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3 Styles of Management
3 Styles of Management
3 management styles in business
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Delegation A manager can gain an employee’s trust by delegating tasks to him or her. Delegation can impact the employee positively. When asking an employee to provide support for a specific task or project, the manager shows he or she has trust in the employee to participate and complete the task at hand. The employee gains a boost of confidence when selected. The employee makes a conscious decision of the involvement he or she will contribute to the project. An employee can impact a future project based on the outcome of his or her contribution. New tasks brings new challenges to the employee and an opportunity to develop news skills. Working with other individuals on a project also presents the opportunity to incorporate team building …show more content…
Forming introduces the anxiety an employee has when beginning a new job or position and the expectations involved. Once the honeymoon stage is past the employee enters a comfort zone. Discussion takes place on the opinions and suggestions offered by the employee. Not all projects run smoothly and at times the project starts over again with the forming stage for the employee to feel accepted again. Norming validates the employee as a team player, working for the cause of the organization. The employee’s efforts directed toward the organization’s mission and team building skills are apparent. Performing reflects a team working toward the goal of the organization and putting a stamp of approval on the tasks completed. Adjourning indicates the project is …show more content…
An individual should treat others just as how he or she expects treatment. All individuals deserves the same level of respect. There are two different areas of managing employees. The first area consists of an employee having the need to have constant contact with the manager. The manager is micromanaging the employee. The employee is looking for validation from the manager for the processes he or she performs and that they are being performed correctly. The employee is simply unsure of what he or she is doing and needs confirmation from the manager that the functions are being performed correctly. Those employees who look for approval from the manager are Theory X individuals. The other area of managing employees is Theory Y individuals. These employees are self-starters and motivated to work independently of the manager. The employee is not afraid to brainstorm and try new concepts to complete his or her work and complete the task with minimal input from a manager. At the end of the day, the employee is motivated to return to work the next day as he or she has a sense being appreciated by the organization and accomplishing something on his or her
Along with providing staff a degree of flexibility and independence in their daily assignments, Wade likewise sets expectations, deadlines and goals. Furthermore, Wade works with each staff member, helping them improve their individual skills while attaining the Division’s goals. When necessary, he expends additional time mentoring staff, helping them overcome obstacles. Even though he may feel exasperated at times by the lack of progress in an employee, he does not shy away from the challenge of helping the employee reach their
There is also no incentive for them to go above their current job duty. Theory Y basically believes that if you give the employee the opportunity to do well the employee will take that opportunity and use it to the best of their abilities. They are able to set their own work goals and really strive to put their all into their career. They will be go getters that are responsible for their self and willing to do whatever
Not only should you treat people the way they should be treated, you must make sure that you treat you subordinates with the utmost respect. Leaders must show respect by seeking to understand other people’s background, see things from their perspectives and appreciate what is important to them. Everyone should be treated with respect and dignity, no matter what their race, gender, creed, religion and or beliefs are. A leader’s willingness to tolerate discrimination or harassment on any basis, or failure to cultivate a climate of respect will lower trust and erode the team’s unit cohesion. Next will be integrity.
Forming-The forming stage is where every member of the team are depending on a leaders guidance. The responsibilities of every member in the team are unclear.
This method also empowered the employees giving them an opportunity to increase their skill levels and an opportuni...
In the second phase respect is what employees experience because of what the manager does. Respect results when managers encourage employees to give opinions and feedback during meetings, provide data and to offer objections to what the manager has said. It is easy for managers to become confused about the subject of respect for employees, especially for problem employees. “Kinlaw states that many leaders exemplify a common attitude that respect is something that people must earn, a treatment that employees deserve or do not deserve'; (p. 27). In truth, communicating respect for the employees as an individual or group is an essential aspect of coaching conversations if they are to improve performance and develop commitment to the organization. Supervisors leading a group must never lose sight of the fact that their job is to manage performance of the group and to ensure commitment to superior performance. It does not serve supervisors purpose to foster resentment, or to block the development of others.
My management philosophy includes appreciating every employee in the organization and leaving each achieves individual potential. Every business cannot succeed without having employees, and they need to feel that they are part of the total organization. Every employee needs to feel that they matter in the organization and doing this is part of my management philosophy.
According to McGregor’s Theory Y, it can be best described as employees who have a willingness and desire to take responsibility to work, and are committed to accomplishing their goals pressure free of performing their job duties in order to complete their work production. Theory Y is considered to be positive as labeled by McGregor. (Robbins, 2013)
On projects I have taken the lead on, I have always valued input from other employees. This assumes the fact that the employee is competent in their area, and have a willingness to share ideas with management. I encourage active participation, and I am often surprised at some of the answers that have come out of collaborative meetings. When employees feel at ease to share their ideas, genuinely good things
The third phase is norming. This is when team member have an agreement on who does what, the roles and responsibilities are clear and acceptable. Decisions can be delegated to individuals within the group. The team discusses and develops its processes and working methods. Furthermore a leader is also picked which is general respect other member and some leadership is more shared by the team to develop everyone skills.
Fair treatment also includes treating an employee fairly based on their individual work performance, individual circumstances, and overall performance. A good manager is one who treats everyone fairly. That not only means his/her employees, but also superiors, peers, employees in other departments or companies, everyone (Reh). When employees are not treated fairly it can bring down employee’s morale, company production, and high employee turnovers. Depending on the situation
It is important for manager to understand that what motivates the individuals. There are different kinds of motivation theories which reveal that individuals are motivated by different factors. For example there is extrinsic motivation and intrinsic motivation (Amabile, 1993). Extrinsic motivation refers to the motivation that one has for the extrinsic rewards such as pay, status, power, etc. Then there are intrinsic motivating factors such as the chance to exercise one’s skills, the opportunity to learn and personal development. Research suggests that various factors motivate employees in a different degree depending on their nature. It would therefore be important for the manager to understand that what are the motivating factors for individual employees and then provide them incentives accordingly so that they can work in a more productive fashion. Once the individuals work with greater excitement and vigour it would automatically lead to better performance.
The job of a manager in the workplace is to get things done through employees. To do this the manager should be able to motivate employees. But that’s easier said than done! Motivation practice and theory are difficult subject, touching on several disciplines.
The equity theory is the theory that I connected with and it made the most sense to me. I feel that it is very important for any manager to treat everyone fairly. If an employee perceives that they are being treated fairly, they will be motivated, will feel good about their work and be productive. Of course, if the employee does not feel that they are being treated fairly the reverse will occur; the poor productivity will eventually be noticed within the organization.
By allowing for employees to be increasingly engaged in workplace activities, they are then given the opportunity to develop new skills. Most leaders also encourage for employees to participate in team building activities so that any employee would be more comfortable and have stronger chemistry when working with other members of their respective departments, and with other employees in the company as a whole. Leaders are capable of motivating their subordinates through a series of actions, such as words of encouragement, acts of appreciation, and allowing for employee involvement in key decision making processes in the company. For instance, leaders who appreciate, constantly encourage and assist in the improvement of the tasks performed by their subordinates will be able to build a strong and healthy employer-employee relationship. This good relationship instils the traits of confidence in employees and motivates them to enhance their performance. Excellent leaders commonly try to develop a dialogue or establish open communication with their subordinates. Employees who are well