Business Management - Be the Manager

Chapter 9

Be the Manager

Instead of punishing and taking things away to be a good manager in my eyes would be to try a different approach. In my eyes the goal for management is not to simply just direct and control employees that are constantly seeking to ignore their work but rather to create conditions that make people want to offer a little more effort.

I would try to take the different approach with those analysts who are submitting the reports incorrectly and late. I would try to see if there was a way to motivate them to see if it may help them grow. I would try to implement the expectancy theory which would be me the manager promoting high levels of motivation in the organization and take the steps to ensure that high expectancy. I would also remind the analysts that if there is the merit pay plan in place that this will affect their rating at the end of the year and that if they are to improve on everything then it will reflect in their rating and the amount of salary increase for the year.

Chapter 10

Building Management Skills

1. What sources of power did this leader have? Did the leader have enough power to influence his or her followers?

The sources that this leader had was the say so in what the merit increase would be for the year. The leader had plenty of influence on his peers and leaders to see the same. He was convincing and if not convincing enough he would try everything in his power to make that peer or leader to see his way. He never gave the opportunity to any of the employees to show the peers and leaders anything otherwise because he would scold and punish if the individuals were to actually communicate with others.

1. What kids of behaviors did this leader engage in? Were they appropriate for the situation? Why or why not?

This leader would engage in speaking with his peers on what the appropriate punishment would be for that individual employee. Or whenever that employee would confide in his or her manager and be told it was confidential the manager would speak to others about it. It is not appropriate it is unless threating supposed to be confidential what goes on between you and your supervisor.

1. From what you know, do you think this leader was a task-oriented leader or a relationship-oriented leader? How favorable was this leaders situation for leading?

This leader is definitely a relationship based leader. There were certain associates he was either to afraid to confront about certain issues or he just wanted to make sure they were on his good side. This leader was very favorable when it came to leading. His favorite employees he would make shine and give them more opportunities to take on roles for certain committees that would help affect the end of the year merit increases.

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