Time Management Effective Use of TimeEffective Use of Time –Gets work done on time –Facilitates the work of others –Forestalls problems. –Reduces stress in the organization Ineffective Use of TimeIneffective Use of Time –Causes missed deadlines –Adversely affects the work of others –Can create problems throughout the organization –Can cause unmanageable stress 3–2 © 2014 Cengage Learning. All rights reserved. May not be copied, scanned, or duplicated, in whole or in part, except for use as permitted in a license distributed with a certain product or service or otherwise on a password-protected website for classroom use. Time-Management SkillsTime-Management Skills –Refer to the manager’s ability to prioritize work, to work efficiently, and to delegate work appropriately.

Understanding Prioritization PrioritizationPrioritization –Refers to the ability to understand the relative importance of different goals and activities. 3–3 © 2014 Cengage Learning. All rights reserved. May not be copied, scanned, or duplicated, in whole or in part, except for use as permitted in a license distributed with a certain product or service or otherwise on a password-protected website for classroom use. Decision Factors in Setting Priorities Time Responsibility Significance Impact on Others Accountability

Decision Factors in Setting Priorities 3–4 © 2014 Cengage Learning. All rights reserved. May not be copied, scanned, or duplicated, in whole or in part, except for use as permitted in a license distributed with a certain product or service or otherwise on a password-protected website for classroom use. When is the activity or task due to be completed and what is its deadline? Who is personally responsible for the activity or task? Can it delegated it to someone else? To whom higher up in the organization is the manager accountable for completing the task? How important is the activity or task? What are the consequences if it is late? Does timely completion of the activity or task have an impact others? Time Responsibility Accountability Significance Impact on Others

Effective Delegation DelegationDelegation –Is the establishment of a pattern of authority between a superior and one or more subordinates. –Is the process by which managers assign a portion of their total workload to others. Reasons for DelegationReasons for Delegation –To get more work done with available resources –To utilize the expertise of subordinates –To facilitate development of the managerial skills of subordinates 3–5 © 2014 Cengage Learning. All rights reserved. May not be copied, scanned, or duplicated, in whole or in part, except for use as permitted in a license distributed with a certain product or service or otherwise on a password-protected website for classroom use.

Problems in Delegation ManagerManager –Reluctant to delegate. –Disorganization prevents planning work in advance. –Subordinate’s success threatens superior’s advancement. –Lack of trust in the subordinate to do well. SubordinateSubordinate –Reluctant to accept delegation for fear of failure. –Perceives no rewards for accepting additional responsibility. –Prefers to avoid any risk and responsibility. 3–6 © 2014 Cengage Learning. All rights reserved. May not be copied, scanned, or duplicated, in whole or in part, except for use as permitted in a license distributed with a certain product or service or otherwise on a password-protected website for classroom use.

Decentralization and Centralization DecentralizationDecentralization –Systematically delegating power and authority throughout the organization to middle- and lower- level managers. CentralizationCentralization –Systematically retaining power and authority in the hands of higher-level managers. 3–7 © 2014 Cengage Learning. All rights reserved. May not be copied, scanned, or duplicated, in whole or in part, except for use as permitted in a license distributed with a certain product or service or otherwise on a password-protected website for classroom use.

Factors in the Choice of Centralization 3–8 © 2014 Cengage Learning. All rights reserved. May not be copied, scanned, or duplicated, in whole or in part, except for use as permitted in a license distributed with a certain product or service or otherwise on a password-protected website for classroom use. History of the organization External environment’s complexity and uncertainty Nature (cost and risk) of decisions to be made Abilities of lower- level managers Organization’s Centralization Choice

Stress and Individual Behavior StressStress –A person’s response to a strong stimulus (i.e., a stressor). General Adaptation Syndrome (GAS)General Adaptation Syndrome (GAS) –The general cycle of the stress process: Stage 1 AlarmStage 1 Alarm Stage 2 ResistanceStage 2 Resistance Stage 3 ExhaustionStage 3 Exhaustion 3–9 © 2014 Cengage Learning. All rights reserved. May not be copied, scanned, or duplicated, in whole or in part, except for use as permitted in a license distributed with a certain product or service or otherwise on a password-protected website for classroom use.

Personality Types Type A PersonalityType A Personality –Extremely competitive (aggressive), devoted to work, have a strong sense of time urgency (impatient). –Have a lot of drive and want to accomplish as much as possible as quickly as possible. Type B PersonalityType B Personality –Less competitive, less devoted to work, have a weaker sense of time urgency. –Less likely to experience personal stress or to come into conflict with other people. –More likely to have balanced, relaxed approach to life. 3–10 © 2014 Cengage Learning. All rights reserved. May not be copied, scanned, or duplicated, in whole or in part, except for use as permitted in a license distributed with a certain product or service or otherwise on a password-protected website for classroom use.

Consequences of Stress Negative Personal ConsequencesNegative Personal Consequences –Behavioral –Psychological –Medical Negative Work-related ConsequencesNegative Work-related Consequences –Poor quality work output and lower productivity. –Job dissatisfaction, low morale, and a lack of commitment. –Withdrawal through indifference and absenteeism. BurnoutBurnout –A feeling of exhaustion that may develop when someone experiences too much stress for an extended period of time. 3–11 © 2014 Cengage Learning. All rights reserved. May not be copied, scanned, or duplicated, in whole or in part, except for use as permitted in a license distributed with a certain product or service or otherwise on a password-protected website for classroom use.

Managing Stress Regular Exercise Relaxation Time Management Support Groups Stress Management Strategies for Individuals 3–12 © 2014 Cengage Learning. All rights reserved. May not be copied, scanned, or duplicated, in whole or in part, except for use as permitted in a license distributed with a certain product or service or otherwise on a password-protected website for classroom use.