Manager Interview - Help
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I need a little help, from someone, for my Business Principles Class. I have to do an interview of a manager, that I do not know. The manager that I contacted over a week ago, has not gotten back to me, (busy), and the assignment is due shortly. This Wednesday. I already have all of my background work done, and my assignment almost complete, except for an interview discussion. Is there anyone out there that could spare 15-20 minutes, or at least take a quick break from programming, and answer a few questions. It is a discussion about an old management style, and it's imact on how we manage projects and people in business today. I put the questions up on my blog http://spaces.msn.com/jcassick[^] The blog title is Management Interview - Business Principles. Any help would be greatly appreciated. Thank you so much. Joanne Cassick Current Accountant Now, IT Student
Albert Einstein "The important thing is not to stop questioning." -- modified at 13:07 Sunday 19th February, 2006
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I need a little help, from someone, for my Business Principles Class. I have to do an interview of a manager, that I do not know. The manager that I contacted over a week ago, has not gotten back to me, (busy), and the assignment is due shortly. This Wednesday. I already have all of my background work done, and my assignment almost complete, except for an interview discussion. Is there anyone out there that could spare 15-20 minutes, or at least take a quick break from programming, and answer a few questions. It is a discussion about an old management style, and it's imact on how we manage projects and people in business today. I put the questions up on my blog http://spaces.msn.com/jcassick[^] The blog title is Management Interview - Business Principles. Any help would be greatly appreciated. Thank you so much. Joanne Cassick Current Accountant Now, IT Student
Albert Einstein "The important thing is not to stop questioning." -- modified at 13:07 Sunday 19th February, 2006
Joanne, One of the largest challenges when creating questions for Interviewing people is to ensure that the questions (and conversation in general) do not lead them to the answer you are looking for. Here is an example of what I mean: "We have a casual work environment here. Do you enjoy working in a casual work environment?" I am sure you can guess the answer that you will receive. So try and make sure that there is no indication of what you are looking for before you ask. Here are some questions that do not lead the interviewee, and allow for them to express style, personality, interest, and knowledge: “What do you believe are the top qualities that make for a great manager?” “What do you believe are the qualities that make for a bad manager?” “From your previous work experience, what tasks did you enjoy the most?” “From your previous work experience, what tasks did you enjoy the least?” As you probably noticed, I also like to ask questions that go to both extremes. Another thing I find to be very important in an interview is for the interviewee to ask questions. If they don’t ask on their own then I generally ask “do you have any questions for me about this position or our company?” If the person does not ask questions that help them get a better understanding of the position and company, it generally indicates that this person will be a follower instead of a leader. (The quality of their questions will be a great indicator of their knowledge and motivation.) Questions such as “What is your weakest skill?” generally do not work, since most people answer “I take on too much and work too hard”. Instead I try and rework such questions into “If you could pick one skill to improve, what would it be?” with this I generally get a much better result. Basically ensure your questions are pointed enough so that they cannot skirt around the answer. Although I have just quickly glossed over this subject, I hope this helps. If you would like to have more of my “two cents”, then please just ask. Troy Dundas Software -- modified at 15:09 Sunday 19th February, 2006
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Joanne, One of the largest challenges when creating questions for Interviewing people is to ensure that the questions (and conversation in general) do not lead them to the answer you are looking for. Here is an example of what I mean: "We have a casual work environment here. Do you enjoy working in a casual work environment?" I am sure you can guess the answer that you will receive. So try and make sure that there is no indication of what you are looking for before you ask. Here are some questions that do not lead the interviewee, and allow for them to express style, personality, interest, and knowledge: “What do you believe are the top qualities that make for a great manager?” “What do you believe are the qualities that make for a bad manager?” “From your previous work experience, what tasks did you enjoy the most?” “From your previous work experience, what tasks did you enjoy the least?” As you probably noticed, I also like to ask questions that go to both extremes. Another thing I find to be very important in an interview is for the interviewee to ask questions. If they don’t ask on their own then I generally ask “do you have any questions for me about this position or our company?” If the person does not ask questions that help them get a better understanding of the position and company, it generally indicates that this person will be a follower instead of a leader. (The quality of their questions will be a great indicator of their knowledge and motivation.) Questions such as “What is your weakest skill?” generally do not work, since most people answer “I take on too much and work too hard”. Instead I try and rework such questions into “If you could pick one skill to improve, what would it be?” with this I generally get a much better result. Basically ensure your questions are pointed enough so that they cannot skirt around the answer. Although I have just quickly glossed over this subject, I hope this helps. If you would like to have more of my “two cents”, then please just ask. Troy Dundas Software -- modified at 15:09 Sunday 19th February, 2006
Object acheived. The questions are supposed to be leading. The answers are to show that this theory has the possibility of being applicable. Thank you for your input. I really do appreciate it. I was wondering if anyone would check the question, and get that opinion. I guess that I may have been a little too obvious. But I am still looking for confirmation that this theory has that ability to have current applications in business today, even though this was developed in the early 1900's. The interview answers I need are short, and sweet, and to confirm or deny the conclusions tht the questions pose. I hope that answers your questions on to the developement of the interview. EXAMPLE: As a parent, is is not so easy to lead a kid to water and make him drink; as it is to lead a kid to water, and let him think he is thirsty, so he will drink. (Does that answer your comment). (I would use the horse analogy, but I don't know if you can make a horse thirsty). :-) Thank you. I really do appreciate the response. Joanne Cassick Current Accountant Now, IT Student
Albert Einstein "The important thing is not to stop questioning."