Hynes, R., 2011. Top 10 Unethical Business Actions. [Online] Available at: http://listverse.com/2011/09/13/top-10-unethical-business-actions/ [Accessed 01 May 2014]. Kranacher, M.-J., 2006. Creating an Ethical Culture: More than Just a Warm, Fuzzy Feeling..
I feel managers should be willing to coach people when necessary to raise them to a higher standard. I’ve witnessed good leaders at my job give great instructions and guidance and made employees feel comfortable enough to come to them for any type of question or concern. You should always be ready to provide direction when needed to ensure that everyone is on the same page. A good leader... ... middle of paper ... ...est for the entire office. I don’t believe all bad bosses are necessarily bad people but I think they lack leadership skills that could help them and employees trust the situation or help productivity.
Perhaps those in corporate leadership positions are self-serving and realize that recognition is given most to those who create and implement profitable new ideas. Unquestionably, leadership is most capable when it is able to keep work aligned with the strategy and direction of the organization. The best executives today have the ability to ensure the company progresses while challenging thinking. The resulting unspoken message to employees is to be creative, but only within the framework of sanctioned thinking. In other words, employees must follow someone else’s thinking while continuously improving performance.
According to an article on the Times 100 , motivated employees get “ more satisfaction from their work, are absent less often, tend to be more loyal and work with more enthusiasm.” The overall satisfaction with their jobs is a key element in how much they are encouraged to contribute more to the development of an organization Because motivation is a key variable in employee productivity, mangers and business leader agree that it is constantly a challenge to keep employees motivated (Broder, 2013) Broder further argues that this situation is especially difficult because the idea of motivation is diverse. People are motivated differently therefore, it becomes imperative to understand individually, what motivates each person. “By understanding what drives each unique member of your team, you can effectively tailor the approach you use to get the most out of each person you'd like to motivate.” (Broder, 2013) There are five major theoretical approaches to a better understanding of motivation. They are the Maslow's hierarchy of needs theory, Herzberg's two- factor theory, Vroom's expectancy theory, Adams' equity theory, and Skinner's reinforcement theory (Lindner, 1998). These theories help us understand people and how they can be motivated.
Employees that are trained in the hierarchy of business help foster allegiance and a desire for the success of the company, which employs them. “Only when a person’s preferences or values influence his or her performance on the job do an individual’s ethics play a major role in the evaluation of business decisions” (Galvin, 2009, p. 9). Tasking each employee as keepers of the vision of the company, and arm he or she with the knowledge that the company must be profitable to be sustainable would go along way in helping employees to understand that he or she must act in a way that helps the organization remain, keep its immediate area citizenry employed, and provide much needed access to healthy food within the community. This will also alleviate the need for bus travel, taxicabs, or senior citizen transportation to store outside the community. Each year about 27% of America’s food gets thrown out, with more than 300 pounds of food per person ending up in the waste stream.
Another characteristic of a respectable supervisor is his ability to perform even the most menial of tasks to help gain the respect of his employees. A fundamental point of an excellent supervisor is to not be the boss of the employees but to be the leader of the employees. The last main point of a great supervisor is to show the employees that you are human too. If you can master all these points you will be a way more successful business person and a more valued employee of the company. Ethics are a key asset for a supervisor because if you show time upon time to your employees that you stick to core values and do not cut corners to accomplish project objectives your employees and supervisor will be more likely to support you and put their neck on the line for you metaphorically speaking.
People tend to forget this major contribution and how significant this really is. Usually when we analyze leaders, people will directly link their work ethics to the internal culture of the company. Great leaders indirectly create loyal customers by cultivating an environment where employees can shine in producing excellent customer satisfaction levels. Good leaders are functionally productive and effective because they know the importance of hiring the right people for the job and how to help them to develop skills that are essential to interact with customers and maintain good customer relationships. In contrast, a dysfunctional leader’s poor behavior would indirectly lead to poor customer relationship held by employees and this can ultimately increase loss of company profits.
When being a leader it is very important that you create an atmosphere where team building is easily chosen. I believe great bosses know how important it is to build trust in any organization. And in order to have good team building trust is key. They basically go hand in hand. Leaders who inspire trust collect better output, morale, retention, innovation, loyalty, and revenue, while mistrust raises doubt, frustration, low productivity, lost sales, and turnover.
Perhaps the single most important technique for motivating the people you supervise is to treat them the same way you wish to be treated: as responsible professionals. It sounds simple; just strike the right balance of respect, dignity, fairness, incentive, and guidance, and you will create a motivated, productive, satisfying, and secure work environment. Unfortunately, as soon as the complexities of our evolving workforce mix with human relationships, even the best-intentioned supervisors can find the management side of their jobs deteriorating into chaos. Theories As corporations strive to boost earnings in an increasingly competitive environment, they inevitably turn their attention to the issue of employee productivity and motivation. When employees are unsatisfied with their current work situation, productivity decreases, tension builds in the workplace, and morale becomes very low.