Managers who are big on extraversion tend to be more sociable, affectionate, outgoing and friendly. The managers who are not vulnerable to this trait tend to be less prone toward social interactions and have a more negative outlook on situations. Negative affectivity is the tendency to experience negative emotions and moods, feel distressed, and are critical on themselves and others. Managers who are high in this trait can often feel angry and dissatisfied. They tend to often complain about their work and others lack of progress.
In order to do that, it is very important for the companies to put the right personality that can be matched to the job that will be given. The reason is simply because it can help the companies to have a better performance and productivity from their employee. There are some strategies and ways that the companies’ manager can use to do that. For example, when a company is about to hire some people, the manager of that company can apply a personality test that will be given to the potential employees first. The reason to do this test is to likely help the manager to know the potential personality that the potential employees might have, in order to choose the right employees for the right job (Chatterjee &Learnvest, 2015).
Management usually consists of people who are experienced in their field, and who have worked their way up the company. A manager knows how each layer of the system works and may also possess a good technical knowledge. A leader can be a new arrival to a company who has bold, fresh, new ideas but might not have experience or wisdom The role of a leader is to ensure that the desired tasks and guidelines are implemented throughout the team. Managers can not be everywhere at once, which is why leaders are often put into place to echo management’s requirements. Leaders are the link between the team and management.
In conclusion, there are a lot of factors that go into an organization’s success as well as a successful leader. An organizational leader needs to be able to guide their company towards achieving goals that may seem challenging but will be substantial in expanding business opportunities. Employees are influenced by the actions that their organizational executives make, and the best leaders are able to positively push their employees towards success to improve themselves and their organization. Not every executive is meant to be a leader, but executives should always seek ways to improve their leadership styles and strain to make a positive impact on their subordinates and their companies.
These challenges will determine the company's competitiveness in the marketplace and its ability to retain and attract top talent. These challenges when managed positively also offer opportunities in creating a balanced, team focused, loyal, and committed work force and a united executive team focused on meeting the needs of their employees and its customers. Stakeholder Perspectives Managers, employees, and the customers are the three stakeholder groups in the Riordan scenario. Each group has their own rights, interests, and values. Managers In response to trends in the company, the management is making policy changes to the company strategy.
A manager should plan, organize, lead and control, while a leader influences people through motivation, communication, group dynamics, and discipline. The manager’s purpose of directing is to channel the behavior of all personnel to accomplish the organization's mission and objectives while simultaneously helping them accomplish their own career objectives (Leadership vs. Management,2006). Leadership is a relationship based on mutual influence and common purpose between leaders and employees in which both are moved to higher levels of motivation and moral development as they affect real, intended change in their organization (Chapman, 2005). Loyalty is important amongst leaders, and team members tend to be more loyal to their leaders than their manager’s. This is due in part to leaders accepting the blame for when things go wrong, celebrating team/group achievements and giving credit when it is due.
Understanding individuals’ values within a business will help the manager to understand the emotions behind the values, which will substantiate manager’s success. In organizations, attitudes are important because they affect business behavior. Attitude is more volatile and in constant change, as opposed to values. Values are much stronger, and harder to alter or change. The manager can take the time to learn how an employee’s attitude shows a compelling interest in the behavior and emotions of the employees.
In addition, there is a perception that job control of employees is overwhelming and makes it difficult for top management to build employee motivation; therefore this is measured by using models such as the Maslow’s Hierarchy of Needs. According to Maslow, this theory relies on human motives and ensuring those needs are met, also this theory is pivotal for organisations due to the fact that it assists in developing various programs which can help organisations retain their employees, motiva... ... middle of paper ... ...are solutions to developing ways to motivate employees in an organisation that is controlled stringently. Moreover, Herzberg’s concern was that motivation is partially discovered by not only satisfaction, but the fact that ‘motivation for movement’ was not clearly understood by management. For instance, Herzberg pointed out that if employees are pressured to perform a task to achieve incentives, it’s not the employees who are really motivated, but its management who are motivated to promote employees ( (C.Lloyd, 2004) In conclusion, there are several views that demonstrate how employee motivation can be developed in stringent organisations, by using the three theories. It is finally argued, that the most effective needs hierarchy that can motivate employees in tightly controlled firms is Herzberg’s two factory theory, which focuses on job satisfaction and needs.
Such rash decisions could either pose a risk for the company or make it more prosperous. After looking at all possible solutions, managers are then trained to evaluate their options based on internal factors, such as ethics. They have to keep in mind the resources that they have as well as whether or not the decision would be effective and good for the company. Lastly, managers would
Therefore, learning to determine how different organizations apply motivation theories to motivate employees, analyzing conflict management strategies and what approaches work best in different organizations will influence the success of an organization. Motivation Theories and Organizational Behavior Motivation is the concept of stimulating or arousing a person to achieve a goal. Motivation has much to do with desire and ambition, and if they are absent, motivation is absent too (What is Motivation and How to Strengthen It, para. 1). Motivation theories are unique to each organization.