top middle and first-line management

top middle and first-line management. (1) Why might a manager need to deemphasize skills honed in previous positions as he or she rises through the organizational hierarchy? (2) Would top managers or first-line managers typically have more or less of the information they’d like to have for the decisions they need to make? Why?

(1) Have you ever supervised others on the job or in volunteer work? If so, how would you rate your performance as a manager? (2) If you were suddenly promoted to manage the department you’ve been working in, would you change your “work” personality? Why or why not?

The organizing function involves arranging an organization’s resources in the best way possible to help reach its goals and objectives. Top managers grapple with long-range, strategic issues and often must make decisions about events and conditions several years into the future. They also have important communication roles, representing the company to external stakeholders. Middle managers usually have responsibility over individual divisions or facilities and are charged with translating strategic plans into the tactical plans that will allow the company to reach its goals and objectives. First-line managers supervise nonmanagement employees; they have the shortest time horizons and greatest tactical perspective.