The paper "Organizational Culture Perspective, the Significance of Systems Thinking in Leveraging Change" is an outstanding example of management coursework. The most important and difficult job of a manager is to manage people. However, regardless of the industry, company, or job title, if a person is a manager he or she must be a people’ s manager. As a people manager, you must lead your team, encourage, inspire and motivate them. In some cases, you will be required to evaluate, hire, discipline or fire your employees (Warigon 2005). This means that managing people is not always a simple task.
However, if a manager executes his or her duties effectively and efficiently it can be a rewarding role. Based on cultural perspective and systems thinking of the organization, this essay critically analyzes the validity of the statement that ‘ managers often describe their role as managing people’ . Organizational Culture Perspective Embedding cultural differences in a managers’ framework of reference and thinking capacity helps to reinforce certain values and guides a manager in his or her actions and choices. It should be noted that the cultural factors of a nation exist as potential influences that a manager considers when making decisions as well as executing their roles.
People who take on managerial positions in various cultural working environments are required to socialize along with the same values and beliefs. Culture is considered as a powerful determinant through which human performance issues are appraised and employee development-related solutions to them are formulated, implemented and evaluated (Yih-teen Lee & Quintanilla 2009:8). By enduring the elements of culture, it means that a manager is capable of continuously socializing with the new employees and sustainably reinforcing cultural values and norms of the organization. Waisfisz (2006:5) refers to Geert Hofstede’ s definition of organizational culture as “ the existing relationship among the members of an organization, their work and the outside world.
This relationship distinguishes such members and their organization from others” . Therefore, when considering the relations among people in an organization, culture is attributed to various instances such as, the manner in which a manager relates to direct reports whether or not as disloyal behavior. However, it is not guaranteed that every person will have the same influence on the organizational culture. In order to build relationships that help to achieve sustainable job performance through people management skills approach, organizations have discovered the importance of having effective managers.
Initially, most of the organizations relied on self-managed teams and unsupervised teams that did not perform well due to lack of leadership. It has become that the people-skills is crucial in any leadership role. Giving Human Resources the mandate to manage the daily activities of employees is not the ultimate solution. An effective manager must have the people management skills, and thus must be present to lead from the front.
In building relationships, therefore, it involves managing people. Managers who become great in their organizations are always keen to build lasting relationships with their employees based on the principles of communication, trust and respect (Mikoluk 2013). This implies that as a people manager, you must win your employees’ trust and respect by being open and approachable to them without necessarily becoming their boss.
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