Management in OrganizationsEssay Preview: Management in OrganizationsReport this essayThere are several different management styles and techniques used within an organization. Many factors can determine if your work environment is positive or negative; some include leadership style of managers and/or supervisors, motivation of the employees, benefits/incentives, etc. The job of a manager can be difficult; they have to make decision that is best for the company and for the employees on a daily basis. The decisions that are made and the involvement of manages with employees will determine the success of the organization.
Positive Work EnvironmentWhen working or trying to create a positive working environment within an organization will lead to workers that feel good about themselves and, as a result, are more productive in the working environment. Since the 1940s, human behavior research has suggested that employees are motivated by a number of needs both at work and in their personal lives (Sabbach & Schlatter 2002). Managers are challenged to generate work environments that not only identify staff needs, but attempt to satisfy them as well. According to Maslows hierarchy of Needs, once we have attained those needs at one level, we can catapult to the next. This is in order for employees to reach their potential and feel a sense of achievement or self-actualize; they must be regarded and recognized (Blanchard & Johnson 1982).
The organizational process of choosing the right environment to work in produces the very same problems today. Workers have difficulty finding work environments that allow them to be creative. At work, this makes them more productive and productive.
Sociological Psychology is an approach to human psychology focused on the processes of social integration and the relationship between one’s social position and the conditions and experiences of other people (Miller 2007). Sociological research has shown that when social interaction does not change over time and, ultimately, with changes in social status, workers fail to achieve positive goals for themselves, others, and others than they are at their own potential. Sociologists have found that workers are increasingly motivated by a sense of belonging and hope to accomplish good social life, not only to pursue a personal goal but to achieve it to a greater or lesser degree (Breitling $ Brown 1983). The key component of this attitude is a “lonely, uncertain commitment,” a commitment to self-identity which leads, for example, to negative self-concepts of a certain age and experience. At work, these self-concepts can be characterized by the desire to be a positive role model and a certain sense of satisfaction (Miller 2007). The process of becoming dissatisfied can result in feelings of inadequacy, abandonment, failure and self-hatred. In other words, employees are, in effect, not only making choices that affect their working life (i.e., choosing to be less conscientious and spend more time in office), but they are actively resisting them (e.g., failing to be creative, not wanting to work more due to a lack of social status, ignoring their partner or spouse, and not being willing to share an office space or make a living). The key to overcoming this self-concept is to not look for one’s own future goal or aim but rather to create and follow one’s own self-definition (Lingand and Thompson 1995). The key to taking ownership of your activities in the new environment is to cultivate the belief that the goal is to achieve it.
Social Behavior Therapy Interventions
Males who want to work in a positive environment can be found in leadership groups and in organizations who are attempting to provide work and community training. In the 1970s, male and female managers were involved in a national collaborative program to promote female employees of all ages with various problems. The idea of a leadership training program was the result of both male and female managers working together on a research-driven mission that included a comprehensive study of female work styles. In 1968, the Committee on Employment, Compensation, and Benefits of Working Women became the first national organization devoted to training women at all levels of employment. As early as 1985, researchers at the University of Southern California and Carnegie Mellon University recruited nearly 25,000 women to their leadership roles to help develop a training curriculum for both managers and employees of all sizes. More than 15 years later, more than 15,000 women are now involved in the Women In Leadership Program (WHIP) of the National Advisory Service Agency (SNAP) of the Secretary of Defense and Secretary Janet Mills. All-male organizations are also involved in a national study to develop a training model
Majority of employees behave as they are being conditioned to behave. Managers who disregard their employees successes are not providing the needed reinforcement for repeat performance. Conversely, the recognition of performance, effort, or even a willful attitude by managers will result in increased productivity and a contented employee. Acknowledgement of achievements is motivational because it helps improve workers self-esteem. For many employees recognition may be viewed as a reward itself. Everyone appreciates being recognized. Some employees may prefer to be recognized outside of a large circle in a one-on-one situation, while others may want to be acknowledged in a crowd. Regardless, employees will perform better when creating a positive working environment.
I work for the United States Army National Guard; it can be really stressful if there is not a positive working environment. I have experienced working with an individual that did not like the position I held because I was a motivated and eager to learn young man. He was much older than I and has been in his position for about 20 years. I was quickly promoted to the same position as he was a year after I was employed with the National Guard. I have been with the National Guard for about 6 and ½ years. Our boss is constantly telling us how we both are doing a great job and he really appreciates the hard work and long hours. I would prefer my recognition to be more towards money than him saying “great job”. I have not been as motivated about my job and a lot has to do with the recognition that the manager provides.
There are many different types of recognitions that managers can do for employees to keep a positive working environment. Some include; recognizing special dates like birthdays/anniversaries, provide timely feedback, conduct regular staff evaluations including rewards and incentives, and hold special events for employees. Managers who create an environment where employees feel good about themselves and their jobs will foster staff to do positive work. Employees will perform their jobs at their best when they are comfortable and confident about their work environment and the support and recognition from their manager.
Management MotivationIn order to motivate your employees, you have to be motivated yourself. As a manager, you need to have a firm understanding of where you want to be, be aggressive about doing it, and be excited about taking the challenge. Once you have established motivation for yourself, you can communicate your feelings to the employees. Managers jobs are to lift the employees out of mediocrity and make them achievers.
Motivation is extremely important in an organization. Non-motivated employees can have a negative impact on the company. Some negative aspects include friction on the job, substandard output in quality, a high turnover of employees, absenteeism, tardiness, and many more disciplinary problems that should be avoided. It has been proven that motivated employees are the most productive and will produce to their maximum ability (Holt 2002).
When creating a positive change in behavior, management should be aware of and deal with the different motives of employees and their job performance. Managers should provide the availability for achievement, manipulate the expectancy for success, and take into consideration the incentives for actions, which differ from individual to individual. Manages should carefully analyze the performance of individuals and provide each with attainable goals. Concentrate on the specific elements of an individuals performance and reward on the basis of achieving personal goal increases. What motivates one individual may not have any effect on another. Any motivational strategy that a manager decides to use should have realistic and attainable goals the whole organization can attempt for.
Another aspect that a manager can practice is self-reinforcement. This can be done by nurturing and understanding in your employees of their own physical, technical, and mental attributes. This can be accomplished by making them aware of their strengths and weakness. This will open the door for 2- way communication. It will help provide for better and more specific feedback, which enables the individuals to improve more quickly (Holt 2002).
“The key aspect