Register now or log in to join your professional community.
when they take their breaks and when they leave. He periodically walks around the office to be sure that everyone is doing work when they are at their desks and he insists that he make every project decision, even minor ones. What kind of manager is he? A. Effective B. Cost cutter C. Theory X D. Theory Y
managers should have leadership skills and be positive towards employees which will automatically emloyees discipline.
Theory x
people dislike work, have little ambition, and are unwilling to take responsibility.
In fact Tom is aTheory X manager he should make sure his work hand in hand what imeans is he should asign work for his team
Theory x but in true management rational approach is require to manage working of employees manager should be positive towards employees but true and carefull towards its milestone and goals as per planned time line and observe working of employess in every day meeting theory X is for supervisors not for managers. Mangers are near to leaders they should have broad minded approach towards working and employes but manage resources on ethical and moral levels. Companies Norms and values are the identity and reputation of company.
Answer: CExplanation: Tom is a Theory X manager. He believes that employees need to be watched all of the time and that all of his team members are selfish and unmotivated.
He is not a manager. It looks like a watch man.
Project Manager should be a Team leader, who look after the whole project.
Divide the project in different parts, appoint a responsible person to each group, fix the target, assist them to achieve the target, review the progress regularly, support them for better performance, finish the project well in time, award team members for their achievements and success.
He is a sincere and effective Project Manager quite dedicated to his job on hand but a manager with questionable HR skills. If it is to be assumed that his team members are equally dedicated and sincere in their job then the constant follow-up may actually yield negative results simply because of the law of diminishing returns.
Much as I would like to but I am unable to give Tom the benefit of doubt regarding his actions vis a vis his team members because if his actions are actually an outcome of him having to handle an imcompetent team then he should actually escalate the matter and get his team changed rather than wasting time on adult professionals with his constant follow-up methods.
In my opinion he is a cost cutter
Tom must act like a leader not a boss!
