The Title page

A Report on individuals in the middle level management

Nicholson Roy (DBA Y2S1)

Daljeet Singh (DIA Y2S1)
Tan Cheng Ying (DIA Y2S1)
Siti (DIT Y1S2)
Zinirah (DBA Y2S1)

Submitted in partial fulfillment of the requirement of Diploma in Accounting,

Diploma in Business Administration and Diploma in Information Technology
course.

27 December 2009
Acknowledgments
“We would like to thank our lecturer, Mr. Bipin for the encouragement and
guidance and also for the valuable advice and support he has given us in the
writing of this report. Thanks also to all the members who aid in researching and
compiling the report for their immaculate job and their suggestions. Our deepest
thanks go to our parents, for their love, understanding and support."
Introduction
Background
Why Do You Want to Be a Manager?
There are many advantages of being a manager. Managers generally can get more
pay than others in the company and they appear to have more power which this
gives the position more status or prestige.
But does the management is right for your career path? Are you really capable or
suitable of being a manager? Here, we will discuss the pros & cons of entering
management.

PRO'S
Pay
Surely the top manager in a company especially Chief Executive Officer (CEO) is
paid more than anyone else in the company. Managers below the Chief Executive
Officer are generally paid more than everyone in their group as well, but not
always. For example an Engineer in a project may get more pay than a Project
Manager. Thus, key members are more valuable than their manager; smart
companies pay their people based on their value to the company, not on their title
or position.

Power
It is true that most managers believe that being a manger has more power than
the people in their groups. Managers usually have certain functional authority
delegated to the workers, like setting work schedules for the group. But true
power cannot be delegated to them from above. Managers only will become more
powerful as they are capable making their group more successful which their
power comes from comes from the willingness of the people from the group that
grant it to them.

Status/Prestige
People who live in society value titles. A title of Senior Vice President, Worldwide
Marketing sounds much more impressive than Research Chemist. However, the
marketing person may get $30,000 per year while the chemist may makes well
over $100,000 per year.
Sense of Personal Accomplishment
Manager is one of the positions that give more status or prestige. Thus, if you
want to show off to anyone about how success you are, and power, prestige, and
money are important to your definition of success, management may be they way
to go. So, if your ambition is to be top manager CEO/GM/MD of a one of the
fortune 500 company, you probably should start now on a management career.

CON'S
Lonely At the Top
Being a manager, you can’t as close to the employees in your group when you are
the boss because a manager needs to be a little removed from the employees in
order to objectively make the hard decisions.
No Immediate Reinforcement
In management, goals are usually set in long-term, quarterly or even annual.
Thus, long period is required and is more difficult to manage in the real measure
of a manager's success, an improvement in their people management skill. If you
can wait months or longer for feedback, management may be for you.
Buck Stops Here
When you are a manager, in most cases you may or should have your employees
make many of their own decisions. However, in the end the responsibility for the
final decision rests with the manager. Thus, it was a manager who had to make
the decision when it appeared that low team moral might have damaged the
project. It's the manager's job to make the decision, right or wrong.

Somebody Always Wants Your Job

As a manager, sometimes, there are several people in your group who think they
could do your job better and are actively working to get that chance. There is
always someone after your job within your own organization and more people
on the outside who are after it as well. Thus, the higher you go in any
organization, the fewer positions there are at that level and the more competition
there is for them.
What is management?
Management is an important aspect of economic life; it is the act of managing
something and those in charge of running a business which deals with those
workers who are concerned with managing of business enterprise.
Management is an organizational function, like sales, marketing or finance.
Management is the process of developing a strategic vision, setting objectives,
crafting a strategy and then implementing and executing the strategy in order
getting activities or goals completed or achieve efficiently and effectively with
and through other people.
Management doesn't necessarily mean managing people.
We also can manage ourselves or the material assigned to us at work.
If you managed a task very well on your own, it would signify that you did the
job in an ordered, efficient manner, making good use of all resources at your
disposal.
By saying that management is a function, not a type of person or role, we can
better account for self-managed work teams where no one is in charge.

Importance of a need for different levels in Management

Different levels in management in a particular enterprise are depending on the
size of the enterprise, market value and nature of production based on quality as
well as quantity.
If a large enterprise is form, it needs different levels of management which has
the duty to make all the workers get motivated, get organized in order to get the
job done within the certain time period and bring a common understanding
among the workers in different levels of the enterprise.
For example, if a baker manufactures different kinds of bread in large volume,
there is need for several layers of management in the enterprise, which would be
helpful in bringing better inter-relationship between the members within the
organization.
The management is vital to be aid in providing a clear view about the nature of
the work in that particular level, what are all the objectives to be accomplished,
goals to be achieved.
Thus, wherever human efforts are to be undertaken collectively to satisfy the
wants, management is vital. It regulates the man’s activities through coordinated
use of the material resources.

What is middle level management?

In hierarchical organizational structure, there are typically three levels of
management: top-level, middle-level, and first-level.
Middle management sits in the middle of this type of organizing scheme.
Sometimes, departmental heads, branch heads or units of a business can be
considered belong to this category of management depending on how the
business is structured.
The middle level management is accountable to the top level management for
functioning of their departments.
Most middle management follows the rules and policies formulated by the top
management throughout the organization.
Middle-level management is also responsible in deals with the task of
implementing or executing the plans and policies created by upper management.
Middle-level management is more involved in the day-to-day workings, it plans
the operations, issue instructions laid by the top management, collecting detailed
analysis report of the department and the personnel’s and also control the work
of the men.
It also implements the organizational goals and plans according to the directions
of the top management by setting goals for their departments and other business
units.
It act as mediator between top and first level management by clarifying and
explaining policies from top to first level in order further mutual understanding
with other departments in the enterprise.
It responsible for leading all the function within each department; they provide
the guidance and structure for a purposeful enterprise.
Recommendations to top management also performed by middle managers by
offering suggestions and feedback to top managers.

Middle-level management also boosts and assists first-line managers for better
performance to achieve business objectives and it even has to train the first-line
level managers too.
Thus, middle level management generally performs organizing and directing
functions.

Jobs for Middle Management

Middle management is generally filled with managers or supervisors.
In a more flat organization, the middle manager is usually the project manager.
Requirements for these positions will include previous experience and a track
record proving management skills.
Middle managers may be employees who were promoted from first-level
manager positions within the organization, or they may have been hired from
outside the firm.
Jobs in middle management vary widely in terms of responsibility and salary
from business to business and industry to industry.
Job titles that address a position as a "lead," a "project manager," a "senior
manager," or a "director" are generally middle management positions such as
General Manager, Plant manager, Regional manager, and Divisional manager.

The importance of middle level management

Development of the management team is fundamental of one of the key secrets
of organizational growth.
In a controlled environment, organizational growth produces extra profit on a
percentage basis as well as an increase in the ease of operations.
This requires a strong middle and senior management team.
In an ideal world, senior management eventually would be chosen from the
middle management ranks, ensuring consistency, corporate vision, mission and
culture.
Thus, middle managers who fill this role will deal with all critical success factors
pertaining to management quality.
Middle management is vital because it is being the role model who interprets
and represents the established management policy and makes it alive to their
reporting managers and their workers.
Middle managers are key persons in communicating and tracking different kinds
of goals and in making information flow up and down.

Terms of Reference
This report was requested by Mr. Bipin, lecturer of Organizational Behavior in
Binary University. It was requested on 9 September 2009. It was prepared by a
group of students which includes Nicholson Roy (DBA Y2S1), Daljeet Singh (DIA
Y2S1), Tan Cheng Ying (DIA Y2S1), Siti (DIT Y1S2) and Zinirah (DBA Y2S1),
students of Binary University and is submitted to Mr. Bipin on 10 January 2010.

Objectives
This report has been written because we may want to study what is the potential
traits or good qualities and skills required of becoming a middle level manager
since nowadays, middle management is very important and is vital for
management of any business organization especially big companies which
consists a lot of department, employ thousands of workers, requires practical
managers to operate it smoothly and effectively.
This report may help us to understand what a middle-level manager do and
whether we had the potentialities of becoming a middle level manager and
knowing our self better which is essential in finding a good job fit.
The objectives of this report are to analyze the personality and skills that should
acquire by a middle level manager, to study what is management material, to
investigate which leadership qualities may possess in middle level management
and to examine how to become effective in the role of middle level management.

Scope

This report examines the organization main visions, strategies to achieve the
main visions, basic duties, the perception of organization, job satisfaction, values
in the organization, teamwork in the organization and the motivations to carry
on working of individuals who post as the manager of head of department in the
middle level management in any industry.
It does not examines other positions in the middle level management other than
the position of the manager of head of department because choosing only one
position to be investigate will ease for our investigation, examine it with different
positions of middle level management will cause our report become too board
and complexity of research is require which it does not aid us in preparing an
excellent report.
It also does not examine other management level instead of middle level
management because the report is all about the middle level management and
will deeply focus on middle level management only.
In our study, the sample of population in our report will be the individuals who
post as the manager of head of department in the middle level management in
any industry.
A survey to the respondent was conducted in any place outside our university
because we only focus on the position of the individuals in middle level
management; the requirement on geographical area in conducting the survey
was not too precise.
Method
In order to analyze the personality and skills that should acquire by a middle
level manager, to study what is management material, to investigate which
leadership qualities possess in middle level management and to examine how to
become more effective in the role of middle level management, the following
investigatory procedures were adopted:
1. Group meeting was held in the library to discuss the design of questionnaire.
2. Collect information from the internet or written sources for the design of
questionnaire.
3. Twenty questions were designed in the questionnaire which included open-
ended and closed questions.
4. Five respondents chosen by a method of simple random sampling was
surveyed from 10th Oct 2009 to 20th Nov 2009. Of these, two respondents were
chosen to be interview face to face on 22nd Nov 2009.
The duration of completing the method is about one and a half month from 1ST
Oct 2009 to 30th Nov 2009. The tasks in order to accomplish the method are
divided to the members equally to manage it.
Questionnaire design
In the questionnaire, open-ended and closed questions are design to assist us to
collect sufficient information in order to support the writing of this report.
Open- ended question is created to allow the respondent to give his ideas and
opinion freely in his own words. In the questionnaire that we designed, most
questions are consisting of open-ended questions which may also combine with
closed questions. This is to allow us to know more about the respondent’s
thought which is necessary in writing of this report.
Closed question such as multiple choice questions is created by decides the
answers in advance in preparing the questionnaire and the respondent mark the
answer of their choice. This type of question is created to allow us to collect some
personal information of the respondent (e.g. the position of the job), and also to
know whether a respondent agrees or disagree with a statement which related to
our research.
Findings
Job Industry of Mr. X and Mr. Y
Mr. X
Job industry falls Education industry
Details of the job Academic institutions;
industry vocational, elementary, and
secondary schools; and
companies that provide
educational and training
services
Division of job Universities that provide
industry educational and training
undertaking services
Position in the job Manager of head of
department of a Military
University
Mr. Y
Engineering industry
Consists of chemical, civil,
industrial and mechanical
engineering divisions
Civil engineering division
which basically concerned
with the activities like
planning, construction,
designing or manufacturing
of structures.
Manager of head of
department of a civil
engineering company

Basic duties of Mr. X and Mr. Y

Mr. X Mr. Y
Lecture, teach classes. - Responsible for supervising or
managing and trains his subordinates
(such as teams of engineering
technologists, engineers and other
related professionals) in his
departments
- coordinates activities of his
department (such as design, process,
project, and develop, produce,
improve, and test components,
products, systems, and services).

Manage his men and trainers Working, meeting and interacting with
the client and contractors or meet
Examples: projects deadlines.
- train establishment volunteers to
assist in presentation of classes or tours
- assists lecturers in preparation of
course descriptions and informational
materials for publicity or distribution
to class members.

Organize his department Solve problems related to his

department, keeping the team on track
Examples:
- coordinate institution educational
activities with those of other area
organizations to maximize utilization
of resources
- prepares budget for education
programs and directs maintenance of
records of expenditures, receipts).

Mr. X’s and Mr. Y’s organizations main vision and the strategies to achieve
Mr. X Mr. Y
Organization - Safeguard our nation’s - To be one of the top civil
main visions prosperity for generations yet engineering firm in Australia
unborn. - Meet deadlines in any project
- Ensure higher achievers given
- 90% possess

Strategies to Instill good values and love Attract more clients

achieve for our country among his
students
Expectation in life of Mr. X and Mr. Y
Mr. X
Demand having satisfaction at his work
place and earn good salary with a better
company and have a good life a head.
Mr. Y
Start his civil engineer firm and to be
the best and outstanding civil
engineering in the world.

Mr. X’s and Mr. Y’s perceptions about work organization

Mr. X Mr. Y
Perceptions They teach or lecture diploma - It is a well known civil
about work students that will serve our engineering firm in the world.
organizatio organization as technicians. - It has clients from all over the
n
world such as Dubai, US,
Canada and so on.
- It undertakes the business of
building houses and buildings.

Mr. X’s and Mr. Y’s perceptions about the working environment
Mr. X Mr. Y
Enjoy working in No Yes
the organization
Reasons - Low salary - Good working
environment
- No good working
condition - Good pay
- Slow promotions - Good people working with
Mr. X’s and Mr. Y’s perceptions in job satisfaction
Mr. X Mr. Y
Satisfaction on the Satisfied Satisfied
job working now
Reasons Filled with a sense of - Great pay
achievement when helping - Enjoy the working
others benefit what that I condition
have learned and teach what
I have learned - Great benefits

Values that have in Mr. X’s and Mr. Y’s work organization
Mr. X’s work organization Mr. Y’s work organization
Values - Loyalty - Ambition
- Credibility - Loyalty
- Honor - Trustworthy
- Respect

Mr. X’s and Mr. Y’s perception’s about cooperation in the organization
Mr. X Mr. Y
Prefer working work Yes Yes
with other rather
individually
Do member enjoy Yes Yes
working in a team?
Reasons - Solve problems easier - Solve problem easier and
and faster faster
- Many ideas - Can get the work done on
- Benefits them for working time
less - Interaction is vital
Often receive No No
information from
other departments
Do employees or Yes Yes
colleagues obey your
constructions?
Reasons - Due to respect and honor - Interaction is vital
- Seniority - Solving problems are
much faster
- Mutual understanding
- Job line needs a lot of
interaction

Often helping Yes Yes

employees or
colleagues in solving
problems
Often receive No No
complain from
employees or
colleagues

Mr. X’s and Mr. Y’s strengths based on their work

Mr. X Mr. Y
- Respect - Hardworking
- Honor - Loyal
- Responsibility - Trustworthy
- Hardworking - Leadership
Mr. X’s and Mr. Y’s perceptions about job motivation
Mr. X Mr. Y
Are the working No Yes
environment or culture
in organization
motivated you to work?
Reasons - Because of - Receive awards for his
discrimination which is excellent performance
indirect during the work
motivates him to be the
- Low pay more
best civil engineering in
workload
the world

Work situation that you Helping the subordinates Help a manager seal a
acknowledged as to perform better by multi-million dollar
motivating another giving rewards for their project that motivated
person work performance him to get more clients.
Discussion

Personalities and skills possess by Mr. X and Mr. Y in their position of being a
middle level manager

In the report, the first aspect to be discussed is that of personalities and skills
possess by Mr. X and Mr. Y in their position in work organization.

The research has shown that both Mr. X and Mr. Y have following personalities in
being a manager of head of department:

They know how stuff really gets done.

They know and understand clearly what their basic duties are. They focus
attention on procedure, they views work as something that must be done or
tolerated, they views work as an enabling process, involving a combination of
ideas, skills, timing and people. They use their accumulation of collective
experience to get where they are going.

They know exactly what point their company is in the movie.

They understand clearly about their work organization main visions and the
strategies to achieve it, they know how to set and manage objectives, they sees
themselves as conservators and regulators of an existing order of affairs; fit in to
the organization; believes in duty and responsibility to their organization.

They know what motivates individuals.

They know how to motivate their employees in their groups, they value well-
rounded employee, they fair and honest in evaluating others, they are in a
position to help motivate both in- and extrinsically more than anyone else like.

They know the believers.

When the team needs to get motivated, they know who they turn to, and more
importantly, they know what gets them fired up.
They have the power to heal.
When things go wrong they are best positioned to get people on the path to
recovery with a vision for the future. They not afraid of confrontation, they are
good at decisions solving since they often help their employees or colleagues
solving problems.

They have confidence in themselves and their abilities.

They are happy with whom they are, they are self-confident and secure and yet
they are still learning and getting better, they know that they don’t know
everything and never will. They filled proud that they can use their accumulation
of collective experience to help others in work.

They are an includer not an excluder

They bring others into what they do, they capable of providing clear direction to
others. They don’t exclude others because of lacking certain attributes. They
think that teams make better decisions than individuals and they enjoy
presenting concepts and ideas to a group; they genuinely believe that most
people try to do the best job they can. They possess the ability to be direct when
needed without being abusive or offensive.

They are something of an extrovert.

They like working with people, they enjoy coaching, training and teaching
others.

They are honest and straight forward.

They believe that their success depends heavily on the trust of others. They can
be honest and firm in personal discussions; they have a sincere interest in people
and their well being. They have good perceptive or intuitive abilities. They
possess a good understanding of what makes people tick.

They like to share their success with others

They don’t mind rolling up their sleeves and filled with a sense of achievement to
help the team succeed, they allow others to get credit for positive outcomes and
they want their people to succeed.

On the other hand, the study also shown that both Mr. X and Mr. Y have
following skills in being a manager of head of department:

They are dependable.

They are someone who always shows up to work on time, doesn't slack off on the
job. They know they are respected and able to ask the person to do something for
them and know for sure that he is going to just go ahead.

On the other hand, the study also shown that both Mr. X and Mr. Y have
following skills as being a manager of head of department:

Technical

They still need their technical skills because the job occasionally requires hands-
on expertise. Even though they may work 100% through others and is far
removed from the bench, the technical knowledge base remains essential. Assists
lecturers in preparation of course descriptions or supervising and trains his
engineers which often includes helping others interpret the results of their work,
would be impossible without current technical skills.

Conceptual

They clearly visualize the desired goal and then communicate this to others as
they obviously are aware of their vision in their work organization. Based on
their duties, they know that information sharing is critical. They may spend time
with their people describing the expected results, discussing how the group’s or
team’s efforts will pay off down the road for their organization.

Human Relations

They prefer working in a team rather than individualism which requires them a
lot of communication with each of their employees. They have to ‘sideways” with
their workers or co-workers and customers or students. They also have to
communicate upwards with their own manage or executive.

Focus
They understand what their visions, duties, responsibilities are in their work
organization, they often were focusing effort by picking the most important thing
to do and then concentrating their team’s effort on doing it.

Division of Work
For them, figuring out how to accomplish a large objective by dividing the work
up into manageable chunks is essential in their management. They enjoy working
in a team; they carefully assess each employee’s strengths, weaknesses and
interests so that they can assign the best set of sub-tasks to each employee.

Obstacle Removal
They frequently solve the problems that is inevitably occur in their work
organization, they believe that solving them is critical to the ongoing success of
their organization. They know that part of their job is to remove the obstacles
that are preventing their employees from doing their best.

The leadership qualities that Mr. X and Mr. Y possess as being a middle
manager
A further aspect to be considered is the leadership qualities possess as being a
middle manager.
The research has shown that Mr. X and Mr. Y is a good leader and they typically
possess different skill sets; it depends on their past experience.
Here, we can observe that they are initially promoted or hired into their positions
because of their ability to motivate and increase the morale of those they are
managing. They may either inherently have leadership skills that can be
developed or having a strong desire for career development.
To this point, in the findings, it appears that both Mr. X and Mr. Y possess
following leadership qualities as being a middle manager:

Vision
They can see where their department, team, and organization are going; they
have a clear picture of the objectives of the organization and also the objectives of
their team and individuals within it. They speak inspiringly about what the
organization is doing and about the future of the organization. They have clear
vision for their organization, they able to identify the target: they know what
they want to achieve. They also spend time setting direction for their
organization.

Clear strategy
They know how they will achieve these objectives, they recognize clearly about
the vision and values of the organization in order to allow them align priorities
with organizational priorities which gives them the ability to form a strategic
plan.

The ability to motivate others

They can articulate their vision to others, persuading them of the worth of their
ideas. They inspire people in working towards the objectives of the organization,
they know how and whom to be pushing the individual to achieve and develop
for the benefit of themselves and the organization as a whole.

Build teams
They value working cooperatively as on of the vital aspect as being part of a
group or a team; they encourage group problem-solving, they often promote
teamwork by viewing the benefits of working in a team practically, they believe
that work collaboratively with their colleagues or workers require good
communication within it, they also uses positive consequences and praise to
motivate performance.

Self knowledge and awareness

They know their own strengths and weaknesses and are able to view their
behavior objectively and also reflect on their own practice. They not only
demonstrate the ability to acknowledge feedback but also to act upon that
feedback and make changes where necessary.
Integrity
They honest and credible, they are respected by their people; their people enjoy
working in a team. They are trustworthy; they take responsibilities for self in
order others to follow them.

Communication
They clear about what they want to achieve, thus they begin communicate their
ideas to a diverse workforce and adjust their style in meeting the needs of the
people they lead. They are not often receiving news or information about other
departments, they keep confidential information private, they willingly to speak
out or keeps information flowing when is necessary.

Coaching and Development

They filled with a sense of achievement about developing others around them.
They encourage, nurture, and build the capacity of those they lead by teaching
them what they need to do, how to do and help them when they meet problems.
They are pleased that they can teach or coaching their people with what they
have learned based on their accumulation of past experience. They ensuring that
they draw the best from each individual and the team as a whole, they coach
teams to ensure collaboration and consensus.

Effectiveness of Mr. X and Mr. Y as being in the role of middle manager

Based on the findings, it is possible that Mr. Y is an effective manager and the
following elements are shown to prove that Mr. Y is an effective manager:

1. He often help his people solving problems, he is capable of identifying causes

of a problem, he able to develop a creative options and choosing the best course
of action

2. He has self-awareness and improvement; he knows himself, his strengths and

his weaknesses, and those of the people around him. He understanding the
concept of self-management, he understands the vital of self-motivation; he is
effectively managing self-learning and change.
3. He knows his objectives and has a plan of how to achieve them, he able to
clearly communicate his goals and objectives to the people involved.

4. He has high job satisfaction, he is sure that he had produced his best work
since he is happy to work hard for the company he enjoys working in his
organization, and he satisfied the working environment which motivates him to
be the best civil engineer in the world, encourage him becoming a more loveable
and more effective manager.

Conversely, due to the findings, it appears that Mr. X is not an effective manager
because his job satisfaction is low; although he is a hardworking and responsible
person who satisfied with what he had done in his job but he did not enjoy
working in his organization.

He dissatisfied with his job because he gets low pay but more workload, low
promotion and discriminations which are indirect. These cause him having low
enjoyment of life, reduce the motivation to seek improvement and make him passive
and dull which will produce less contribution and awkward interaction, thus knock
productivity, and no turn out effective or efficient work.
Conclusion

The main conclusion that can be drawn is therefore that being middle managers,
they know exactly what point their company is in the movie, they know what
motivates individuals, they know the believers, they have the power to heal, they
have confidence in themselves and their abilities, they are an includer not an
excluder, they are something of an extrovert they are honest and straight
forward, they like to share their success with others and they are dependable.

Being middle managers need to possess technical, conceptual, human relations,

focus, division of work and obstacles removal skills in their position in order
them to manage their organization successfully and efficiently.

Middle managers may develop their own leadership qualities and those of
others. A great leader should possess basic skills of outstanding leadership such
as vision, clear strategy, ability to motivate others, build teams, self knowledge
and awareness, communication, coaching and development in order to produce
outstanding results and good relationships in any organization.

Moreover, effective managers should have creative problem solving skills, self-
awareness and improvement, and should have the skill of clearly communicate
their goals and objectives to the people involved and He need to have high job
satisfaction which encourage them becoming a more effective manager.
Recommendations

In the light of these conclusions, motivate middle managers is essential to their

management in order them to manage themselves effectively. Thus, we
recommend that following actions should be taken in order to keep a middle
manager, Mr. X satisfied with his positions:

1. Executives need to spend more time with their midlevel managers; Mr. X’s
senior management should continue to engage middle managers in not only
daily operational issues, but also in strategic initiatives.

2. Mr. X’s organization is recommended to have tools that clearly identify how
middle management is doing, relative to expectations.

3. Compensation structures of Mr. X’s organization should be easily designed

and tied to daily reporting.
References:

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editions (January 1, 2005)

Angelo Kinicki, Robert Kreitner. Organizational Behavior, Eighth Edition.

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