A cranky manager (i. e. a manager willing to shout at non-performing employees) is a more effective manager’ Introduction: 1Executive Summary. 2Role of Communication. 2Skills of Good managers. 3Role of Positive Criticism. . 4Commodification of Employee. 5Motivation: Strategic Use of Punishment 6Conclusion. 8Reference: 9 Executive Summary The following discussion would veer off three essential points, first the strategic nature of communication that is required from every manager given the competitive nature of the modern corporate professional world, second the fact that much of the shouting managers is in fact a manifestation of frustration and aggressive behavior that has long term manifestation in shouting matches at the work place-these also essentially reduce the worker to the place of commodity to be used an abused as opposed to a colleague to be respected and valued.
The problem here therefore would manifest in the way of building a team and the perpetration of desirable teamwork. Finally the argument would focus on the psychological grounding where theory is concerned in terms of motivation through rewards and punishment. Here it would be proved that both have desirable effects only in case when they are used in moderation and in strategic manner. Introduction: A simple Google search on Effectiveness on Bosses that shout at work yields the first result as yahoo Wiki Q/A blog where someone has put up a query based on the fact that their boss not just screams at them all day but puts them down as well.
The thing that strikes on straight off the bat in this case is the link that there is inherent in the concept of Boss shouting and boss putting him down. This could very well be the starting point for a discussion on whether or not a manager who shouts is a more effective corporate leader vis-à-vis a manager that chooses other means of communicating. Role of Communication Communication is one of the most debated upon and argued skills with respect to the functions of a modern manager.
There have been numerous instances where deals have fallen through and teams have splintered because of the inadequacies that characterized the communication abilities of a manager, or the person that in common modern parlance is referred to as the corporate leader (Levin, 2003). In order to be the most effective, a successful manager has to be a good communicator who can condition and lead their team in the right direction, giving and taking up slack when needed. . It is also important for a leader to understand the fact that most good teams need feedback to develop (Levin, 2003).
A tem member too scared of the manager would never provide needed feedback therefore rendering the management as ineffective. An employee that feels threatened all the time, is scared of being screamed at would automatically be limited in terms of productivity and creative output.
It has been said that an employee that knows how to stand up for oneself at work possesses an essential skill. Whether an employee is being overworked, treated unfairly or micromanaged, the way to successfully manage the situation is to remain professional. Arguments need to be laid out in a clear manner and not transcend into shouting matches which are ego clashes rather than rational discussions (Levin, 2003).