What is your opinion in the management and leadership of companies with enormous profits )and ( lean privileges , services) for staff )? .

Effective management: is that lead to the success of administrative work and thus access to effective management is working to achieve their goals their own, as well as work on achieving the general objectives relating Steering or administrative institution followed by, for example, the objectives are to own personnel management or human resource management in the enterprise or administrative body .... in doing various aspects of the functional process of recruitment and promotion, training and so on, while the overall objectives of the hand or administrative institution undertaken by this administration is to set up the main sectors of activity manpower specialized in the activity of each sector. For administrative authority or civil institution, it must have a management that has the elements of the administrative work Successful available and committed to key functions of administrative supervision, including the following: - that the work preceded by a clear plan milestones and goals that are communicated to employees who are in the process of implementation, and to obtain a continuous follow-up during the implementation process by superiors and supervisors. - That is going to work in the organization or management, according to a structural careful organization, Adjustment of leads that work is proceeding smoothly and clearly and in accordance with the regulations of administrative regulations. - That managers in their work focuses on basic and major works that serve the goals for their sectors and public objectives of their institutions, leaving the particles work and its specificity for anyone who is the least of them the responsibility. - Careful to maintain the allocated time to work either by themselves or with respect to Bmraosm. - That does not make decisions on the Millennium private sectors and general objectives of the hand or administrative institution only after study and carefully and consult even come rational decisions and achieving its objectives. - That the administration is working or administrative supervisor to provide the right atmosphere appropriate for work and the environment. - The management to work to secure supplies of machinery and equipment and information and so on. - The management to the development of the spirit of cooperation and public relations staff. - To provide ideas and proposals which aim to develop the work by virtue of the long experience of the supervisors.

Thanks

I support the answer given by Mr. Goergei Assi

I fully agree with the answer given by Mr Georgei

The company is heading for dooming!

If the earning and profit is made with business ethics, and some portion of that is not shared with the employees; portion not used for expansion but siphoned to personal account, then it is heading for dooming.

 حفصة المستظرف Thank you for your question, actually for me when it comes to staff im very concerned.... all of us wether leader or not "hierarchy of needs" is what our goal is.... all of us working because of our needs.... (food, clothes, shelter, medicine, school etc.) base on my experience i can say that management or a leader should treated their staff properly,  staff/employee should give their very best to served the customer/guest to make them satisfied, enormous profit will come... if the customer/guest is satisfied.... bussisness will grow through good managment/leader... in return management must give also some recognition and acknowledgement to the staff/employee, or other priviliges to the employee....

First, thank you for a thought-provoking and interesting question!

Companies with enormous profits are apparently doing something right, be it by sheer luck (if not consistently generating enormous profit) or because of good management and/or production (if consistently generating high profit margins).

The issue is not so much the excess or quantity of profits per say, but how and why the profits where generated. The other point to keep in mind is how and where the profits are invested and distributed.

If the majority of the profits where generated from low level staff then it is only correct to appropiately reward/incentivate these staff in order to continue generating high profits.  However, if the profits where in the most part a result of mid or high level management decisions and actions, then appropriate rewards/incentives should be focused here (again, to continue motivatiing and driving these individuals to excel in their actions and decisions.

Basically each level (or hierarchy) within a company has certain duties, responsibilities and task to perform.  Providing each level is performing to their highest level, then rewards/privileges etc should be distributed according to their level or production. Normally (but always) this is a hierarchical manner ... with those that have greater responsibilities, actions and influences receiving appropriate rewards/privileges.

Obviously is areas, departments or individuals are not producing or working efficiently then there seems little reason for reward ... while areas, departments and/or individuals that are demonstrating high productivity then focus should be placed here (but strategicially investigating how and why other areas are not performing adequately and making the necessary adjustments and changes).

In closing, it is important to also consider how and where the enormous profits will be invested and managed.  Investing back into the company itself for expansion and growth? Back into the staff (at varying degrees)?  

If the enormous profits are only distributed to the management and leadership levels at the risk of damaging or negatively influencing staff and their job satisfaction and performance, then this could result in a disadvantage for the company (short or long term).

Basically the decision boils down to cost/benefit.  The backbone to the decision obviously should be to further motivate and drive even higher profits on a consistent and sustained basis.

Thanks for invitation ,,

Its names as Tyrannical Management and here its signs:

1. Widespread compliance: the employees does not question any direction or communication that you give. They never ask for any further clarification on anything. they take their orders and do what they think it is they are supposed to do. the employees are simply appeasing their management as the tyrannical leader on a daily basis so that they can survive another day at the office..

2. Communication is one way: and that way is top down. In other words, Tyrannical Management is the only one that is ‘communicating.’ give the orders, they tell employees what is happening, how things are going to go and how they should be feeling. During department meetings, the employees say very little (if anything) and never ask any questions. As the tyrannical leader, they simply are dis-engaged and are just trying to survive another day under your regime. Either way, the lack of feedback and response from staff is a BAD THING and is a reflection of leadership style.

3. Lack of accountability: as a tyrannical leader, you will often be frustrated with your staff wondering why something has gone wrong, who did it, who was responsible and why did it happen. Here is the thing, tyrannical leaders are so often in the weeds with their staff and their work (i.e. micro-managing) or they have given redundant and/or identical instruction to multiple staff with the intent of speeding up the work, that at the end of the day no one is responsible for anything! The reason being, the tyrannical leader has inserted themselves into every element of the workflow so that no one could possibly be accountable for anything! So, as a leader.

4. Prolonged conversations: because the tyrannical leader feels the need to manipulate conversation and communication, you will often find that tyrannical leaders are very adept at pontificating about all matters (eliminates employees from having input) or they are great at filibustering so that no one else can have a say in any work related matters. If you find that you are speaking at your employees, or even to them, at a rate that exceeds the amount of time you are listening to them, than you have a problem.

5. Email confirmations: this is great little test to see if you are a tyrannical leader and/or if your staff see you as one. If you find that after every conversation/instruction (or ‘order’) you give your staff, they ask for a quick email from you to verify things, than you have a huge problem. Your staff is telling you that they don’t trust you. Because they know you will either forget (exactly)what you instructed them to do, or if it doesn’t turn out ‘right’ they know you will try and blame them for the failure so they want your instructions in writing so that they can cover their butts (CYA).

Best Regards

The profits of a company cannot be estimated by its sales only. The various factors such as costs have to be calculated accordingly in order to be sure about the profit margin involved. 

Having said that, a company should consider its employees with importance as they are the backbone of the company and timely motivators such as awards, social recognition and even monetary bonuses can go a long way in order to retain and motivate staff/employees.