As a manager, who is always looking for tips for better management ideas, I find the Nano project is an example of practical and futuristic thinking. The Nano car has no air-conditioning nor it has power windows, it’s a small car, and has less horse power, but it has a price tag that many Indian consumers can afford. India’s roads are filled with two wheels motor bikes and three wheels (rickshaws), and Nano will be a great alternative for the owners of these vehicles.

By eliminating few extra items form its Nano Model, Tata made a great car that is affordable by the masses not only in India, but around the world.

As far as the environmentalists concerns, well, the new Nano has no air-conditioning, so it well produce less gases and the Indian roads and the roads of many countries around the world are filled with cheap transportations vehicles and the Nano will only by a sophisticated replacement.

I was in a unique situation, the CEO is not usually around and the accounting department needed the fund but at the same time the CEO instructed the accounting department not to authorize any large payments without his approval.

The accounting department saved the day by withdrawing the money and making payments, but it also violated the CEO policy. I thought parties were to blame, the CEO was not around to approve an urgent money withdrawal and the accounting department didn’t not follow the standard procedures to withdraw funds.

In my meeting with the CEO and the accounting department, I maintained my neutrality, I had to make sure I don’t lose the confidence of either party, upper management must be sure that I will do my best to protect the interest of the company and the staff members must be sure that I will support them in a time of a conflict.

In my office environment I need to repeat myself few times before my message is understood, I use e-mails and face to face meeting, but still if I am not loud and very clear, my message get lost in the daily office work or at best it get misunderstood.

We rely so much on electronic communications, we usually think once we send that e-mail or leave that voice mail, the other party will get the message and act upon it. In the past, I would rely on e-mails and voice mails thinking that once I managed to send an e-mail or leave a voice mail message, my job was done and I will remove that task from my to-do list. But it seems that with the wide spread of technology and the massive use of e-mails; people are less inclined to treat e-mails with the importance once they did.

So, as a manager, I have to make sure my message understood, I usually have a face to face meeting regarding important issues to make sure my points were delivered and if face to face meeting is not possible, I will request a reply to my e-mail or voice message and If I don’t get a meaningful reply, I will assume my message was not understood.

One of my biggest challenges with my daily work here in Doha, Qatar (a small Arab state), is communicating with my employees and tell them what is expected from them. People here must be told what to do, if I am late to work one day, the office janitor will not clean my office, I actually have to ask him to do so each morning.

An American colleague, himself as a manager with different company, complained to me one time about his office janitor, he said “the janitor would sit there all morning doing nothing, how can I get him to do his work?”

I told him to print a list of duties he is expecting his janitor to perform and hand it to him, and if that doesn’t work, than he will have to order him to do his work. In the American work culture, workers generally don’t like to be told what to do; there is a general understanding between the management and the workers of what is expected from each side.
Working at global level with very diverse groups of people gives me as a manager a better understanding of various cultures and what to expect from my work force.

I found out that, is this part of the world, it’s ok to give orders to your employees and tell them what to do, in fact, in many cases they are expecting to be told what to do.

In some countries, the locals or the citizens of the country always have an upper hand in the workplace, talent and experience come second, in other, talent and experience determined how employees are evaluated.

Smart and futuristic managers always treat diversity as an asset to the company. In today’s ever connected world, your work force will be compromised of people with various backgrounds and learning how to deal with such diverse work force is both challenging and exciting.

In my current job, I am dealing with Asians employees, most if not all of them are on their first international assignment in a foreign country (currently I am working in the Arab state of Qatar.) What did I learn working with this diverse group of people?
The first thing I noticed, the how they write their resumes (CVs), the usual resume has so much personal information that I found it bit more than what I need to know about the employee. Most resumes contain information such as (birth city, martial status, passport number, how many kids and religion.)

Most of the employees are not out-spoken and they don’t communicate their objectives clearly, so when I started to work with my new company, I really had to sit with my staff few times to learn more about their objectives and also to find more about their skills.

Usually, the employees won’t take initiatives on changing the work environment, the initiative must always come from the management, so as a manager, I learned not to wait for my employees to come to me with their ideas and problems, but I have to go to them.

Although the employees require close supervision, which makes it hard on the management, they are hard working and usually do what they asked to do.

The work environment and local laws here give so much power to the management, although that is changing now, which may intimidate some employees, as a manager, I am trying to strike a balance between employees rights and responsibilities.

I am dealing with a work culture that I have not experienced before, but with little patience and good coaching, I am able to get a lot from my employees.

Generally, I sort out the decision making into two categories:
1-Decisions that have minor consequences: you can delegate your staff members to make those decisions that will have minor impact on your company if the wrong decision was made, you will need little efforts to correct the consequences of the wrong decision and if there was any financial lose, it would be minimal.
2-Decisions that have major consequences: these decisions will have to be made by upper management where the consequences of making a mistake are costly.

This is not a real comprehensive guide on decision making process; this is only a little tip to help speed up the decision making process.

Managing is more than a job and responsibilities; it’s about building relations, if you are managing a group of workers it’s real crucial to build in engaging relationship with them.
I have seen real boost in morals and productivity levels when:
1-Managers listen
2-Managers keep their promises
3-Managers treat each employee as a valuable asset to the company
4-Managers are easy to approach and talk to
5-Managers give timely and honest feedbacks to employees
6-Managers take responsibility and remain calm in time of crises
7-Managers participate with employees in social activities out side the work place
8-Managers help employees advance in their careers
9-Managers communicate employees concerns to upper management
10-Managers are polite, but firm on their demands
11-And finally managers are the best at their jobs

This list is not comprehensive, but I have practiced the above points when ever I had to manage a group of employees and it always gave me positive results and in some instance a life-time friendship.

Areas where you can save money and reduce costs:
1-Employees job performance and job description reviews: having a regular meeting with employees to go over job performance and day to day activities will reveal so much to a manger, you will find what actually people doing at your company, you may think you know your employees well, but having short timely meeting with your employees will reveal to you areas which are usually overlooked in today’s dynamic work environment. You will find employees who are not doing what they were hired to do, you will find the same job done by several people, you will find abuses of company resources.
2-Renegotiate contracts with supplier and service providers: you will be surprised by how much you could save by renegotiating an old service contract. Many contracts never get regular review by management, by reviewing and renegotiating contracts on regular basis, the company could save a bundle.
3-Find cost generating areas in your company: have an intense regular review of your over all operation and watch for cost generating areas, even small cost cuts will add to savings, look for hidden areas that are usually overlooked such as (office supplies and utilities bills.)

The list can go on and on, but the general idea is to have a regular review of business operation to find areas where costs could be cut or reduced.

It is typical in a small business setting to see jobs responsibilities overlap; you would see human resource doing the job of accounting and marketing trying to work with IT issues and so on.

Because of the nature of small businesses where resources are limited, the above scenario is typical, but from my experience, management must come up with a quick plan to assign job responsibilities to improve productivity.
On my last consulting job with a small IT firm, productivity really improved when I clearly defined job responsibilities to each staff member, I explained to them that working at small business, you may have to work in other areas not related to your job, but that’s only when we need an extra hand.

Most small business are owned by either a single person or few partners, and the owner(s) is usually doing marketing and public relations work outside and he/she is not available each day to oversee day to day activities, I saw this first hand in few countries I worked in.

Most business owners that I have worked with complain about staff members not being productive and he/she has to do everything. The fact is, staff members are productive and welling to work, they just need little guidance and direction, after all they are not the decision makers.

As an owner of a small business, you should schedule timely meeting with your staff, this may sound basic but believe me not many business owners meet regularly with their staff members, in this meeting you must assign tasks, make decisions, listen to problems, make plans and show support to your staff members. These meetings can be only once a week for an hour or so, but it will be a great tool to energize your employees and you will see the results almost immediately.

Many small businesses cannot afford to hire a professional secretary or have a prestigious business address, a company called HQ, www.hq.com, resolved this issue for many small businesses and independent consultants by offering, among other services, a prestigious business address and secretarial services for a fee of $100-$200/month. They offer these services in many cities around the world.

Another service a small business can use without spending a fortune is the services of VOIP, I have been using Vonage services for several months now, www.vonage.com, the service is great and I can carry the phone with my any where in the world without my clients noticing that I am out of my office. The basic service is available for under $30/a month.

And the last thing, if you want to hire a professional in almost any filed, from writers to lawyers to computer programmers, try www.guru.com, here you will find talents from around the world with very competitive rates, you don’t need to a hire a full time employees just use these freelancers as you need them.