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Managers It is known that mangers should make a lot of important decisions. He sets objectives, coordinate work, delegates authority, makes hiring, firing, evaluating and just generally leading. Its evident that making careful decisions is the basis of good management. And often personal relationships are more important than the rest.
Authority and subordinates are always in contradiction; because authority seeks to maintain status quo and subordinates seek to change status quo. The contradiction has provoked two types of coordination of relationships: autocratic and democratic. During my professional experience, I have worked with the managers of both types. Mr.
Martin Cartwright was for democratic style of managing; and it had a positive affect on employees and the work environment. From the first moment you can say: whether you like a person or not. Very often we cannot even explain why we dont like somebody. Mr. Cartwright was a confident and assertive person.
He tried to understand employees personality style and behavioral tendencies. It helped foster interpersonal relations in the organization. Mr. Cartwright helped correct significant weaknesses in an individual who is otherwise valuable to the organization. The other effective developmental tool is career counseling. The manager inspired employees to explore career interests.
One of the most important steps: communication and congratulation are routinely forgotten in many organizations. Mr. Cartwright stated that people should be recognized for their work and carried out dignified and public congratulations. At the same time he was consistent when solving problems.
He maintained an open and honest communication with the people involved and do not resort to personal attacks or finger- pointing. Mr. Alfred Smithers was quite different person, following autocratic style of management. He had only one positive trait of character: he was a perfect specialist. But he could not do his best as a manager; because he was inconsistent in his decisions, and could not focus on main tasks. He wasted more time on working on details.
Such attitude characterized him as micromanager than macro manager. The work environment was uninspiring because employees did not feel that he (or she) played an important professional and individual role towards building and maintaining a more efficient organization. They felt that such management would be a dead end in their career. They felt miscommunication or lack of coordination. When something went wrong, people were blamed. Working under Mr.
Alfred Smithers supervision was a bitter experience for me.
Free research essays on topics related to: autocratic, status quo, manager, cartwright, work environment
Research essay sample on Status Quo Work Environment
