Employees often expect bosses to be kind, enthusiastic, selfless, and understanding people, such as bosses who their coworkers before themselves. Some people are lucky enough actually to have that type of managers, but most times people are stuck with a Donald Trump type who are mainly in it for themselves. These types of bosses are tough to deal but have many skills and flaws that can be beneficial to the employees. The benefits all depend on the type of boss they are, which can be identified by their management styles there are the workaholics, the intimidators, and the best buddy. The first type of boss is the workaholic, who practically lives at work. Barbara Killinger explains it best “workaholics insist on their own way, have to prove themselves “right,” and tell others what they should do or say.” Their life goals and passions are all work oriented, and they love being praised for all the work they do. These are the Office Space’s Bill Lumberghs, who expect everyone to work as
These bosses rarely get any work done at all; they would rather go with the pace that the personnel want. Their main priority is to have a stress-free environment at work. They instantly befriend their co-workers and have a very open private life. Anytime they are having a rough day, it always effects the rest of their coworkers till they are also having an awful day as well. The employees under the best buddy bosses are always looked down upon from the superiors of the company. Most employees take advantage of the boss being lenient that they become unproductive at their jobs. The actual benefit of the best buddy manager is that the hard working employees standout more often for being more productive. Since these types of managers do not last very long in their positions, the hard workers have a greater possibility of being able to advance to a managerial position more
Therefore, they tend to think their day fruitless if they didn’t “create” or “complete” something. To combat this, they sometimes begin micromanaging the employees working under them. This in turn prevents the employees from doing their jobs as they should and upsets the productivity of the company. Theodore Roosevelt once said this about the dangers of micromanaging, “The best leader is the one who has sense enough to pick good men to do what he wants done, and then the self restart to keep from meddling with them while they do it.” Therefore, since they understand the role they play now and refuse to meddle or micromanage, a good leader redefines their personal standard of a good day’s work. They understand their day will look different than when they were on production, but that’s
...he company which suggests that if you examine managerial styles and work to improve employee satisfaction there will be a correlational increase in productivity and retention. It suggests that perhaps people leave companies not because they are unsatisfied with their work or pay, but rather, because they are unsatisfied with their manager. While this idea might seem brash, it is a significant point being made that suggests that in order to see improvement you need to revamp a program or company from the top. Having worked as both an entry level worker and a managerial supervisor, I can testify to the importance of manager support, appreciation, and feedback and how this impacts your role in the company. Seeking out the strengths in employees, though it seems so obvious in theory, is a revolutionary way to transform the work environment and employee morale.
Born managers are almost creation of fiction. In such modern, dynamic and fast changing busines...
Dr. Sutton highlights what it takes to be a good boss. People that work for a good boss are 20 percent less likely to have a heart attack (Sutton, 2010). Dr. Sutton wrote that teams with stronger leaders cost the company less money and achieved their work better (Sutton, 2010). Engagement and performance of employees were based upon their direct boss and not if the company was good or bad (Sutton, 2010). Most bad bosses have employees who have check-out: actively disengaged, and undermine their co-workers accomplishments. Managers have to find the balance between performance and humanity to be successful. Performance is about doing everything possible to help followers do great work; while humanity is about employees experiencing dignity and pride. Treating managerial work as an endurance race instead of a sprint race with small wins will lead one to becoming a good boss called grit by Sutton. Sutton believes that good bosses walk a constructive line between being assertive and not assertive enough with guidance, wisdom, and feedback that he called Lasorda’s law (Sutton, 2010).
The workplace is a very sensitive place, especially in businesses. The workers need to be motivated by their bosses to do work properly. Otherwise, they get demoralized. The managers should not be harsh in correcting mistakes since mistakes are bound to happen in any scenario. The manager should have a democratic way of communicating with the employees, this way they become free and the job environment becomes conducive. It is evident in job-friendly environments that jobs are well done and profits increase.
In today's highly competitive and global business landscape, being able to communicate quickly and effectively gives employees and entire organizations an edge over less articulate competitors. Having good grammar in the workplace can show how much you care about your career, managers do not tolerate poor grammar usage and, can even be a key factor in a future promotion.
The post “The High Cost of Low Morale- and What to do About it” addresses how the command structure affects morale “Managers that create low morale in employees do so from a top-down command and control mode, which implies that employees’ do the listening and managers need not reciprocate.” Bad managers hurt profits of the company. Time magazine listed 10 signs of having a bad boss. These signs include failing to engage with employees, not establishing trust, and thinking they have all the answers. If employees had direct control of management, then they would vote for a candidate that is personable, qualified and effective.
My other boss was much the opposite his name was Mr. Metz and if you’ve ever seen the movie Ace Ventura: When Nature Calls he looks exactly like the seemingly evil character Burton Quinn (the one with the raven on his shoulder). He was the owner of the restaurant and was rarely there. When he did make an appearance he neither talked nor showed an interest in many of the employees. But Mr. Metz and Ken did have two things in common. First they never said anything positive to their workers. I worked the entire summer trying my hardest to, as my mother would say, do the job right the first time.
Leadership makes the followers want to achieve your same goals. Finkelstein states “Leaders who suffer from the illusion of personal pre-eminence often reveal this in the way they treat people around them. To these leaders, the people they interact with are instruments to be used, materials to be moulded or audiences for the leader’s performances. When business leaders think this way, they often use intimidating or excessive behaviour to dominate the people who surround them” (Finkelstein, 41). A self-serving leader is not as effective, their employees only obey them not follow them. His quality of great leadership and having his employee follow him is why the company keeps growing. Respected leaders concentrate on what they are, what they know, and what they do gaining the trust and confidence of their subordinates. To sum up, qualities of leadership presents naturally or a desired skill that he acquired with
The ways employees connect to the leader are important. If the employees do not like or trust the leader, this can impact the outcome of the job and create future hurdles. If you work for someone, you have to be able to relate to him or her. There has to be a formal relationship in order for the formal authority to be respected.
The definition of workaholism from a dictionary would be someone who has a compulsion to work all time and a workaholic is someone who loves to work or who is addicted to work. How can this people work throughout the whole day and be happy and never tired knowing that they sleep only for 4-5 hours a day. Perhaps the main reason for this is that people evaluate themselves more on measurable things such as personal achievements and financial worth – not emotional wellness. People often tend to feel guilty if they are not constantly being productive, as they tend to consider relaxation a waste of precious time. They need work to feel good. Workaholics are people who put the work on first place. Usually they need to prove themselves to the their colleagues or their bosses so they would praise them. Sometimes workaholism occurs because the person works to avoid the pain. Workaholism is addiction and all addictions are in a way avoidance of pain. They work just to cover the pain and not deal with it. Some of the workaholics became what they are because of greed. They can never have enough so they want to work as much as possible. Sometimes the hard workers are being referred as workaholics. While hard workers are ready to work some extra time to finish a project or to meet a deadline, the workaholic uses all his extra time to work. Workaholics don’t have hobbies except if they are related to the job such as golf games with business partners. Everybody thinks tha...
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
For some people, being the boss, and which by boss I mean business owner, would be the greatest thing ever. Most think you get to pick your own hours, make the most money, and make everyone do the things you want done. Of course there is work involved and it takes work to make it but the rewards will be better owning a business that succeeds. The ultimate goal is becoming a millionaire and retiring at the age of forty and just drawing money from business production. However they really don’t understand the work it takes to make it a million dollar company. When these people are finally able to own a business they get a rude awakening. I am in no way trying to offend the typical business owner when I say, owning a business can be a challenging task that can cause many complications in your life and if you’re not careful they can change your life entirely.
Managers placed in this manner, typically only maintain systems, processes, and direction. Leadership is necessary to change direction. “The only thing a title can buy is a little more time – either to increase your level of influence with others or to undermine it.”