أنشئ حسابًا أو سجّل الدخول للانضمام إلى مجتمعك المهني.
Underpaying them, lack of trust, leading without good example,
Today's workers are no longer semi-educated labourers. They are likely to be smart professionals: doctors, lawyers, accountants and experienced managers. Like Alice's chess pieces, they all have minds of their own, they trust their own judgement and do their own thing. Managing smart professionals is completely different from traditional notions of management. Professionals often have low respect for managers, and are likely to think of them as bean counters and bureaucrats. The COO of one global professional firm is referred to by everyone as "chief clerk", even by the CEO. This is a recipe for conflict between professionals, who want to back their judgement, and managers who need to make things happen. Fortunately, effective management of professionals often requires less work and delivers better results than traditional management styles. It requires that the manager think and act very differently. There are five things effective managers of professionals do:
Managing professionals is management judo: use the strength of the professionals rather than fighting their strength. If you do this well, they will make all the effort and you will bask in the glory of the results they achieve. But do not expect any gratitude from them. They will still think of you as the chief clerk.
1- Monetary benefits as per the potential
2- Centralized decision making policy
3- lack of trust
4- Lack of creativity
Managing professionals is not more or less difficult than managing non-professionals, and I'm not sure there is a "main obstacle" to overcome. Whether the person you are managing is a "professional" or not (and remember that the definition is entirely arbitrary) is not important - you are managing a person, not a particular bundle of skills and education.
Having said that, skill-bundles do have an influence on how you manage. Personally, I find that the more skilled and senior the person is, the easier they are to manage. (In general of course - there are exceptions!) Management of highly-skilled people usually requires less sweat, since they can be relied upon to manage themselves most of the time. However, such management as there is often needs to be much more thoughtful.
I would say then, that insofar as there is a "main obstacle", it is ensuring you have the headspace to make your management sophisticated enough to be effective.
Agree with the answer about salary package, it has to be market related.
Providing the correct strategic goal - Professionals are guided by the strategic plan and mission of the company, this must be clear and have budget controls and managed by company policy and procedures, and then agree, trust the professional to work in his/her field of expertise within the boundaries set by budget and company policy.Provide a support team (subordinates) that is like minded, motivated and enthusiastic to keep steering towards the common goal. The executive management should model the leadership, be positive and stimulate enthusiasm by making it their business to know all staff members, especially management and professionals.
Lack of motivation and job enrichment.
Maintaining control while giving autonomy(allowing them to pursue their craft according to their own schedule and procedure and being controlled by their peers).
In short, Control clashes with autonomy.
Quality professionals
What is required of them?
What are the objectives of the institution?
Not giving Authority for Decision Making. Empowerment is very important along with Monetary Benefits.
, lack of Trust, creativity, improvement
هل تحتاج لمساعدة في كتابة سيرة ذاتية تحتوي على الكلمات الدلالية التي يبحث عنها أصحاب العمل؟