The paper 'Can Culture Be Managed' is a great example of a Management Assignment. In this essay, I am going to illustrate the fact that the management of the employees’ cultural and emotional values is very vital for the success of any organization. However, it can only be effective if the managers have the ability, capacity, or skill to enable them to identify, assess, understand, make good judgment, and manage emotions of oneself and those of others. On the other hand, I shall consider the role of social intelligence, which is the ability to understand, manage and act wisely in matters concerning human relations, as a very significant aspect of understanding and effectively managing other people.
It is noteworthy that cultural values and emotions differ from one employee to another and thus may raise mixed reactions (Brewis 2006). The first section of my essay considers the importance of social-cultural management. On one hand, a strong social, cultural, and emotional responsiveness gives one an opportunity to behave well, make good and sound decisions as well as be able to establish and maintain healthy relationships.
Therefore, emotional, cultural, and social management is a range of organized interpersonal and intrapersonal relationships whose skills determine how well we understand and express ourselves, understand and relate with others, and cope with our day-to-day demands, challenges, and pressures (Thompson & McHugh 2002). Section two highlights the irrationality involved in managing employees’ cultural and emotional values. The managers may overstep the limit and get lost because of isolation, delusion, arrogance, plain stupidity, and obsession through imposing authority instead of leading. The manager may aim at imposing his or her cultural values which may not be in agreement with those of employees.
It is really demoralizing when the leader’ s head is high above the sky or stuck in his/her backside. In this sense, connection with other people as well as understanding their needs and wishes are lost (Peters & Waterman1982). Finally, the essay sums up the argument by asserting that it takes great know-how in emotional and social skills to handle the employees’ social, cultural, and emotional values effectively. Therefore, social and emotional intelligence is very vital in ineffective employee management (Brewis 2006). Critical observation of cultural and emotional value management According to (Thompson & McHugh 2002), cultural and emotional value management entails the ability to adjust or harness emotions, even negative ones to achieve desired goals.
Good leaders display self-control by remaining composed and focused regardless of situations that create pressure or distress. This is a very important trait of successful leaders who are in a position to think clearly and make sound decisions despite the challenges involved in managing the cultural and emotional values of workers. Willmott (1993, p. 520) acknowledges the fact that adaptability and vision are very critical characteristics of cultural and emotional value management in an organization.
For example with the modern development of communication technologies, leaders should be able to adapt and enhance these processes, methods, and activities for leadership with ease without overstepping the limit in managing employees’ emotions and cultural values. It is believed that individuals have the ability to inspire themselves so they should give the opportunity to do that. It is noteworthy that social awareness is basic as it entails recognizing and understanding other people’ s emotions and cultural values.
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