Manager and Related Development Issues through Motivation Theory - Literature review Example

Managing people Name: University: Course: Tutor: Date: Use theory to analyze a manager and some related development Introduction Management is very important because it leads to success of a business, organizations, or an institution. Management of people enhances improved and quality performance because people play their roles responsibly. According to Baumgartner, & Levey (2013), management improves the performance of an organization. A manager is a person with the authority over a number of people and resources of an organization and aims at achieving the organization’s goals and objectives. It is apparent that a good manager should be in a position to follow all activities carried out in a specific department of authority. There are different categories of managers, that is, general manager, branch manager, and department manager among others. It is clear from Baumgartner, & Levey (2013), that a good manager is accountable to any successful performance of an organization or a group. Good management as articulated by Wilson, A (2013), management is characterized by productivity, hard working, as well as effective workforce that follow the give instructions regardless the time available. A good manager claims to have success by measuring the individual contribution, and how well one gets work to be done by the followers. In organizations, employees are very important asset and they need to be managed well in order to be productive and enable the organization to achieve its goals and objectives. As postulated by Caldas, & Wood, Jr. (2000), success or failure of an organization depends with the relationship between managers and the other employees because some managers use authority wrongly, as they lead other employees. The article seeks to analyze a manager and issues related to management, such as culture, change, leadership, followership, power, diversity, innovation, fads, and fashions, decision-making and interpersonal skills and conflict in management. Body Analyzing a manager and related development issues through Motivation theory Manager A manager is a person responsible at supervising the performance of the workers in a specific organization. As a good manager, Steven, et al. (2012), claims that a manager should lead as a good example for the employees to play their roles as expected. It is clear that a manager should be future focused in order to emphasize on achievement of organization’s goals and objectives. Feldman. & Lankau,. (2014) found out that good managers motivate their followers by their deeds, but not just ordering employees to do things without being part of the actions done. As a manager, one should be aware of the organization’s culture and as said by Caldas, & Wood, Jr. (2000), cultural values are significant tools to leadership because they guide the manager’s attention of playing a specific role. A manager is not a special person in an organization, Baker, (2013) put it clear that as a manager, one should only use authority to ensure that what needs to be done is done in the right manner and you should be part of performance. A manager should motivate other employees by recognizing the ones performing well and respecting all the employees. As identified by Wall, & Callister, (2009). A manager should treat all employees with equality and diversity because not all employees working in an organization who come from the same culture. By motivating employees, a manager is likely to have good and easy moments working with other employees because employees appreciate their duties and this would increase the performance of an organization. As a manager, one is supposed to understand the weaknesses and strengths of every employee in order to control and supervise them with clear understanding of what they are capable of doing. Managers should encourage healthy relationship with other employees whereby employees contribute in decision-making of an organization as per the argument of Thom-Otuya. (2012). By doing so, a manager would be able to use his or her leadership skills to solve conflicts that might occur between employees. Management Management issues are very significant in all organizations. Giannatonio, & Hurley-Hanson, (2011) realized that a successful plan of getting something has to be accompanied by good management where the person responsible organizes the company’s operation. For a company to be efficient and effective management should aim at leading and motivating employees and this was emphasized by Hamees, & Waheed, (2014), claiming that good control ensures following of the plans made and achievement of goals. As highlighted by Baumgartner, & Levey (2013), good management is a basic aspect to starting a certain business, growth of the business, as well as maintenance after the business achieves all measures of success. As a manager, one should understand that good management does not entail criticizing employees and mocking them because of failing to perform, but Giannatonio, & Hurley-Hanson, (2011) claimed that, the management team should be part of the performance of an organization. A manager should have good interpersonal skills of leadership in order to be responsible for the resources and employees of a specific department in an organization. By regarding Australian managers, a manager should be interested in seeing success of an organization regardless the hardships encountered. This aspect entails strategic management, which is very important because it enhances correctly formulated and communicated strategies. Thomson, (2013) was in a position to identify the need of following strategies in management and claimed that it provides employees and other leaders with a clear set of requirements for daily actions. Conflict fighting in management issue entails involvement of effective communication and some negotiation techniques of the responsible manager. According to Tsui, Nifadkar & Yi Ou (2007), management of conflicts in an organization requires understanding of the basics of the negotiation theory and positive influence to the conflicting parties. Conflicts in an organization may occur at different levels, and as a manager, it is one’s responsibility to face the conflicting matters with a good plan as per their urgency. The party opposing the interests of the other party should be handled as the source of the specific conflict and as a manager; one should encourage negotiation between the two parties and deal with the causes of the specific conflict. As postulated by Hudson, et al. (2005), employees have different or varying characteristics and interpersonal issue that lead to conflict between them in the workplace. Manager should ensure that there is good communication and behavior, as well as healthy interactions between the employees and other leaders. Management ethics and decision-making are requirements of a good manager because it is one’s responsibility to ensure achievement of organization’s goals and objectives. As a good manager, one should employ good ethical principles in making the right decision that would lead to success of an organization. Management involves a process whereby the management team needs to make decisions from confrontation of ethical dilemma of their duties. It is clear from the argument of Kalia, (2010), that managers should take the right actions and important steps in the decision-making process where they consider ethics of an organization. The decision made by a manager matter a lot in the performance of other employees. This is because it acts as guidance to their performance as they play their roles in the workplace as emphasized by (Baumgartner, & Levey 2013) Innovation is another development aspect in management whereby a manager requires to be innovative and creative for the future existence of the organization. According to Hamees, & Waheed, (2014), managers should use their leadership skills to ensure that employees follow the right steps as they play their roles. By doing so, Giannatonio, & Hurley-Hanson, (2011), claim that, this enables the organization to gain from competitive advantage over other organizations in an industry. It is very important for managers to bring their skills and understanding to an organization and use them in their roles in order to allow the organization to meet its goals. Power and authority are very important tools in management practice because a manager cannot lead without power. According to Hamees, & Waheed, (2014), managers have some special power that they use to lead other employees and to organize the resources of an organization. Moreover, a manager should have power over all activities done by employees and should guide and supervise them using his or her power. It is important for employees to understand that a manager have power ahead of them as Feldman & Lankau, (2014) emphasized this claiming that managers should use their powers well in order to be realized by other employees in an organization. Diversity is common in all organizations and it is the role of a manager to understand the extent of diversity in a specific organization in order to lead workers well. Workers have cultural and social diversity and this entails their understanding and interests while in the work place. As cited by, Giannatonio, & Hurley-Hanson, (2011), a manager should be ready to cope with diversity of workers for there to be a healthy and good relationship between them. Performance management is the overall role of a manager whereby he or she plans for all activities and resources of an organization with an aim of improving the performance of the specific organization. According to Baumgartner, & Levey (2013), a manager should ensure that an organization meets its goals through management of performance of all workers under him or her. employees are capable at performing successfully if managers lead them well and ensure that they are doing all what is expected of them. Sustainability of employees depends with management of an organization because many employees look up to the format of management received. Kalia, (2010) found out that employees are very important people in the running of an organization because they allow achievement of success. It is the duty of a manager to ensure that employees are sustained in an organization for a long period in order to make use of their skills and experience. This would result to success of an organization because experienced employees tend to perform better than newly employed employees do. Leadership and followership are what Baker, (2013), claims to be guidance of good management whereby a manager needs to face all challenges that would lead to achievement of organizational goals. a good manager does not have to dictate everything to other workers, but one should work as a good example by accompanying other employees in doing something. By doing so, Thom-Otuya. B., E., N. (2012), claimed that the work of management becomes easier and successful because there is a good relationship created between employees and the manager. Culture and change are major issues facing many organizations, and it is the manager’s responsibility to understand the cultural changes and face them successfully. There might be changes in the workforce and this may require all managers in an organization to be updated regarding the changes. As articulated by- Hamees,. & Waheed, (2014), managers should adapt the cultural change in an organization in order to lead other employees properly. As this happens, employees also manage to adapt the changes and make the work of managers easier and manageable without difficulties. Ultimately, training and coordination of employees in the workplace describes the ability of workers to implement the cultural changes at hand. Fads and fashions in management marks effectiveness of managing information of an organization where they should be a potential relationship between competitive advantage and technology. As articulated by Caldas, & Wood, Jr. (2000), management innovations and good use of fads, technology, and fashion in management leads to organizational success. As a manager, it is one’s duty to understand all the problems and challenges encountered by an organization and use sophisticated machinery to resolve the issue for improvement of the organization. Conclusion In conclusion, a manager is a person with authority over other employees and resources of an organization. A manager should use his or her leadership skills in making decision leading the achievement of organizational goals and objectives. A manager should motivate other employees through creating a good working environment for those employees in order to improve their performance. Managers should work together with other employees but not dictating instructions and then watching as employees perform the expected duties in the workplace. A manager needs to be innovative and understand the cultural changes of organization in order to lead other employees well and sustain them for a long time. References Baumgartner, D. & Levey K., M. (2013). Management; Journal of Performance Management. VOL 25 N0. 1. Hudson, K., et al. (2005). Conflict Management, Negotiation, and Effective Communication: Essential Skills for Project Managers. 1-12 http://thomasgrisham.com/attachments/File/Conflict_Management_AIPM_Australia.pdf Kalia, S. (2010). Ethics and Privacy in Information Systems. http://www.ethicscentre.ca/en/files/speeches/management_ethics_fw10_dh.pdf Caldas, M., P. & Wood, T Jr. (2000). Fads and Fashions in Management: the Case of ERP. Sao Paulo, v. 40 ï n. 3 ï p. 8-17 http://www.scielo.br/pdf/rae/v40n3/v40n3a02.pdf Steven H. Appelbaum, Sally Habashy, Jean-Luc Malo, Hisham Shafiq, (2012),"Back to the future: revisiting Kotter's 1996 change model", Journal of Management Development, Vol. 31 Iss: 8 pp. 764 - 782 Hamees, A. & Waheed, A. (2014). Employee Development and Its Affect on Employee Performance: A Conceptual Framework. International Journal of Business and Social Science Vol. 2 No. 13 [Special Issue-July 2011] Feldman. D., C. & Lankau, M., J. (2014). Executive Coaching: A Review and Agenda for Future Research. Journal of management 2005; 31; 829 DOI: 10.1177/0149206305279599 Giannatonio, C., M. & Hurley-Hanson, A. (2011). Management. Journal of Business and Management – Vol. 17, No. 1, 2011 Anne S. Tsui, Sushil S. Nifadkar and Amy Yi Ou (2007). Cross-National, Cross-Cultural Organizational Behavior Research: Advances Gaps, and Recommendations; Journal of Management DOI: 10.1177/0149206307300818 2007; 33; 426 Thomson, K (2013). Social Identity, Conflict Management, Religion and a Building: Peaks and Valleys in the Life of a Large Christian Church South Asian Journal of Business and Management Cases December 1, 2013 2: 245-252 Baker, S., D (2013) Followership: The Theoretical Foundation of a Contemporary construct. Journal of Leadership and Organizational Studies. Thom-Otuya. B., E., N. (2012). Leadership and Followership: Essential Factors for National Development and Achievement of Organizational Goals. Doi:10.5901/mjss.2012.v3n15p115 Wilson, A (2013). Australian Journal of Emergency Management Vol. 28 No. 3, July l 2013 ISSN: 1324 1540 Wall, J. A & Callister, Ronda Roberts. (2009). Conflict in management. Journal of management. 2009, Vol. 21, No. 3, 515-558 Read More