Essays on Why Cranky Manager Is More Effective Manager Essay

Download full paperFile format: .doc, available for editing

The paper "Why Cranky Manager Is More Effective Manager" is a perfect example of a management essay.   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 reduces the worker to the place of the commodity to be used and 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 perpetuation 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 a 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 it 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 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.



Behling, O., (1975). ‘Alternatives to Expectancy Theories of Work Motivation’. Journal of Decision Sciences. 6(3). Pp449-461

Drucker, P. E., (1942, 1955). The Future of Industrial Man: A Conservative Approach. New York. pp. 78-85

DuBrin, A. J., (2008). Essentials of Management. CengageBrain. p345

Harvard Business School Publication, 1992, Time management: increase your personal productivity and effectiveness, pub, Harvard Business Press, p108

Kilperin, E., (2005). ‘A positive reply to constructive criticism’. Action for change in music education. 4(1). Pp37-42

Lee, J. Y., and Pantelli, N., (2010). ‘Business strategic conflict in computer-mediated communication’. European Journal of Communication Management. Vol.19. pp196-208

Levin, R., (2003). ‘The dentist as a leader’. Journal of Dentist Association. 134(10). Pp1391-1392

Li, L., (2001). ‘Human Motivation in the Work Organization’. New asia College Academic Journal. Vol. 16. pp253-263

Lustig, R. J., (1982). ‘Corporate Liberalism: The Origins of Modern American Political Theory, 1890-1920’. Berkeley, 1982. pp. 255-56

Prasad, K., and Akhilesh, K., (2002). ‘Global virtual teams: what impacts their design and performance’. Team Performance Management. 8(5/6). pp102–112

Smith, F., (1996). ‘Leadership Qualities: Ten ways of identifying a good leader’.Leadership Journal. 17(4). pp 30

Waring, S., (1992). ‘The Corporatist Critique of Scientific Management’. In D. Nelson (Eds),Ohio State University Press, Columbus. Pp205-236

Download full paperFile format: .doc, available for editing
Contact Us