Reality is that it is vital for managers to be very aware of their behaviors and the effects they have on the team. It takes courage for a manager to not only limit their role, but to develop leaders within the team and give up some responsibility. I tend to agree with both the myth and reality here. If a manager is good, they can step back and develop leaders within the team. A manager creating a positive rapport with the leaders and other member of the team, will in turn make the team easy to manage and influence, all while limiting the manager’s role in the team.
However, the company should allow employees to be recognized, otherwise, people will feel useless. The best way to do it is to create special criteria to receive awards. The staff should take part in a discussion about criteria, also administration can allow them to share some problems and solve them together. As a Bersin (2013) states in his article, the administrator must be a good listener, because “sometimes your employees just need someone to talk to”. This model of partnership affects employees, creates a feeling of usefulness and inspires them to work hard.
The main difference between leaders and managers are the relationship between the followers and manager and leaders, how leaders and managers solve the problems they face and the difference in emotional intelligence between leaders and managers. Leaders and managers have difference in point in view for the future of the business. The essence of leadership is to have a clear vision of what you want to accomplish. This means that even before you start setting objectives and try to reach them you’d better qualify your value and find your own definition of success otherwise it’s easy to get caught up in an activity track in busyness of life to a harder and harder at climbing the ladder of success only to discover it’s leaning against the wrong wall , it’s possible to be
Baker do aware about this. Instead of accepting the chief engineer position, Matt turns in his resignation, insulted by John’s farewell interview and advice. As it from the chronology depicted above, the first problem here is miscommunication and misinterpretation happened between two individual that comes from different nationalities and culture in an organization. Communication is a very important element that keeps an organization in achieving objectives of the company on track. Communication promotes motivation by informing and elucidative the workers regarding the task to be done, the style they're acting the task, and the way to enhance their performance if it's not up to the mark.
By truthfully and legally supporting my explanation, I trust I will be viewed as a moral leader of this organization. I would explain to my staff that over some time, this particular senior executive’s performance had been negatively impacting the value of the company. So in a collaborative manner, upper- management felt it was necessary to address this issue in a professional fashion. I would expect employees to question the professional manner, which is where I would explain how we had enlightened this employee that they needed to improve their quality of work because we viewed it as threatening to the company’s culture and its employees. Over some time we (upper-management) failed to see necessary progression, which is when we called a meeting with the individual to explain that we would need to make some changes for the best of this particular employee, other employees and the overall company.
Bartolomé (1993) wrote managers can fend off oncoming disasters or prevent problems occurring by, encouraging employees to inform managers of the situations before they are out of control. Employees do not trust their supervisors out of fear, pride, politics, and dislike. Managers need to developing trust with their employees in six categories: communication, support, respect, fairness, predictability, and competence. Bartolomé (1993) described “building trust and candor is a gradual process, a long chain of positive experiences: trusting employees with important assignments, publically defending their positions and supporting their ideas, showing candor and fairness in evaluating their work, and so forth” (p.11). Trust can be broken by managers: betrayal, breaking a promise, lying, humiliating an employee in public, and excluding employees from groups they feel they
While it can work, fellow colleagues won’t be convinced what they are doing is overly important. A good strategy for managers would be to get employees to want what they want. How to develop the persuasion skill: Be sincere, honest, reliable, and entertaining are some of the key components to becoming more persuasive. Good listening skills paired with self-motivation will drastically improve your abilities of persuasion. Making assumptions, or talking too much are factors to avoid when attempting to persuade.
Different people should have their own unique value and thinking. If their value does not match to the organization, this may be the hindrance to the company to have a good team based structure. Nowadays, working area is full with infighting and corporate policy among team member. In order to cope over this invisible problem, team manager and supervisor have the responsibility to seek out conflict exist between their subordinate. For example, intervene early.
When the leader is willing to listen to his subordinates, this means that they may get some negative feedback from them. However, the leader is not going to ignore that negative feedback, he listen and he consider. When he found out that he really make mistakes or doing the wrong things, he willing to make some changes. For instances, when his employees is complaining about the company facilities, ha will apply changes so that his employees working in better environment. A democratic leader not only respect workers opinions but also clients.
The feedback that is received by the employee might affect the future performance. There is a possibility that the employee might lose of confident rather than perform better about the feedback given. The evaluators should learn to put themselves in their own shoes. Furthermore, before announcing anything to everyone in an organisation, especially the things that regarding about an employee, the individual should look before he leaps. This can avoid his action from being hurting someone.