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micro managers Tagged Articles
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The Best Leaders Don't Have to be in the Office
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| If you want to run a successful business, one of the first steps is to learn to implement systems so that you don't need to be at your business all of the time. Your office should be able to run without you. In fact, there are very few successful entrepreneurs that are also micro-managers. As a business leader, your focus should be on growing your business, not the day to day operations. For many that is a really hard transition. So, take it step by step. One great place to start is by making sure that your business can function when you are ill or away on business trips. Here are three tips to help you kick that process off. |
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Other micro managers Related Articles
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9.3 Micro-finance institutions (MFIs): Support for Growth-oriented Women Entrepreneurs in Tanzania, 2005
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| Micro-finance operators in Tanzania function within the framework of the
Government’s National Micro Finance Policy of 2000. The objectives of this policy are
to provide the basis for the evolution of an efficient and effective micro-finance system
to serve the low segment of society and contribute to economic growth and poverty
reduction (as described in MIT, 2002). The policy establishes a framework within which
micro-finance operators will develop, lays out the principles to guide operations of the
system, defines roles and responsibilities of actors, and provides guidelines for
coordinating mechanisms. The Central Bank was given the mandate to coordinate
implementation of the policy. It is interesting to note that the Micro Finance Policy
includes “gender equity” as a best practice. |
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Abstract - Factors Impeding the Poverty Reduction Capacity of Micro-credit: Some Field Observations from Malawi and Ethiopia
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| In most African countries women tend to account for an average 51% of the population, and
make up about 65% of the rural labour force. Thus, many rural based micro-finance programmes
have attempted to address the women specific need for micro-credit. This paper analyses the
effectiveness of micro-credit as a means to reducing poverty, with particular focus on women,
and demonstrates, through the critical analysis of some country-specific examples, that the use
and supply of micro-credit does not always lead to a sustainable impact on household or female
poverty reduction. Analysis of findings are done based on field data, interviews, and observations
from Malawi and Ethiopia. |
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Women and Micro-credit
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| Since the establishment of the Grameen Bank as a micro-credit delivery model, many programmes
have rushed to replicate the relative success and in doing so, a lot of attention has been given to
female micro-credit borrowers. Women were specifically targeted because they make up the majority
of the poorest of the poor in the rural areas and are responsible for the social and economic
welfare of the family. |
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Loan amounts and loan management: Tenets of Micro-credit for Poverty Reduction
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| The following paragraphs will discuss some of the features which have been identified as best
practices from lessons learnt in micro-credit programmes over the last two decades. These features
have been developed over the years to make micro-credit accessible and manageable for the
‘poorest of the poor’, specifically women. Furthermore, it is through these features that it is
expected that women should be empowered. |
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Interest Rates: Tenets of Micro-credit for Poverty Reduction
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| During the early phases of the ‘micro-credit movement’, one of the arguments for establishing
special micro-credit delivery institutions aimed at addressing the needs of the poorest of the
poor, was the issue of interest rates. |
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Five Talents Joins a Consortium of Fellow Christian NGOs to Support Microfinance Program in Sudan
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| Five Talents, a Christian development organisation supporting microfinance, has joined a consortium of organisations from the Christian micro-enterprise development (CMED) industry to fund a micro-credit program in Southern Sudan. The village banking initiative in the Wau Diocese was started in 2005, providing adult education, local savings mobilization, business development training, small business development investing and rural micro-credit provision. |
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The Best Leaders Don't Have to be in the Office
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| If you want to run a successful business, one of the first steps is to learn to implement systems so that you don't need to be at your business all of the time. Your office should be able to run without you. In fact, there are very few successful entrepreneurs that are also micro-managers. As a business leader, your focus should be on growing your business, not the day to day operations. For many that is a really hard transition. So, take it step by step. One great place to start is by making sure that your business can function when you are ill or away on business trips. Here are three tips to help you kick that process off. |
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Ten Tips to Avoid Micro Management
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| Micro managing may make you feel in control but in reality you are only hurting yourself and the company. It only limits an employee's ability to be innovative and creative. This can cost the company thousands of dollars because it is the creativity and innovation of your employees that maximize the profitability of your company. Micro Management is often just a symptom of ineffective planning, too much compassion and the inability to judge performance and develop bench strength. Developing a strategic plan for your company is a very effective way to address any or all of these challenges. I often tell my clients that the most valuable part of a strategic plan is the development process itself. Running a company with a shoot from the hip mentality often encourages micro management and does not allow employees to develop their skills. |
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So what is the Definition of a Manager?
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| A classic definition of what managers are about is that ‘Leaders do the right thing and managers do things right’. A more standard definition is that managers would work towards the organisation’s goals using the resources at their disposal.
It of course also depends on the size of the organisation. Larger companies might require managers to oversee the efforts and achievements of a further level of managers. A General Manager might have several other managers reporting to him or even several levels of management reporting to each other. |
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Special Secrets to Micro-Managing Employee Performance
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| In general, micro-management is frowned upon in the management sphere. Yet there are occasions when by getting into the small stuff, there are benefits to managers and their people too. |
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