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Managerial dimension is the pathway from which most change a company undergoes must be created and approved. Managerial dimensions focus on managers responsibilities to function within different organizational structures. Managers can influence the future of an organization in many different ways. They have the power to either strengthen the plan to build a team for a better future or create a barrier to growth.

“To some extent, a high level of employee motivation is derived from effective management practices. To develop motivated employees, a manager must treat people as individuals, empower workers, provide an effective reward system, redesign jobs, and create a flexible workplace” (Benowitz, 2012). Since I work in a university setting our managerial dimensions include mostly people and service. In my department, each member of our management team plays a role in the decision making process. In the best interest of the company and its advancement we all share the same goal, which is creating an environment that enables employees to make change themselves. This is done by providing them appropriate tools to be effective in their positions.

Benowitz, E. (2011). Principals of management. Retrieved from http://books.google.com/books?id=tasJxXl0gnYC&q=managerial+dimension#v=onepage&q=managerial%20dimension&f=false

In general there are three main pillars that are essential for effective advancement within a team or an organization; each and every one of them must be addressed and integrated collectively to assure effective results. The three main pillars are: People, process and technology.

In our management team, our leaders focus on people such as customers, clients, employees partners etc…whereas managers focus on process. “Process includes the formal and informal rules and steps to take a new idea to implementation and technology includes the systems that tie the process and people together to automate the creation, collaboration, and communication...