Death Among the Ibo Essay Example for Free

Demise Among the Ibo Essay In spite of the fact that the book Things Fall Apart and The Joys of Motherhood spread around seventy years, the distinction between life in 1880s Nigeria and Nigeria during the 1950s is outrageous. The Ibo individuals change from a group and innate individuals to a considerably less intently sew individuals much like Europeans or North Americans. The change ought not really be translated as an improvement in the life of the Ibo individuals. At the point when Things Fall Apart starts the Ibo individuals are a lot of equivalent to they have been for apparently hundreds of years. They are an agrarian people living near the land without lives that have confined and cleaned from death. Passing is a characteristic piece of life and is normal. They have decides and customs that have shown them how to manage demise. Albeit a significant number of their convictions may appear to be unusual to individuals in the twenty-first century North America the appear to function admirably for the Ibo until their conventions are hindered by European Christian teachers. The Ibo convictions have a specific blamelessness and rearranged world view that is astoundingly reviving when contrasted with todays endeavors to expel demise away from society and to draw out death and maturing as far as might be feasible. There involves certainty character in the Ibo way to deal with death that makes demise both genuine and typical. There are rules to be followed. At the point when a man kicks the bucket with a swollen mid-region and swollen appendages, he isn't to be covered in the earth since his body would contaminate the land (Achebe, 14-15). At the point when an Umuofia young lady is killed, the pioneers meet to choose what to do. After conversation they conclude they should demand remuneration for the young ladies passing. They choose Okonkwo a youthful pioneer who is an independent man to visit the clan of the man who has executed the young lady and request that a young lady be sent to the Umuofia to supplant the young lady and another adolescent be given to the Umuofia as discipline for the homicide. There is an equalization here that comes up short on the retribution of tit for tat of the Judeo-Christian culture. Rather it is all the more a blow for blow reaction. Okonkwo visits the neighboring clan and presents them with the requests of the Umuofia. Plainly there is the danger that war will result if their interest isn't met, yet it isn't made in the do it or, more than likely way regular in the twentieth and twenty-first century western human advancement. The clan consents to the requests of the Umuofia and gives a little youngster who is given to the dad of the killed young lady. A subsequent youth, Ikemefuna sent to the Umuofia where he is given to the accuse of Okonkwo of whom he lives for a long time where he is dealt with like a child Three years after the fact the pioneers conclude Ikemefuna ought to be killed to fulfill equity about the young ladies murder. In spite of his having rewarded Ikemefuna as a child, Okonkwo takes an interest in the killing. He does this regardless of a notice of a senior not to take part in light of the fact that Ikemefuna calls Okonkwo Father. Okonkwo appears to be amazed about this notice. The choice has been made by the Umuofia pioneers and accordingly should be followed. There are a few fascinating perspectives about death and kids. Surely baby passing is basic among the Ibo. At the point when a kid endures earliest stages and it shows up will live to turn into a grown-up, the kid is supposed to remain (Achebe, 42). Like this is a conviction that a few kids are hesitant to be naturally introduced to this world and hold an iyi-uwa that permits them to kick the bucket so they can be renewed to their mom to torment them. To stop this cycle a medication man will take the body of the perished newborn child and disfigure it so it will be not able to return, however some have been know to come back with a missing finger or imprint from the medication keeps an eye on activity. Okonkwo who is a fame and appreciated individual from the Umuofia incidentally slaughters an adolescent, he and his family are exiled. At the point when this happens Okonkwo seems to acknowledge his sentence apathetically on the grounds that it is the built up rule. During his expulsion European, Christian teachers move into the zone and start to edify the Ibo. Laws are made and upheld by hanging and detainment. Ibo who endure such discipline lose their pride and are not, at this point the man he had attempted to be. When Okonkwo realizes that he will be slaughtered by the Europeans, he hangs himself as opposed to submit to the white keeps an eye on law. As one would anticipate from the title Emechetas book, The Joys of Motherhoodâ ¸ is more worried about labor and parenthood than with death. It is intriguing that the viewpoint of this book is firmly composed from the female perspective and is worried about existence, rather than the manly perspective communicated in Things Fall Apart where demise is an increasingly unmistakable concern. In this book demise is dealt with much like it is today. The characters in this book not, at this point live in the inborn or faction network that Okonkwo lived in where demise is viewed as a typical piece of life. Rather they move to the city, Lagos, where they work for low wages doing the tasks the more affluent white individuals consider underneath them. Here death isn't so normal and not acknowledged so without any problem. When Nnu Egos child passes on in early stages and she endeavors to end it all, she is decided as crazy until she can proceed onward and proceed with her everyday life. Her dead children body is removed destined to be supplanted by the introduction of extra youngsters. Demise is less worthy and avoided the individuals in light of the fact that the British individuals dont need to consider it. Rather they sterilize it and move it away from everyday life. This happens to the Ibo just as they move into the twentieth century British pilgrim way of life. Not at all like the passings happening seventy years sooner where the tribe knows about every demise and can acknowledge it for the faction, Nnu Ego kicks the bucket lying along the edge of the street unrecognized. She isn't missed by her tribe or her kin who are dispersed all through the nation. The absence of worry about the privileges of the individual with respect to death in Achebes book is upsetting. Given todays sensibilities where the individual is a higher priority than the general public the thought ofâ supplanting one killed young lady with another young lady to have her spot and offering a prisoner as a reaction to having carried out a wrongdoing is alarming. Individuals todayâ need to proceed onward and move on after death, as though they were to recognize demise, they will be blasted with some loathsome infectious malady. Acknowledgment of death is as yet a cultural issue today. Americans today appear to be not able to acknowledge it. Nonetheless, in the wake of perusing these books, one whenever compelled to ponder which of the drew nearer to death, the 1880s Ibo, the 1950s Ibo, or that of Americans in 2006 is ideal. Here and there the 1880s rendition with its blameless and practically nostalgic reaction to death appears to the best.

Tesco Advertisement Analysis Free Essays

Notice investigation â€Tesco’s 1097 We people are customized or brought into the world with the innate want to satisfy our requirements. Freud discussed this crude moxie, this inborn need of humankind to need (maybe for self-conservation at last. ) Freud contended about the significance of the oblivious brain in understanding cognizant idea and conduct . We will compose a custom exposition test on Tesco Advertisement Analysis or then again any comparative subject just for you Request Now Publicizing has taken advantage of this crude human moxie or need want. Promoters utilize the oblivious brain to foist verifiable and express signs and signifiers, applying social undertones, utilizing avoidance as much as consideration, the advertiser’s goal is to increase an expansion of positive consideration for their item. I have chosen an ad made for Tesco’s ‘Fair-exchange fortnight’, found in The Guardian’s weekend supplement. We read adverts in general, unknowingly engrossing the entirety of the components, signs, certain and unequivocal, that are intended to work as one. The psychological short-hand we use for translating pictures and words to decipher them, which is particularly relevant to publicizing, promptly advises us that the notice isn't for delight, however for our consideration; to urge us to pick one brand over another, and to devour. Tesco’s advert verifiably infers nature’s abundance with its visual decision of hessian and wicker arranging, the utilization of cardboard for the estimating tickets reminiscent of organization morals saturated with moral high-ground. The closer view is flooded with pictorial recommendations of far away fields and cultivating, with sound, working age, apparently loosened up laborers, making the most of their undertakings in the sun. The advert presents what we in the West would think consistently extravagances. The visual signifiers of consumable joy: bananas, espresso, chocolate, nuts; these are all food stuffs that can't be created in Britain. Freud’s hypothesis of the Id would take advantage of our need of these extravagances. The future buyer, having seen the item, may recognize the need, and convert it into a reality, extinguishing (Freud’s hypothesis of) the Ego. Using this need the advert derives that by means of reasonable exchange, the shopper can go further away from home for this produce, empowering the need without moral censure; not exclusively can the human have what it wants, however it can accomplish it without blame, soothing (Freud’s hypothesis of) the Superego and its implications of the correctional. Tesco’s advert plays on this desire satisfaction that drives the human as its continued looking for controlling want. In exceptionally huge sort, copying penmanship, he title of the advert yells Every little helps, playing on the reliable fan bases need to spend close to nothing, however likely, (with the reasonable exchange subject of the advert) to be an unequivocal allurement for an increasingly prosperous client encountering monetary strain, to change from the more very good quality general stores to a progressively fundamental and moderate one. The principle body of the advert is genuinely utilitarian; certainly i mplying this is a need purchase, an advert with a progressively fabulous look is regularly focused on the support or incitement of utilization of an extravagance buy. An auxiliary heading of Fair-exchange fortnight utilizes similar sounding word usage to make it a critical slogan. The advert has a (generally little) mark symbol, entreating the customer to flaunt their name. This gives the capacity of mooring the inferred ethic with symbolism, proposes that while enjoying wish satisfaction we can improve the predicament of our third world neighbors. This is auxiliary to the publicists point however, the aim is to sell. This notice appears focused on a dominatingly white populace, it nearly romanticizes the zones of food creation that have, as of not long ago, been outwardly and intentionally covered. Tesco’s unique ‘pile it high and sell it cheap’ position had influences somewhere else on food makers further down the chain, obviously these were quiet until generally as of late and people in general are currently starting to perceive that a little money related expense to purchase, prompts abuse in inconspicuous social orders somewhere else. Tesco’s has picked an exceptionally normal bundling style for this advert, shunning its standard less expensive less natural partner. Goal is spoken to inside the advert and the bundling, as the morals of food apparently is grounded in the working classes, (a non need, accordingly first grabbing hold inside the wealthier residents). It’s outstanding that embellished in red, 20% off in a disproportionally huge circle, the advertiser’s ace card, using the subconscious; people notice red for clear physiological reasons. Underneath it likewise wrapped in red a devotion gadget, Keep acquiring club focuses, advancing another purchasing propensity for leftover clients, and planning to hold new and progressively well-to-do shoppers. As food creation mindfulness accumulates force the organization needs to divert its way to deal with keep on prospering. To supplant Tesco’s old persona with another all the more morally mindful substitute, perhaps a genuinely necessary new PR technique. Straightforwardly introducing their expanding mindfulness and backing for reasonable exchange, however veiling the entrepreneur methodology, behind the advancement should doubtlessly be factual proof that reasonable exchange buys Britain are on the expansion. Tesco’s might be watching these changing retail patterns and thinking it is an excellent time for sure to advance an increasingly moral persona. Tesco’s has as of late been hauled through the politicization and higher open attention to the food business, its inceptions and morals. This elevated mindfulness finished in a strategy by protestors, deriding the Tesco’s logo, replicating it onto shirts, however supplanting Tesco with Fiasco. In the open space there exists such proselysatizations as a Face Book gathering, effectively reassuring people in general to blacklist Tesco’s stores. Gillian Rose says that ‘the rendering [of an image] is rarely honest. She examines whether the implications of a picture might be introduced ‘explicitly or verifiably, deliberately or consciously’ . Our response to a picture is probably going to be educated by the social ramifications related with that picture, and the undertone it summons inside our comprehension. In Fyfe and Law’s work they express that we should enquire into a visualisation’s provenance, and note its standards of considerat ion and rejection all together get it. Accordingly I end my piece about Tesco’s crusade with this reality from Tesco’s PLC (site). In the multi year rundown report the chart obviously shows that every representative produces ? 14,303 million pounds, (2010). This reality isn't promoted by Tesco’s, and is as inexplicit as could be expected under the circumstances. It would be a reasonable examination to state, ought to Tesco’s clients be intentionally mindful of the overall revenues they might be less open to shopping there. List of sources Sigmund Freud, The Interpretation of Dreams Gillian Rose, Visual Methodologies Jonathan Bignell, Media semiotics http://www. tescoplc. com/plc/ir/, got to 20-03-11 8 June 2010 20. 13 BST, got to 10-03-11 , got to 16-03-11 The most effective method to refer to Tesco Advertisement Analysis, Essay models

Managers Dont Have All the Answers

“Managers Don’t Have All the Answers” Managers are expected to be well-informed, well-organized and ready to answer all the questions! But is it really like that in reality? They are all just people after all, with all the virtues and flaws each of us have. So, do managers really have to have all the answers?Have you ever heard of the term “the iceberg of ignorance”? Let’s start with the premise that front-line supervisors should know how to fix all the front-line problems. Should they, actually?Regardless of the number of people in a team, you have a few levels of workers there. And those who are in the lower positions are the ones who are majorly aware of those front-line problems.That’s natural because they are in the busiest level of a job. As one gets promoted, new duties come, which decreases the knowledge on these problems on daily basis. To put it shortly, the higher the position, the less is the knowledge on front-line problems.With that having said, how can anyone expect that managers have all the answe rs? It takes a lot for any team to be successful and work well, and in this article, we shall reveal all there is about being a manager. You will see why managers actually don’t need to know all the answers.Besides that, you will see why some managers still tend to have all the answers and how good that is. Moreover, you will find out what to do when a quick solution is needed and what does it take to become a successful manager.WHY MANAGERS NEEDN’T KNOW ALL THE ANSWERS?As a manager, one is expected to be capable of dealing with all the problems. However, there are some problems which are trickier and the solution is not so clear. Do managers need to solve it despite that? Yes, but by using a wider approach rather than trying to act alone.Whereas back then admitting that you don’t know something was shameful and unacceptable, nowadays things are way different. Here’s why:By admitting that he/she doesn’t have all the answers a manager shows that after all he/she is only a h uman being and equal among others.Not knowing all the answers gives lots of chances for a manager to learn more, dig deeper and expand and upgrade his/her knowledge.When a manager doesn’t have an answer that can be an opportunity for other team members to come up with some ideas and solutions.So, at this point, you may wonder what is the right amount of knowledge a manager should have. The answer is- enough! Enough to put him/her in a position to make some important decisions but still leaving space for new ideas and bits of knowledge to come.The purpose of a team working and team building is in learning from each other. Yes, there are different positions in teams, low and high, more and less responsible, but a team is a machinery which works well only if all parts are in it. Even without the smallest one, the machinery wouldn’t work properly.That’s why it is very important that team members constantly work together. They should improve and learn from each other. A manager sho uld serve as a coordinator who will, acting this way, give a positive example of a good team behavior.WHAT IF A MANAGER HAS ALL THE ANSWERS?The simplest answer to this would be- the manager is in the wrong way! Having all the answers doesn’t make you the smartest person in your team. Quite the opposite. A manager who thinks he/she has all the answers is actually a person who doesn’t listen to the other team members. When one acts that way, this is what he/she is saying to team members:I’m smarter than all of you.I don’t need your help.Just put your heads down and listen to me, do what I tell you without question.Regardless of your knowledge and expertise, I’m the one whose opinion and decisions are the most important.Yeah, you will agree that these sentences sound terrible, but that’s the truth. These are just some of the messages a manager with all the answers is sending to his/her colleagues. Such behavior is quite the opposite of how should a team look like. By acting this way, a manager alienates and disengages from the team, and that leads to disaster.Some managers believe that this exclusion from the rest of the team by sending others message that you have all the answers will make people think that he/she is a smart and powerful manager. But, luckily, that kind of a manager rarely remains in a position of a leader.That kind of behavior is often just a shield of protection. Its a mask behind which one actually tries to hide the feeling of insecurity. In reality, a good manager is the one that cooperates with team members.Just to make one thing clear. There are situations where instant answers are needed and a manager somehow tends to be the first figure other team members consult.Some  situations  require prompt and efficient answer which will solve the issue as soon as possible, without numerous meetings or some wide discussion. Such situations are not the same to what we previously described.Managers will provide quick answers on occasions where they are necessary for solving the problem as fastest as possible. However, looking in some general way, managers should listen to team members. A team is all about cooperating, exchanging thoughts and experiences, growing the big idea by contributing from multiple sides.Furthermore, we shall also discuss these situations where a manager has to think of a solution as soon as possible. Moreover, we shall describe what does it take to be a successful manager. WHAT TO DO WHEN A MANAGER NEEDS TO GIVE AN INSTANT ANSWER?As we mentioned, there are some situations where the quick solution is necessary. If team members cannot solve it, the final word will come from a manager. But if even a manager is not sure what is the right thing to do, but something still has to be done- what to do?Some managers will admit, which will definitely increase their credibility among colleagues. That will motivate others to suggest some solutions. Like we said, admitting that you don’t have an answer w ill open lots of possibilities both for you and other team members.Still, whether one admits or not, the problem has to be solved. Making that very first step in such situations is usually very hard. But as soon as one does it, things will start moving in a positive direction. Here’s what managers usually do when this is the case.1. Define the challenge preciselyMeet your enemy- that’s what this is! Say it out loud! Of course, don’t go through the company literally yelling that you don’t have an answer, but pronounce the sentence so that you can hear it for the beginning.Even if a manager hasn’t got an instant answer, he/she should be able to ask better questions! The right questions will significantly speed up the whole process of problem-solving.A manager should have a deeper understanding of a problem but trying to figure out what he/she knows about it and what not. This will significantly help by at least defining things into two categories- what is familiar and what i s not.2. Use other people’s experience and expertiseUnless it’s a business which is something never seen before, the odds are that someone was in the similar or same situation.Besides experience and expertise, a person which might be of help in this situation has to be someone who has a good understanding of it and the ability to explain things precisely and quickly. Beware of faux experts which may make the problem even worse.Look for opinions from those who are willing to share their experience for the sake of helping and sharing their knowledge.3. Ask the right questionsThis goes way beyond- what am I gonna do now? Ask as many “wh-” and any other questions as possible. The deeper you dig into the core of a problem, the better are the chances that you will come up with something.Who can help? Why did the problem occur? When did it start? Where to look for solutions? Start from the simplest and proceed to the more complicated ones. Sooner than you realize you will be just a step away from having the final answer.4. Take a chance and do somethingIf a manager has some rough idea what might be of help but is not sure whether that will bring positive results, what to do? Give it a try! Even if this is not the most perfect solution, still it will give you the next directions for solving the issue.Of course, don’t risk just for the sake of it or when you can make more damage than good. Feel free to take some step and the next one will be easier because the directions will be at least a bit clearer than the step before.As we said, it’s mostly up to managers to give the final decision, and these tips can be of help. Routine and self-confidence usually come with time, and new managers are always in more challenging situations than those who are already in this position for quite some time.But, when one is ready to learn, he/she is on a good way to become a quality manager. This rule goes both for newbies and experienced managers. HOW TO BECOME A SUCCESSFUL MANAGER?New managers usually deal with more challenges. Getting promoted gives one lot of mixed feelings. It is flattering to know that you are in the position to lead the team and be in charge of some big decisions. But there’s also the pressure one feels, that all the answers have to be ready from day one.A newbie shouldn’t despair, as he/she is not alone in this. It’s quite a natural feeling. One has to learn how to mask the feeling of not being ready to cope with all the upcoming situations, to pretend that he/she has all the answers even if that’s not the case.New managers struggle with feelings of incompetence even if they are highly experienced and full of knowledge. Here are some helpful bits of advice on how one can deal with all the sets of expectations.1. Know your knowledgeFor the beginning, you should be aware of what you know and what you don’t know. That will help you realize what are the situations where you can give quick solutions and what are the ones w here you will have to learn. You don’t have to be instantly capable of solving anything and everything from day one no human being is.After all, if someone decided to promote you to this position, that certainly means you have some valuable skills and bits of knowledge, as well as the good predisposition to deal with issues. That’s should be a motivational starting point for you.2. Let your freshness be your advantageBeing new in some field brings many new possibilities, both to you and your team. Sometimes a slight pressure can trigger innovative solutions and answers. Imagine how the pioneers in some industries felt like. If they didn’t dare to try, we would never have some amazing and intriguing discoveries. Lots of positive things happened because people decided to think outside the box. Don’t be afraid of some unusual solutions.3. Keep on askingGive your team an example that constant inquiry is a positive quality. That way both you as a new manager and your team members will feel more confident when the problem comes. Moreover, the feeling of being exposed when the answer is not instantly visible will not be so intense.By asking questions you encourage team members to come to you with ideas, to exchange them, and that way you create a positive atmosphere between all of you. After all, a team is about exchanging knowledge and experience.4. Make space for other membersEach team consists of people of different levels of knowledge and experience, which means that some of them have better chances over the others to come up with a solution. And when we say others, a manager also belongs to the group.By giving other an opportunity to express themselves a manager creates a healthy working atmosphere where members treat each other with respect. By acting that way, a manager earns more respect from the colleagues.Just go back to the days where you were one of the team members striving to express his/her opinion to the manager. And the happiness that comes w hen a manager used your opinion to fix the issue. Continue that behavior even when you are a manager because that way you encourage people to express their thoughts and ideas.5. “I don’t know” mottoRepeat this sentence every day, because you will be more and more motivated to look for answers and solutions. Of course, don’t go bragging about not knowing anything, as it can be counterproductive. Just admit that even you as a manager are not obliged to know everything at once, that you have to learn more and upgrade yourself. By sharing this very personal feeling with team members, you also show them that you respect and trust them. And when a team knows that, your relationship will become stronger, which will result in more productiveness and success in the future.As you can see being a good manager is actually a set of feelings and behaviors which should be repeated every day. That “day one” is never easy, but the sooner one realizes that it’s all about learning and ac quiring new tricks and tips, the sooner one will become a successful manager.But even the experienced managers should follow these rules, as they can also be in a situation where they don’t know something. Including yourself in a team, rather than excluding is what managers should do, when looking for answers and solutions.FINAL THOUGHT ON MANAGERS AND ANSWERSRegardless of being an experienced manager or a newbie in the field, or not a manager at all, we do hope that our article was motivating and encouraging for you. After learning why managers don’t have to have all the answers at once and why is actually bad to have them all, you became aware of the difference between a good and a bad manager.Above all, we mostly hope that now you realize the true power of “I don’t know”. Now that you know that not knowing is not a bad thing, you can approach things differently. And, again, that’s something that can be applied in all situations in life. This sentence should motivate p eople to upgrade and improve themselves, to strive for more.Now that you have all this tips and tricks, try applying them throughout all fields of your life. As the days go by, you will notice numerous positive changes. Life is all about learning and upgrading each and every second, and it doesn’t take much to be in the right way.

Managers Dont Have All the Answers

“Managers Don’t Have All the Answers” Managers are expected to be well-informed, well-organized and ready to answer all the questions! But is it really like that in reality? They are all just people after all, with all the virtues and flaws each of us have. So, do managers really have to have all the answers?Have you ever heard of the term “the iceberg of ignorance”? Let’s start with the premise that front-line supervisors should know how to fix all the front-line problems. Should they, actually?Regardless of the number of people in a team, you have a few levels of workers there. And those who are in the lower positions are the ones who are majorly aware of those front-line problems.That’s natural because they are in the busiest level of a job. As one gets promoted, new duties come, which decreases the knowledge on these problems on daily basis. To put it shortly, the higher the position, the less is the knowledge on front-line problems.With that having said, how can anyone expect that managers have all the answe rs? It takes a lot for any team to be successful and work well, and in this article, we shall reveal all there is about being a manager. You will see why managers actually don’t need to know all the answers.Besides that, you will see why some managers still tend to have all the answers and how good that is. Moreover, you will find out what to do when a quick solution is needed and what does it take to become a successful manager.WHY MANAGERS NEEDN’T KNOW ALL THE ANSWERS?As a manager, one is expected to be capable of dealing with all the problems. However, there are some problems which are trickier and the solution is not so clear. Do managers need to solve it despite that? Yes, but by using a wider approach rather than trying to act alone.Whereas back then admitting that you don’t know something was shameful and unacceptable, nowadays things are way different. Here’s why:By admitting that he/she doesn’t have all the answers a manager shows that after all he/she is only a h uman being and equal among others.Not knowing all the answers gives lots of chances for a manager to learn more, dig deeper and expand and upgrade his/her knowledge.When a manager doesn’t have an answer that can be an opportunity for other team members to come up with some ideas and solutions.So, at this point, you may wonder what is the right amount of knowledge a manager should have. The answer is- enough! Enough to put him/her in a position to make some important decisions but still leaving space for new ideas and bits of knowledge to come.The purpose of a team working and team building is in learning from each other. Yes, there are different positions in teams, low and high, more and less responsible, but a team is a machinery which works well only if all parts are in it. Even without the smallest one, the machinery wouldn’t work properly.That’s why it is very important that team members constantly work together. They should improve and learn from each other. A manager sho uld serve as a coordinator who will, acting this way, give a positive example of a good team behavior.WHAT IF A MANAGER HAS ALL THE ANSWERS?The simplest answer to this would be- the manager is in the wrong way! Having all the answers doesn’t make you the smartest person in your team. Quite the opposite. A manager who thinks he/she has all the answers is actually a person who doesn’t listen to the other team members. When one acts that way, this is what he/she is saying to team members:I’m smarter than all of you.I don’t need your help.Just put your heads down and listen to me, do what I tell you without question.Regardless of your knowledge and expertise, I’m the one whose opinion and decisions are the most important.Yeah, you will agree that these sentences sound terrible, but that’s the truth. These are just some of the messages a manager with all the answers is sending to his/her colleagues. Such behavior is quite the opposite of how should a team look like. By acting this way, a manager alienates and disengages from the team, and that leads to disaster.Some managers believe that this exclusion from the rest of the team by sending others message that you have all the answers will make people think that he/she is a smart and powerful manager. But, luckily, that kind of a manager rarely remains in a position of a leader.That kind of behavior is often just a shield of protection. Its a mask behind which one actually tries to hide the feeling of insecurity. In reality, a good manager is the one that cooperates with team members.Just to make one thing clear. There are situations where instant answers are needed and a manager somehow tends to be the first figure other team members consult.Some  situations  require prompt and efficient answer which will solve the issue as soon as possible, without numerous meetings or some wide discussion. Such situations are not the same to what we previously described.Managers will provide quick answers on occasions where they are necessary for solving the problem as fastest as possible. However, looking in some general way, managers should listen to team members. A team is all about cooperating, exchanging thoughts and experiences, growing the big idea by contributing from multiple sides.Furthermore, we shall also discuss these situations where a manager has to think of a solution as soon as possible. Moreover, we shall describe what does it take to be a successful manager. WHAT TO DO WHEN A MANAGER NEEDS TO GIVE AN INSTANT ANSWER?As we mentioned, there are some situations where the quick solution is necessary. If team members cannot solve it, the final word will come from a manager. But if even a manager is not sure what is the right thing to do, but something still has to be done- what to do?Some managers will admit, which will definitely increase their credibility among colleagues. That will motivate others to suggest some solutions. Like we said, admitting that you don’t have an answer w ill open lots of possibilities both for you and other team members.Still, whether one admits or not, the problem has to be solved. Making that very first step in such situations is usually very hard. But as soon as one does it, things will start moving in a positive direction. Here’s what managers usually do when this is the case.1. Define the challenge preciselyMeet your enemy- that’s what this is! Say it out loud! Of course, don’t go through the company literally yelling that you don’t have an answer, but pronounce the sentence so that you can hear it for the beginning.Even if a manager hasn’t got an instant answer, he/she should be able to ask better questions! The right questions will significantly speed up the whole process of problem-solving.A manager should have a deeper understanding of a problem but trying to figure out what he/she knows about it and what not. This will significantly help by at least defining things into two categories- what is familiar and what i s not.2. Use other people’s experience and expertiseUnless it’s a business which is something never seen before, the odds are that someone was in the similar or same situation.Besides experience and expertise, a person which might be of help in this situation has to be someone who has a good understanding of it and the ability to explain things precisely and quickly. Beware of faux experts which may make the problem even worse.Look for opinions from those who are willing to share their experience for the sake of helping and sharing their knowledge.3. Ask the right questionsThis goes way beyond- what am I gonna do now? Ask as many “wh-” and any other questions as possible. The deeper you dig into the core of a problem, the better are the chances that you will come up with something.Who can help? Why did the problem occur? When did it start? Where to look for solutions? Start from the simplest and proceed to the more complicated ones. Sooner than you realize you will be just a step away from having the final answer.4. Take a chance and do somethingIf a manager has some rough idea what might be of help but is not sure whether that will bring positive results, what to do? Give it a try! Even if this is not the most perfect solution, still it will give you the next directions for solving the issue.Of course, don’t risk just for the sake of it or when you can make more damage than good. Feel free to take some step and the next one will be easier because the directions will be at least a bit clearer than the step before.As we said, it’s mostly up to managers to give the final decision, and these tips can be of help. Routine and self-confidence usually come with time, and new managers are always in more challenging situations than those who are already in this position for quite some time.But, when one is ready to learn, he/she is on a good way to become a quality manager. This rule goes both for newbies and experienced managers. HOW TO BECOME A SUCCESSFUL MANAGER?New managers usually deal with more challenges. Getting promoted gives one lot of mixed feelings. It is flattering to know that you are in the position to lead the team and be in charge of some big decisions. But there’s also the pressure one feels, that all the answers have to be ready from day one.A newbie shouldn’t despair, as he/she is not alone in this. It’s quite a natural feeling. One has to learn how to mask the feeling of not being ready to cope with all the upcoming situations, to pretend that he/she has all the answers even if that’s not the case.New managers struggle with feelings of incompetence even if they are highly experienced and full of knowledge. Here are some helpful bits of advice on how one can deal with all the sets of expectations.1. Know your knowledgeFor the beginning, you should be aware of what you know and what you don’t know. That will help you realize what are the situations where you can give quick solutions and what are the ones w here you will have to learn. You don’t have to be instantly capable of solving anything and everything from day one no human being is.After all, if someone decided to promote you to this position, that certainly means you have some valuable skills and bits of knowledge, as well as the good predisposition to deal with issues. That’s should be a motivational starting point for you.2. Let your freshness be your advantageBeing new in some field brings many new possibilities, both to you and your team. Sometimes a slight pressure can trigger innovative solutions and answers. Imagine how the pioneers in some industries felt like. If they didn’t dare to try, we would never have some amazing and intriguing discoveries. Lots of positive things happened because people decided to think outside the box. Don’t be afraid of some unusual solutions.3. Keep on askingGive your team an example that constant inquiry is a positive quality. That way both you as a new manager and your team members will feel more confident when the problem comes. Moreover, the feeling of being exposed when the answer is not instantly visible will not be so intense.By asking questions you encourage team members to come to you with ideas, to exchange them, and that way you create a positive atmosphere between all of you. After all, a team is about exchanging knowledge and experience.4. Make space for other membersEach team consists of people of different levels of knowledge and experience, which means that some of them have better chances over the others to come up with a solution. And when we say others, a manager also belongs to the group.By giving other an opportunity to express themselves a manager creates a healthy working atmosphere where members treat each other with respect. By acting that way, a manager earns more respect from the colleagues.Just go back to the days where you were one of the team members striving to express his/her opinion to the manager. And the happiness that comes w hen a manager used your opinion to fix the issue. Continue that behavior even when you are a manager because that way you encourage people to express their thoughts and ideas.5. “I don’t know” mottoRepeat this sentence every day, because you will be more and more motivated to look for answers and solutions. Of course, don’t go bragging about not knowing anything, as it can be counterproductive. Just admit that even you as a manager are not obliged to know everything at once, that you have to learn more and upgrade yourself. By sharing this very personal feeling with team members, you also show them that you respect and trust them. And when a team knows that, your relationship will become stronger, which will result in more productiveness and success in the future.As you can see being a good manager is actually a set of feelings and behaviors which should be repeated every day. That “day one” is never easy, but the sooner one realizes that it’s all about learning and ac quiring new tricks and tips, the sooner one will become a successful manager.But even the experienced managers should follow these rules, as they can also be in a situation where they don’t know something. Including yourself in a team, rather than excluding is what managers should do, when looking for answers and solutions.FINAL THOUGHT ON MANAGERS AND ANSWERSRegardless of being an experienced manager or a newbie in the field, or not a manager at all, we do hope that our article was motivating and encouraging for you. After learning why managers don’t have to have all the answers at once and why is actually bad to have them all, you became aware of the difference between a good and a bad manager.Above all, we mostly hope that now you realize the true power of “I don’t know”. Now that you know that not knowing is not a bad thing, you can approach things differently. And, again, that’s something that can be applied in all situations in life. This sentence should motivate p eople to upgrade and improve themselves, to strive for more.Now that you have all this tips and tricks, try applying them throughout all fields of your life. As the days go by, you will notice numerous positive changes. Life is all about learning and upgrading each and every second, and it doesn’t take much to be in the right way.