Service Division Manager By Noe Rodriguez MGMT290-09 American Intercontinental University Online Abstract The focus herein is new manger recruitment with standards that meet the qualification of organizing, leading and controlling, discussion of some major questions that must be asked when interviewing the recruits as well as some common knowledge as to what to look in the person being interviewed for the job. One of the most important things when hiring a manger is to find out if the candidate will be able to accomplish the company’s expectations and be able to work with other’s and deal with different personalities.
In a personal experience The Church that I Pastor, we had to hire a Children’s pastor for our kids and that is a supervisory possession and can be looked at as a manager of that department from the funds to the activity. Therefore, our main goal was to find someone that had prior training and that loved to work with kids. Credentials were looked at and checked as well as phone calls were made to check references. After 12 candidates we found the person, recently graduated from Southwestern University in Oklahoma, with a great attitude toward children and great plans for the children’s dept.
This is a real time example, in the real world we meet real people who are going to give it their all in or not. Management is great for any individual, from planning the right techniques in their dept to planning how to reduce cost while exceeding performance. Organizing is about having a layout, knowing what is where and why, to be able to accomplish the goal that is set by the company this is also known as integration. This is when the workers help to accomplish a common purpose. (Unit-1 Course Material) Some of the questions that this company would ask the manager prospect would be as follows. Where do you see yourself in say five years from now? The reason this question is asked is to be able to determine the determination of the candidate as well as evaluate planning skills. * Have you ever left a job? This question will evaluate the candidate’s communication skills. * Why should this company hire you? Gives the company a clear picture of the candidate skills. * What do you do in a situation if someone is not happy with his/her job? The question can help establish the candidate managerial skills. * Why do you want to work with this company? The question will give a general view of the candidate motivation and his/her goals. Would you be willing to take a drug test? Gives the company the ability to monitor the stability of the candidate prior to integration in the company. * Hiring someone just to fill in a spot will never be good. So, when hiring a service manager there needs to be more than one candidate for the job to be able to choose from experience and education. Controlling is not about treating workers with a whip it’s about monitoring and evaluating performance (Coulter 2009). It’s not to complicated to be able to find a good service manager; there are some definite questions as well as views that need to be met.
In today’s society people are more educated vs. 30 years ago; there is more of a variety of candidates that will make it easier to choose a good service manager. The USA has attracted many different nationalities into its society’s so there is a lot more variety depending on the demographics of the company, this is useful for example, if the company is in Texas there is a lot more Hispanics that live there and so when looking for a manager it would probably be wise to hire someone who is bilingual because of the culture trend.
What ever the situation, proper ethical decisions have to be implemented and the bottom line is what ever is best for the company is who should be hired for the Service division manager position. References: Robbins, S. P. & Coulter. M. (2009) Management (10th ed. ) pg. 15 AIU MGMT Course Material Unit-1