According to Stephen P.

Robbins Manager is the person who coordinates and oversees the work
of other people to achieve organization goals effectively and efficiently. Managerial task can be
classified as non managerial employees are first line manager, middle and top level manager.
Each organization has distinct purpose, structure and people. Henri Foyal gave five functions of
manager planning, organizing, commanding, coordinating and controlling. Then Mintzber
further specified four functions that are planning, organizing, leading and controlling. Katz
contributed that three types of skills are necessary for managers like Technical skills for lower
level manager, interpersonal skills for middle manager and conceptual skills for top level
manager. Mintzberg also gave roles of manager that are interpersonal roles; related to dealings
with people representative, Leader and Liason, Informational roles; monitoring, Disseminating,
and spokesperson, Decisional roles; disturbance handler, resource allocator and negotiator.
Managers have to Interact, reflect and Act. Challenges and threats for manager are change in
technology, demands for ethical work, and increased competition so innovation and
sustainability is necessary for remaining competent. How management evolved could be seen
from history like Egyptian pyramids and Great Wall of China. In 1776 Adam smith gave concept
of work specialization and in

century industrial revolution occurred. Approaches to

management include Scientific management and General Administrative Theories, Quantitative
approaches, Organizational Behavior, Systematic Approach and contingency Approach. In
scientific management Fredrick W.Taylor, Frank Lillen and Gillberth and In Administrative
Theory Henry Foyal and Max Weber (Bureaucracy modle) are well known. Behavioral
Approach focuses on Motivation, Leadership, and group behavior. Quantitative Approach
involved application of statistics, optimization models and computer simulations. Systematic
Approach revolves around input, process and output and has two basic types open and close
system. Contingency theory is also known as situational theory which includes various variables
and holds that there is no one universally applicable set of management principles by which to
manage organizations.
In second chapter two views given Omnipotent View says, manager are responsible for an
organization success or failure, whereas Symbolic View says that success or failure is due to the
external forces that are out of control of manager. Constraints on manager decision making are
Culture, norms, beliefs that are internal factors and environment that is external to an
organization includes political, economic, social, technological, legal and environmental factors.
These constraints have impact on jobs, employment, environment uncertainty and stakeholder
relationship. There are seven dimension of culture; attention to detail, outcome orientation,
people orientation, team orientation, aggressiveness, stability, innovation and risk management.
Organization has strong or weak culture that is reflected through loyalty, daily practices, and
organizational activities. Currently manger encompasses through cultural issues that are
innovative culture, customer responsive culture and workplace spirituality.


Gary Dessler in his book Human Resource Management has described that Human resource
management revolves around management of human aspects in whole management process of
planning, organizing, staffing, leading and controlling. It is needed everywhere, in every field
and each kind of responsibilities and duties like line and staff aspect at workplace, with change
in environment, globalization, change in technological trends and change in nature of work has
created new demands, opportunities, threats and challenges which has created shift from tactical
to strategic management of human resources. Strategic Human Resource Management is
formulating and executing HR policies and practices that produce desired competencies and
behaviors to achieve companys strategic aims. Managers are involved in creating high
performance work system, managing with technology, effective HR policies, and trends towards
team orientation are at its peak. Every company is trying to be best HR Certified, they are
dealing with requirements of laws and ethically managing their businesses.
In second chapter, he has described about different laws, and bodies governing in favor of
employees; for the protection of their rights especially in context of America. Like Title vii of
the 1964 civil rights act protects against employment discrimination based on demographics.
Equal Employment Opportunity Commission (EEOC) is to deal with employment complaints.
Office of Federal Contract Program (OFCP) oversees Complains of Federal contractors. Equal
Pay Act 1963 demands equal pay for equal work. Age Discrimination Employment Act 1967,
and then Vocational Rehabilitation Act was given in 1973, Civil Right act in 1991 put burden of
proof back on employer and permits compensatory and punitive damage. American with
Disabilities Act protects discrimination against qualified disabled person. In 1994 Federal
violence against woman act was introduced. Then in order to detect adverse impact different
tests were introduced like Disparate Rejection Rate, Rule and restricted policy. With the
changes in environment workforce diversity and diversity management are hot issues having
pros and cons. Different affirmative programs have been introduced for better human resource
management. Coming towards conclusion Human beings are resources that play pivotal role in
attaining goals of an organization, so effective management of human resources is essence for
survival of an organization.