Who Are Middle Managers? No one has a job title “Middle Manager.” Who then are middle managers? And how do we distinguish them from those at the top? It is known that senior management makes the decisions that set the organization’s course, whereas middle management interprets and executes those decisions. Middle managers do not set agendas, but carry them out. Nonetheless, middle managers make numerous decisions, and these decisions are important to the organization. The context of these decisions, however, is not of the managers’ own making. Middle managers live inside organizations and have little voice regarding the strategies of those organizations. In this sense, they differ from both the managers on top of the organizations and from the frontline workers.
"Basically, he finds that middle managers are insecure in their jobs, more loyal totheir teams than to the larger corporation, and like the work they do." Dianebyington
The One Minute Manager's symbol—a one-minute readout from the face of a modern digital watch—is intended to remind each of us to take a minute out of our day to look into the faces of the people we manage. And to realize that they are our most important resources. The Monkey
The true nature of management is humanity. Unfortunately, the idea of the humanity of management is not yet widely understood. We all used to consider management as a kind of technology based on scientific observation, tended by experts and transferable to students. This idea has its roots firmly planted in the American
For more than twenty years, management expert Bruce Tulgan has been asking, What are the most difficult challenges you face when it comes to managing people? Regardless of industry or job title, managers cite the same core issues 27 recurring challenges: the superstar whom the manager is afraid of losing, the
The quantity of work to be done, or that the manager chooses to do, during the day is substantial and the pace is unrelenting. Why do managers adopt this pace and workload? One major reason is the inherently open-ended nature of the job. The manager must always keep going, never sure
Middle managers should be valued for what they contribute and should be seen as a resource to be developed.
Managers who both enjoy their tasks and care about their colleagues are likely to keep on trying to do the best they can.
Most managers feel little loyalty to their firms and a very tenuous identification with those at the top.
The career patterns of managers are of central concern, both to the managers and to anyone else trying to understand their world.
Middle managers are now the negotiators between different interests and are making key decisions about trade- offs.
Managers described their work as mediating between teams & divisions within the organization & between the organization & its customers.
Team managers’ job has two pieces: managing the internal processes of the teams and acting as an ambassador to other teams.
After the World War II, efforts expanded to train middle management in order to get the best benefits for an organization.
Practically, the performance of organizations depends on the commitment, skill, and effort of managers.