Examples of Flow Charts:

(1) Areas of Responsibility

(2) Reporting Relationship

3.2. Answer the questions:

1. Who determines success in every business?

2. What do investors pay special attention to before they make

decision on investment?

3. What kinds of organization charts are there?

4. What problems does the formal structure of the company help to

decide?

5. What problems does the informal structure of the company help to

decide?

6. Study (1) Flow Chart and say who is responsible for each function

or department in the company? Who is he/she responsible to?

7. Study (2) Flow Chart and say who reports to whom in

the company?

8. Which subordinates have substantial influence on their supe­riors?

3.3. Read and translate the text. Management Style

Managing people is very important to be left to chance. Your employees are one of your valuable resources; you must make certain you are not wasting your human resources. But most managers define their jobs in terms of the tasks to be done rather than the methods to be used. They see their role as making things, rather than motivating and aiding those who make them. Thus, their manage­ment styles are usually just extensions of their personal styles.

Your management style should reinforce your corporate culture and company mission.

For most companies, especially smaller companies building a sense of teamwork is essential. Help your employees feel they are an important part of the organization and that their contribution matters.

Communication is a vital ingredient in team building; if employees know what's going on in the company, they feel a part of a business.

Recognize achievement both privately and publicly. Regardless of your management style, remember that everyone, whether mailroom clerk or company president, wants to feel important.

Reward initiative with both monetary and nonmonetary awards. Acknowledge jobs well done. Solicit (просить) suggestions, and be responsive (откликающийся) to concerns.

Here are the five most important elements of your management style:

1. Clear Policies	4. Employee Recognition
2. Communication 3. Fairness	5. Employee’s Ability to Affect Change

Managers often delegate authority. By definition, managers cannot do everything themselves (although some try and fail).They have to rely on other people. This means that employees at lower levels in the company hierarchy can use their initiative that is make decisions without asking their manager.

Symptoms of poor delegators:

- Working longer hours than your workers.

- Taking work home almost every day.

- Having no time for a social life and educational or professional activities.

What Managers Have to Do about People? When it comes to dealing with people, managers:

- organize and allocate work

- get the right people to the work

- ensure that these people know what to do, and are capable of doing it - develop skills and capabilities (competence)

- reward people, using both financial and non-financial methods

- involve people and communicate with them

- handle people issues and problems as they arise.