Leader-Managers Essay Sample
Leader-Managers Essay Sample

Leader-Managers Essay Sample

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  • Pages: 13 (3349 words)
  • Published: August 15, 2018
  • Type: Research Paper
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In the beginning, there was the word: leader-managers. I will get down this essay by briefly differentiating between a leader and a director.A director has subsidiaries, significance he has power over the people under him, while a leader has following, people who are willing to follow and non obliged to. Huband ( 1992 ) wrote that a director uses his authorization as a foreman to derive power while a leader uses his personal appeal to be a function theoretical account.

In this essay, we will presume that a director and a leader in the same individual, as in the existent universe many people are both.In the modern concern universe, there are many jobs that a trough might confront as the universe gets more and more complex. To derive a competitive border, directors are under force per unit area to execute and being a good director mi

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ght non be hard but being a great one is what makes the difference. The three challenges that I decided to compose approximately are the challenges of keeping, effectual communicating and deciding struggle.

First, I will speak about the challenge of keeping, and what directors do to retain employees. Retention means to maintain employees from going forthing the organization. Retention is challenge directors are confronting as talented employees are difficult to happen and even harder to maintain. In a competitive market, talented employees are sought after by many competitive organizations. Directors must understand that it is cheaper to develop a good employee than to pass money engaging one, and that good employees are as valuable and difficult to replace as loyal clients ( Nohria. Joyce & A; Roberson 2003 ). Retention beside

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makes certain that directors do non ever have to travel through the problem of recruiting and re-training new employees. An obvious manner to retain an employee is to maintain him or her happy and motivated.

I realized that keeping and motive are on the same boat as both have to make with maintaining employees happy. A recent canvass done by Paton ( 2007 ) tells us that employee keeping is at the highest precedence for most houses in the US. Motivation is one of the most effective ways to maintain an employee's loyal and productivity. There are many ways to actuate employees such as wages and inducements giving them an opportunity for publicity, giving them more duty or acknowledgment, occupation security, and much more. Different employees are motivated by different things.

One of the most influential motivational theories is Maslow’s hierarchy of demands. Maslow’s theory is a hierarchy of things employees look out for in a work topographic point. In the lowest hierarchy are the physiological demands, followed by the safety needs, societal demands, self-esteem demands, and eventually the self-actualization demands. Physiological demands are the basic demands like nutrients. shelter and vesture. Normally physiological demands can be satisfied by money as money can supply us with nutrients, shelter, and vesture. Other than money, people would besides be motivated by wages and incentive strategies. Incentive and wages strategies motivate and show how valuable employees are to the organization ( Your Peoples Manager 2004 ). Examples of inducement strategies are fillips and excess staff vacations.

Safety demands or security demands are the demand to be secure, both at a place and in the work topographic point. To make this, directors

can offer occupational security and give them medical benefits like dental programs. Social demands are the demand to belong to a group and overcome solitariness. This could be achieved in the work topographic point by making a friendly work environment free from favoritisms.

Directors can besides form societal events for employees to socialize or hold a good initiation plan for new employees. Self-esteem demands are the demand to be respected or recognized by their equals. Directors can accomplish this by acknowledging and praising employees for an occupation well done. Another manner is advancing or giving employees particular rubrics like undertaking director or squad director.

Last, self-actualization demands are the demand of recognizing one’s ain potency or self-realization. This could be done publicity as publicity give employees opportunity to recognize their ain potency. Directors could besides give employees more freedom in the manner they do their occupation. In Maslow’s theory, he believes that people frequently try to fulfill the lower degree of demands first, and so progress to the following degree of demands. Directors need to understand the demands of the employees and cognize how to fulfill all degrees of demands, if an employee believes that any of those demands couldn’t be achieved in the current organization, he or she will most likely lose the motive to work in that organization. In short, a director needs to cognize how to actuate the employees.

Maslow’s theory is supported by Huband ( 1992 ) as he wrote that an effectual director must acknowledge that money or wages are non ever the chief incentives and that most directors themselves are motivated by accomplishment, acknowledgment, disputing work, promotion, occupation growth, and duty.

This shows

that a higher degree of demands is more of import than the lower degree of demands once you have satisfied them. To further support this is the work of Shenkel and Gardner ( 2004 ) who found out that to retain good employees, directors must offer more than merely nice rewards and benefits. Shenkel and Gardner ( 2004 ) did a canvass and found out that positive, caring relationships,  acknowledgment of accomplishment, pride in the organization and chances for growth and promotion are the major factor in the employees remaining in the organization. Those four factors are related to societal demands, self-esteem demands and self-actualization demands. Hughes ( 2003 ) besides states that although wages and inducements are critical, employees want to experience success and professionally fulfilled, and these factors are keys to keeping and long-run trueness. Training is another manner to retain employees. Harmonizing to Fast ( 2004 ), given proper preparation and an opportunity for publicity or development, most employees are happy to remain in their current occupation.

Training makes an employee think that the organization value the employee adequate to pass the organization’s money for the employee’s preparation. This can be further supported by Vowler ( 2005 ) who wrote that preparation is non merely a manner to retain employees but besides a manner to avoid enlisting costs and cut down absenteeism. Sending employees for further instruction besides helps in retaining employees and shows that the organization values the employees. Lack of trueness is large because of the company and non because of the employees ( Martin 2007 ). What it means is that such a company is non-making plenty to retain employees.

Nohria,

Joyce & A; Roberson ( 2003 ) wrote that a good successful company is the 1 that dedicates clips and resources to edifice and retains an already bing effective workforce and direction squad. Staff keeping does non ever have to be expensive as effectual communicating is besides a manner to retain and actuate employees, which will be discussed in the following subdivision. Mentoring is another manner. Hughes ( 2003 ) wrote that mentoring helps the initiation procedure for new employees and besides demonstrates the organization’s committedness to developing the employees.

Mentoring can be done by partner offing up fledglings or energetic employees with an experienced respected employee ( wise man ) in the organization. This manner helps the employee’s development and gives the wise man an opportunity to assist other people ( self-actualization demands ). The 2nd challenge I would speak about is the job's relation to effectively communicating. Bean ( 2002 ) wrote that effectual communicating can advance employee keeping while assisting the concern run more expeditiously and constructing a good relationship with clients. There are two types of communicating: verbal and non-verbal communicating. Non-verbal communications are messages we sent without speech production and this includes organic structure linguistic communication or facial look.

Non-verbal communications are every bit of import as verbal communications as a batch could be perceived by our facial look entirely. Effective communicating is hard because there are many ways to decrypt a simple message. For illustration, a simple message such as ‘What do you necessitate? ’ can be conveyed as a guiltless inquiry or a hostile one depending on the tone of the facial look of the communicator. Getting your message across

the manner you meant it is the basic thought of effectual communicating. There are many barriers to effectual communication such as linguistic communication, cultural differences, or even premises. The pick of linguistic communication in which a transmitter uses is really of import as when the incorrect picks of word or linguistic communication are used. A misunderstanding will probably happen. Understanding cultural differences is besides critical for directors as a different civilization have different civilization, reading of words and body language. A good theory to understand cultural differences is Hofstede’s cultural dimension theory.

For illustration in many eastern states, edifice relationships are every bit critical as shutting a trade itself. Dvorak ( 2006 )wrote that most western companies would easily exchange providers to cut costs while in most Asiatic states, it would be harder to make that as directors or executives frequently have longstanding or personal relationships with their opposite numbers at providers. The premise is a common barrier to effective communicating.

Often, we assume that everyone feels the same or has the same sentiments as us. An illustration would be a manager’s premise that most employees are motivated by money entirely, and nonunderstanding the higher degree of demands like self-pride and self-actualization demands.

Another good illustration of how people tend to have messages otherwise from different people is an illustration of a message sent by a director or his equals. A message such as ‘Can you help me in making this undertaking? ’ can be received otherwise. depending on who the transmitter is. Obviously, a director inquiring that would most probably be perceived as a bid from above authorization while if coming from his fellow equals, it would

be merely a petition for aid. Paying attention to the manner others communicate in an organization and the context of a message, holding a good communicating channel and letting chances for feedback are ways to better communicate in an organization ( US Fed News Service, Including US State News 2007 ). Huband ( 1992 ) wrote that an effectual director is a good communicator and for communicating to be effectual, feedbacks are needed to guarantee to understand between directors and employees.

Employees’ feedbacks and sentiments are of import for effectual communicating as this promotes treatment and interaction within the organization. Directors should ever promote communication and have a good channel of communication throughout the organization. Communication should non be obstructed irrespective of the degree of the hierarchy held by forces in the organization. Dwyer ( 2005 ) wrote that to avoid premises. we should never pass on how we feel. For illustration, Bob made a gag about a serious issue and everybody had a good laugh. John might experience pain but does non-demo or speak about it. To forestall misinterpretation. John should speak to Bob about it and state that he has been offended as Bob merely assume that John is all right with the gag. This will better relationship between them as Bob will understand John a little more. If John decided to maintain it and ne'er speak about it, he might easily turn to dislike Bob. It is a misinterpretation as Bob was merely jesting and did non mean to pique anyone.

Marshall ( 2005 ) further supports this position as she wrote “we need to learn to talk our heads while non estranging our

colleagues. ” Marshall ( 2005 ) besides states that ineffective communicating will do employees to be demotivated. cut down productiveness and do bitterness among employees. Managers should besides acknowledge the accomplishment of effectual hearing and how it helps effectual communicating.

Many people think listening is easy but it is really not. The basic regulation of effectual hearing is that two people should ne'er speak at one time as effectual communicating can merely happen when a person is really listening. An effectual hearer will non speak when a person is speaking, expressing at the individual speaking to him, absorb and grok the message and so answer. Rega ( 2000 ) places non-taking an attempt to listen and being distracted by the manner the individual negotiations as common errors of listening efficaciously. Directors should understand this and concentrate when listening to employees and non-worry about how the individual negotiations. Leftwich ( 2005 ) wrote that there is a difference between hearing and listening.

Listening is when you make an attempt to listen and to fully understand the message while hearing is merely having the message, and seeking to tune it out of your head, for illustration employees are being lectured by the director. The employee is hearing what the director is stating but non-taking any of the messages in. To avoid this, the director should cognize how to pass on decently with the employee. Alternatively of talking to him, he should prosecute in a conversation and speak about the job. Bean ( 2002 ) wrote that effectual communicating can be introduced in an organization utilizing a 3 measure process: take a system, develop a process and eventually follow the

process.

  • The first measure, taking a system means to take a channel of communicating that fits the organization, for illustration utilizing electronic mail.
  • The 2nd measure is to develop a process. for illustration. everyone in the organization should look into their email daily as a demand.
  • The 3rd measure is to follow the process and do look into email daily as a won't and a portion of the corporate civilization. Different organizations have different communicating manners and methods.

Directors have to cognize how to utilize communicating decently and utilize it as a manner to actuate construct relationships. Effective communicating will besides cut down the struggle between employees in the workplace. The 3rd challenge that I will compose is the challenge of deciding struggle. Conflict in the workplace is inevitable as people have different sentiments, thoughts or personalities. The most common ground for struggle is identified as Gatlin.

Wysocki & A; Keene ( 2002 ) identified conflicting demands, conflicting manners, conflicting perceptual experience, conflicting ends, conflicting force per unit area, conflicting functions, different personal values and unpredictable policies as the chief ground for struggle in a workplace. There are five schemes that can be used to pull off the struggle and this is shown in Thomas & A; Kilmann’s Conflict Management Style Model. In the theoretical account, we have five schemes, which are self-asserting (coaction), via media, aggressive (competition), adjustment, and turning away. Collaboration is a win-win scheme, which is used when concern for others and concern self are high.

This is normally the best attack to pull off struggle; nevertheless, it takes a batch of clips and an attempt. What it does is happen the best solution for

both parties. Directors can make this by effectual hearing and pass on without being endangering. Compromise is when both parties meet in the center and accept a solution that favors no 1. Managers must cognize how to negotiate and be every bit just as possible in this scheme.

Adopting the aggressive ( competition ) scheme is about being aggressive and people following this scheme merely attention about personal addition while giving small concern for others. Aggressive schemes normally will take to statements and bitterness if both parties decided to utilize aggressive schemes. An accommodation scheme is when concern for one-self is low and are ready to give in to others’ demands. This is a good scheme to maintain harmoniousness in a work topographic point but a director shouldn’t usage this scheme frequently as he will lose power. The last scheme is the turning away scheme which is seeking to avoid a declaration of struggle at all.

This is the worst scheme out of the five as avoiding declaration of struggle will do build up bitterness indoors. Gliken ( 2007 ) wrote that employees should decide a difference every bit shortly as it starts. This is farther supported by Rau-Foster ( 2000 ) who wrote that “unresolved struggle can ensue in feelings of dissatisfaction, sadness, hopelessness, depression, and other emotions.” Out of the five schemes, directors should ever seek to utilize coaction and via media scheme as both schemes help with happening the best solution for both parties. Effective directors should be able to set other’s demands on par with their ain or even at a certain clip, usage suiting scheme to set other’s concerns in front. When working

outing struggles, directors should ever stay unagitated and just if struggles are between employees. As we have discussed, effectual communicating is one of the best manners to decide struggle.

Directors should seek to do employees speak about their jobs with each other and seek to happen a good solution. Directors should ever seek to decide struggles and not avoid them. Gliken ( 2007 ) wrote that we should not presume that people don’t want to decide to struggle. Conflict is non all that negative as it could so further relationship after deciding it. To decently decide struggle directors should understand that every employee is different and that causes struggles. A great director should cognize all his employees good and cognize how to decide struggle between his employees. The challenges of keeping, effectual communicating and resolution struggles are complex challenges that leader-managers face mundane in the workplace.

There is no 1 certainly method to work out the each of the jobs but every bit mentioned above. an effectual leader-manager should be a good communicator. a good incentive and understanding the demands and personality of each and every one of the employees under him or her.

Mentions:

  1. Bean. DL 2002. ‘Training your staff and yourself to pass on effectively’ . National Underwriter. ( Life. health/financial services edition ) . Erlanger: vol. 106. issue 11. p11.
  2. Dvorak. P 2006. ‘More Asiatic Firms Adopt Western Management Theory’ . CareerJournal.com. viewed 14 April 2007 & lt ; hypertext transfer protocol: //www. careerjournal. com/columnists/theorypractice/20060530-theorypractice.hypertext markup language & gt ;
  3. Dwyer. D 2005. ‘Building squad communication’ . Professional Remodeler. vol.9. issue 7. p27.
  4. Fast. G 2004. ‘A TEAM attack to retention’ . L & A

; T Health and Fitness. viewed 14 April 2007. & lt ; hypertext transfer protocol: //www.ltwell. com/retain_good_staff. htm & gt ;

  • Gatlin. J. Wysocki. A. & A ; Kepner. K 2002. ‘Understanding struggle in the workplace’ . University of Florida. viewed 14 April 2007. & lt ; hypertext transfer protocol: //edis. ifas. ufl. edu/HR024 & gt ;
  • Glicken. MD 2007. ‘How to decide struggle with your co-workers’ . Career Journal. viewed 14 April 2007. & lt ; hypertext transfer protocol: //www.careerjournal. com/myc/survive/19971231-glicken. hypertext markup language & gt ;
  • Huband. EA 1992. ‘Developing effectual direction skills’ . Management Accounting ( USA ) .vol. 74. no. 1.pp. 43.
  • Hughes. L 2003. ‘Motivating your employees’ . Women in Business.vol. 55. issue 2. p17.
  • Leftwich. S 2005.‘Now hear this’ . Black Enterprise. vol. 35. Publish 8.p112-113.
  • Marshall. T 2005. ‘7 stairss to communication success’ . Manage Online. vol. 3 Issue 3. p7.
  • Martin. C 2007. ‘Managers want more liberty and challenge’ . CIO. viewed 14 April 2007. & lt ; hypertext transfer protocol: //www.Congress of Industrial Organizations. com. au/index. php/id ; 948150263 & gt ;
  • Norhia.N. Joyce. W & A ; Roberson B 2003. ‘What truly works’ . Harvard Business Review. vol.81. no. 7. pp.42 -52.
  • Paton. N 2007. ‘Retention a bigger challenge than commanding costs’ . Management Issues. viewed 10 April 2007. hypertext transfer protocol: //www. management-issues. com/2007/2/27/research/retention-a-bigger-challenge-than-controlling-costs. asp & gt ;
  • Rau-Foster.M 2000. ‘Conflict in the workplace’ . Work Place Issues. viewed 14 April 2007. & lt ; hypertext transfer protocol: //www. workplaceissues.com/arconflict. htm & gt ;
  • Rega. ME 2000. ‘Developing listening skills’ . American Salesman.vol. 45. issue 5. p3.
  • Shenkel.R & A ; Gardner. C 2004.
  • ‘5 Ways to Retain Good Staff’. American Academy of Family Physicians. viewed 14 April 2007.& lt ; hypertext transfer protocol: //www. aafp. org/fpm/20041100/57five. hypertext markup language & gt ;

  • US Fed News Service. Including US State News. 2007. ‘University of Northern Iowa Jockey shorts – Effective communicating of import for concern success’ .
  • US Fed News Service. Including US State News. Washington.D. C. . Jan 18.
  • Vowler. Julia 2005. ‘How effectual preparation AIDSs staff keeping. ( information engineering professionals developing direction ) ’ . Computer Weekly. Nov 15. pp. 40.
  • Your Peoples Manager 2004. ‘Retain good employees by utilizing inducement and wages schemes’ .
  • Your People Manager.viewed 14 April 2007. & lt ; hypertext transfer protocol: //www. yourpeoplemanager. com/YebBqLBoTX_-WA.hypertext markup language & gt ;
  • APPENDIX 1_Sources: hypertext transfer protocol: //www. omafra. gov. on. ca/english/rural/facts/96-001. htm_
  • APPENDIX 2_THOMAS & A ; KILMANN’S CONFLICT MANAGEMENT STYLE MODEL__Sources: hypertext transfer protocol: //www.mftrou. com/workplace-conflict-management-strategy. html_
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