When Google decided to "build a better boss", it studied data from performance reviews, feedback surveys and also supporting documents submitted by individuals who had been nominated for top-manager awards. The project, named as Project Oxygen examined 100 variables and identified eight characteristics or habits of Google's most effective managers. The eight characteristics are listed as follows: Be a good coach (provide specific feedback and have regular meetings with employees) Empower your team and don't micro-manage (give chance to employees to solve problems themselves, but be available to offer advise) Be interested in your team members' success and well-being (make new team members feel welcome and get to know your employees) Be productive and results- oriented (focus on helping the team achieve its goals by prioritizing work and getting rid of obstacles) Be a good communicator and listen to your team (learn to listen and to share information; encourage open dialogue and pay attention to the team's concerns) Help your employees with career development (take notice of employees' efforts so they can see how their hard work is furthering their careers; appreciate employees' efforts) Have a clear vision and strategy for the team (lead the team but keep everyone involved in developing and achieving the team's vision) Have technical skills so that you can advise the team (understand the challenges facing the team and be able to help team members solve problems) Now, managers at Google know what being a great manager involves. Google started training managers as well as providing individual coaching and performance review sessions.

Describe the characteristics of Google's most effective managers using the: (i) The management functions approach (ii) The skills approach to management