extract accountability from subordinate making him `responsible to mgr. But mgr is responsible for higher authorities. Flow is upwards.
president accntble Vice president
accntble
Delegation
Reasons for delegation Relieves mgr. of that work Allows subordinates to develop skills Delegation concentrates decision-making closer to activity Barriers to delegation for engineers Do it right yourself v/s allow subordinates to do their work
5 degrees of initiative
Initiative on part of subordinates 1. Wait until told 2. Ask what to do 3. Recommend, then take resulting action 4. Act, but advise at once 5. Act on own, then report routinely Should progress from 4&5 ASAP.
Committees
Reasons for using committees: Policy making/administration: operating decisions are made by a subset of this group called `executive committee. Representation: a) reps from each org unit affected by a particular class of problems. b) committee members are supposed to reflect the opinions and needs of the unit that sent them to group deliberation. Shared knowledge and expertise: no one person has all the expertise needed to solve a complex problem.
Committees
Reasons for using committees: Securing co-operation in execution: must secure co-op from committee members for smooth operation. Pooling of authority: a committee of people need authority to accomplish a job, then solve the problem by joint decision. Training of participants: a) excellent education to potential managers and they get to b) consider viewpoints that they dont see every day.
Committees
Disadvantages of committees: Tend to produce compromise solutions and `get back to work, this produces inferior solutions compared to that of most competent member. Usually holds one person responsible. Committees usually cause delay in solving the problem.
Effective Committees
Purpose and chair: careful defn. of purpose the committee is to serve, its authority and expected life span.
Size and membership: 5 members is logical, but for complex problems, groups also ok. Members should be chosen well, they should contribute but not dominate.
Preparation: chairman is responsible for this. Publish meeting date in advance, agenda to be prepared and distributed to members.
Effective Committees
Conduct of meeting: task functions: to get the job done AND group relations function: to maintain constructive relations among members to facilitate attaining group objectives. Meeting follow-up: chairman should provide concise, clear and readable minutes of meeting to members. Should identify action items, who is responsible for what, deadlines etc.
Effective Committees
Conduct of meeting: task functions: to get the job done AND group relations function: to maintain constructive relations among members to facilitate attaining group objectives. Meeting follow-up: chairman should provide concise, clear and readable minutes of meeting to members. Should identify action items, who is responsible for what, deadlines etc.