On the other hand we also learned that in human relationship, the approach of the superiors must be there to support and motivate their employees. He also felt that there are two perspectives of how can be evaluated which are the Theory X and Theory Y. These theories were mainly based on the assumptions carried out on workers by their managers. McGregor has described and stated that Theory X manager believes that people don’t want to work at all, that they are there to override the organisation, he also concluded that workers are nto creative and not always smart. People tend to work adequately when they are promised something like rewards and when punishments are implemented, that means that they don’t really care about the organisation.
Difference between a Manager and a Leader When it comes down to business there are two main things that people get confused on that is the different between a manager and a leader. The future is not a place you go put a place you create in order to do this you need to master two essential skills mainly leadership and management. Management is basically the usage of already build processes such as planning, staffing, measuring performance and budgeting thereby implement an organization to do well. Leaders succeed when their words, decisions, and actions address prevailing conditions. It is tough to manage people.
Thus, his main focus is on the competencies and higher personal commitment of the firm. Lately, the vision of the firm lacked appeal as employees showed a lack of interest and motivation. Hence an organizational review was conducted to inspire and motivate the employees in achieving the goals of the firm. In achieving the vision and goals, the Manager’s approach is geared on motivating the staff to attain more beyond that was planned for them to achieve. The manager and leader try to ensure that the staff are motivated, committed and engaged.
The CEO has mentioned that there are significant problems when it comes to the communication between management and employees. Also, he has mentioned that the Organizational goals are fully communicated to the top level management, but when it comes to the lower level management, specific goals of the company are not communicated. They are only informed about the overall vision of the company which is portrayed in their website. He doesn’t believe that it is essential for the development of the company, but this makes employees less anxious and unclear of what they are supposed to do and what they are really into. This might be the reason for the difficulties of vertical communication.
1. Introduction It is crucial for managers to understand what motivates employees because only then will they be able to meet their needs and demands. Employees will be more motivated and committed to the organization when their important needs are met and when these important needs are not met, their morale suffers and this weakens their motivation in the long run. Like all other companies, Microsoft does its bid to keep its staff motivated and the theories I found to be used by Microsoft to motivate its employees are Douglas McGregor’s Theory X and Theory Y, Abraham Maslow’s hierarchy of needs and McClelland’s theory of needs. 2.
8- Staying Work-Focused: Don’t mix between your private life and your work because it might have impact on your job, consider your job time important so use it in an appropriate manner not losing it by attending your personal matters during your work. 9-Communication skills: Professional must communicate his thoughts, problems and ideas effectively to others. Solving problems and make it easier and smaller, better than making it huge and complex. 10-Appropriateness: Don’t use street language that contains dirty words because it will harm your image as well as your company image. When you deal with top management or higher authorities in any organization you need to use formal
One that may have this experience may not show his or her best work performances, absenteeism, and have negativity towards others. Workplaces should be aware of how to handle job stress and be able to share techniques with the employees to prevent job stress and burnout. Conclusion In conclusion, a leader has a great deal of responsibility, however understanding their purpose of composing others could help them to develop better leaders. Leaders want to make a difference and have their employee’s potential to shine, however being able to cope with others and finding techniques that works individually on others is a difficult task. There are people that are not designed to be leaders, it takes someone who is disciplined, motivated, and selfless to be leaders (Bethel University,
And organization cannot afford to lose a super performer employee. So organization should keep Alex as a manager and conduct training to improve the situation. As Suggested by Sam Glass (Alex Sander’s Boss) “Your peers respect you, but I doubt many would see you as a leader”. Organization should send Alex to attend leadership classes. MANAGERIAL LEARNINGS: When any new system is implemented in an organization, there should be clarity about the system to all the individuals.
Similar to directing, coaching also requires the manager to define the roles and tasks clearly, however, the leader in this style of leadership seeks ideas and suggestions from the employees. That does not mean to say that the decision is not taken by the leader, however, in this style communication becomes two way. Employees who still require coaching might be willing, but they still require coaching and direction because they are inexperienced and lack the ability and skill to take efficient decisions. While coaching, the leader spends a majority of his/her time listening, advising and helping the employee which then helps the latter gain necessary skills to deal with the issue at hand by themselves, if it happens again. Coaching occurs to make the employees more independent in late stages of their work.
After creating familiarity and understanding with the change, the emotional aspects create resistance to change. Different ideologies and lack socialization resist the employees to change. Entrusting the process of change requirements such as change in the rules and regulations, policies of the firm might affect the emotional perspectives and values of the employees. Consequently, they resist adoption of change (Fiedler, 2010). Thus, manager should focus on the emotional aspects and create a bond of trust and relationship with the employees so that they will adopt change with a proactive