Hello Dbonanno1,

Being a manger for two departments, it is difficult for managers as well to work with individuals with different personalities. I need to identify the level of each individual and assign them a position, just like a pyramid. This helps me in a systematic information flow. In a situation where a problem is picked up, what level the problem occurred and who is responsible for the same. It is not under my control who the company hires. Personality is not being judged during an interview process, experience is. So it becomes very difficult to pick a manager that would best fit your style of working.

I have had a pleasure interning with two companies in the past two years. My project managers for both companies have had a management style of giving me enough freedom to finish the work they have given me in however long it took me but at the same time they also they made sure I wasn't wasting my time. My managers have never pressured me to finish a task in an impossible time, they would give me more time I needed. They have also explained what I need to get done and how to do it but they would come and check in on me once in awhile to make sure I was not having any issues. Although the work they have given me is not enough for me to use creative ways to finish the task, they would let me do it how I felt comfortable. They have never pressured or been strict with how to do the work so I have enjoyed this. I feel like this is how managers should be. They should care about their employees and make sure they have an understanding on the project but should not be telling them what to do every step of the way. But they should be willing to help whenever the employer asks. If managers are like this, it will allow for the project to be completed on a timely basis because the employees are enjoying their work.

The projects that is have worked on, the milestones were the body of the project. I think that missing milestones can result in failure of the project. At least in the projects that I have worked on all the milestones were extremely critical and were considered in the panning initiation and planning phase as critical. I do think that they can be less critical milestone like filing, meeting etc. that are not part of the projects major requirements. Some milestones may require the completion of other milestone and the project may not be able to advance until these milestones are meet.

I worked with 2 project managers side by side as a Validation Engineer. Both had very different styles of working with their teams. One of the project managers was a micro manager- he kept on eye on all his team members activities always. This was his way of making sure his team did not make any mistakes. It was an effective method as all the milestones in his project were hit smoothly. The other micro manager was more laid back. She would get all her updated in the daily scrum calls and assign tasks and put much more trust in her team members. Both the PM’s management styles had different effect on different people. Personally, for me I preferred working with the latter as I like my team members trusting me and not hovering over my work too much.

For my first job, I had two managers and they both had very different personality. One was very old school and he wanted things to be only certain way. More like its his way or highway. While second one was very flexible and kinda let me explore my own horizon and helped me make my decisions rather than making it by herself and putting things on me. My second job, my project manager was workaholics and it has to be only and only her way. I surely like that I can make certain decisions by myself and there is someone to have my back if i am wrong and encourage me if i am right. I think it is great way to learn things in general.

Throughout my life as a member of the workforce I have interacted with a great deal of varying management styles. One thing that has always stood out to me with any manager is that communication has greatly improved the entire employee dynamic. When workers are fully aware of goals and expectations they are more likely to work towards them. When anything came up that would deter the group from its original plan it is always better to be honest with your employees. I have seen when managers become more uptight or change the strictness of the group which can be matched with some push back. If employees were aware of the “behind the scene” issues with the project they would be more likely to want to cooperate. Also as an intern I am fully aware that I am far less trained than my coworkers but I have always been spoken to with respect from mangers and this has always been a strong encouragement to keep up a high level of work. I want to work for an honest and sincere manager that is able to maintain a plan without disrespecting employees.

In my opinion, Manager does not need to have more knowledge than their members. I met a few managers before, they do not know more than their members, they can be the manager of the team may be because they have more work experience. Jack Ma, he is the founder of ALibaba Group. He said he knows nothing about IT, but he is one of the famous manager in IT area. Knowledge is not the most important requirement for members, there is must be something else. Like I said, it is may be work experience, or it s may be good social skills.

In my first internship, I had 2 managers. Their management style was very similar. They are both very flexible and open-minded. They let me be creative and explore different solutions to my task. At the same time, they were very supportive of the decisions. If I had questions, even though they were busy they made time to explain things to me and guide me if I had a difficult time. Both did not overload me with work and always made sure I was comfortable. I think I was very lucky with my team because I would speak to some of the other interns, and they didn't seem to enjoy the experience like me.

In my first internship, I had 2 managers. Their management style was very similar. They are both very flexible and open-minded. They let me be creative and explore different solutions to my task. At the same time, they were very supportive of the decisions. If I had questions, even though they were busy they made time to explain things to me and guide me if I had a difficult time. Both did not overload me with work and always made sure I was comfortable. I think I was very lucky with my team because I would speak to some of the other interns, and they didn't seem to enjoy the experience like me.

Having worked with four different managers, I have noticed that there are a variety of different styles that are effective and not effective. I believe the most effective managers are the ones that acknowledge your work and help you out if need be. Additionally, if I had never done a task before, they would show me how to do the task themselves first, then assign me the task. This really enabled me to get the job done properly on the first time. My experience with the managers who assigned me a task without clear directions ended up in me not completing it properly, thus delaying the project. By taking the time to show me how to do a task, I knew what was expected of me.

Additionally, the most effective managers were the ones that enabled my creativity, similar to what @mem42 had mentioned. Allowing me the option to use my creativity to solve a solution made me appreciate my manager as I was able to include my own ideas into the project, which ultimately felt more rewarding at the completion of the project.

Due to the nature of my co-op I have worked with a number of project managers. They have all had different styles, some good and some bad. The worst I have worked with was purely focused on output and would not help in getting there. They would send emails demanding where parts of the project were without asking how she could help to get whatever part done. I would describe here as too hands off.

A different one I worked with was the opposite, far too hands on. They would send almost daily emails asking how they could help me, but basically they wanted to job mine and everyone else's do my jobs. This made it quite hard to work because we were given very little room to breathe and actually work. And he would reject certain parts if they weren't done his way regardless of if they were correct.

The last one, and the best one I have worked with was a perfect balance. They let us work and trusted us to get the job done, but if someone got bogged down or needed help form someone higher up they were always willing to lend a hand to make sure the project was moving along. They know that we were engineers and we would get it done. I think this is a great balance because it allows all involved to do what they are good and and get the project moving forward.

I worked under two different project managers in the past year. The first project manager I worked for was very assertive and wanted the work done earlier than the deadline. She would constantly check my work and give me feedback. The other project manager I worked for was more laid back and the complete opposite of the first one. He did not check on my work often. He expected us to know what we were doing and just required for us to hand it in by the deadline.

I preferred working for the first project manager. I liked how she was on top of our work. I also believe everyone makes mistakes no matter how knowledgeable they are in their work thats why it's always good if someone else double checks. I like working under pressure and being challenged to finish a task before the deadline.

I have worked with 2 different project managers. My first project manager was very laid back manager and he didn't teach me anything or even check my work. However, when it's the due date of a project, he wants everything to be perfect and start to pick on you. I really hate that work environment, I felt it was so stressful and sometimes unfair. My second project manager is actually the best. He is so motivated, he always checks on your work and gives feedback. He is assertive, but in away that makes you actually wants to work. Also. he is a hard worker and teaches me a lot. I actually likes my second manager because he teaches and motivates me so much and I believe project managers should be that way.

Where I currently work, I actually have my direct manager, and his manager who also manages the entire team that I am on. Both of my managers have the approach of "whatever works for you" in that as long as you can get your work done in a way that is quality and on a reasonable timeline, then they are fine. They aren't too particular about the details of how I execute my duties, save for a couple of them that absolutely need to be done a certain way without exception so as to conform to company policies. However, my team manager (who manages my direct manager) operates from a much higher level view than my direct manager. My direct manager will help me directly with tasks if I have trouble or will work with me to identify a plan in order to move around roadblocks at a detail level, while my team manager, due to the wide range of responsibility and subordinates he has, will not do the same. He may create plans like my direct manager, but only at a high level, directing me to the right people that can get me where I need to go. So as it stands, I quite prefer this style of management, in regards to the "whatever works" attitude. It creates a lot of flexibility for myself. In addition, not having a laid out plan in front of me has challenged me to forge my own methods and paths instead of relying on a given way, which has often lead to process improvements and positive consequences for the whole team.

I've worked with two different companies as an engineer for the past 5 years, each has a different structural organization. For the first company, I like the team structural and how the PMs interact with the whole team even brainstorm with CO-Op for new ideas and project. I like the way they use to manage the project effectively in a timely manner on different projects at the same time. However on the other hand with my current company, They have a different structure which I think they are mixing between product and project manager. this role conflict case some issues managing the project. I think they should be separated into two teams. I think the conflict is between management the project and promoting the product. Also, there is no clear update on each project once my part is done. People have a different personality which also is reflected in how work is done, but I think there is a stander that people should follow.