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Effective and Ineffective Managers in Personal Experience

Every organization seeks to have managers who can drive the organization towards the achievement of its objectives. They want managers who can successfully plan, organize, lead, and control the organization’s operations (Gitman et al., 2018). I have encountered a manager whom I consider an effective manager because of the way he carried out his operations. This essay discusses some of the affective qualities of a manager and relates them to “X” and “Y” theories.

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Kelvin Brown was my manager who depicted some of the key qualities of a good manager. Mr. Brown highly focused on employee empowerment. He embraced employee needs to ensure they concentrate on fulfilling the goals and objectives of the firm. Effective managers need to focus on employee training and development to equip them with quality skills and knowledge that would enable them to perform quality work (Muteswa, 2016). Emphasizing employees will enable the manager the employees to job profiles according to their goals.

Communication is an essential thing for an effective manager. An effective manager needs to communicate regularly to the employees concerning the organization’s purpose and vision (Muteswa, 2016). Mr. Brown was a good communicator by organizing meetings with all the stakeholders of the organization. Communication allows the employees to air out some of the key issues affecting them and discuss some efficient measures that can enhance success in the organization.

An effective manager should be a good role model to the employees. Mr. Brown was a good role model to the employees showing the employees the acceptable qualities to enhance the success of the organization. Competent managers need to depict diligence, enthusiasm, and hard work they would want to see from the employees. Employees are highly influenced by the qualities of their managers to depict particular acceptable behaviors (Gächter & Renner, 2018). Followers mainly put more weight on the characters of their leaders towards achieving particular objectives within the organization.

The technique adopted by the organization determines the level of satisfaction, motivation, and productivity. “X” and “Y” theories have emphasized employee behavior through the interaction with their employers. Theory “X” is self-centered in that people inherently dislike work. Theory “Y” emphasizes that individuals’ work towards achieving the organizational goals and objectives is based on the rewards they get from the managers. Organizations must identify the employee behaviors based on theories “X” and “Y” characteristics.

Theory “Y” highly relates to Mr. Brown’s managerial qualities because the employees would work towards achieving the organization’s goals and objectives. Mr. Brown would encourage the employees to focus on achieving the organization’s employees. It enhanced employee satisfaction and concentration on the assigned job tasks. The manager had a reward system that recognized the best-performing employees. Rewarding the employees motivated them to work more towards achieving the set objectives.

At some point during my career in the organization, the features of theory “X” were depicted in the organization. It was the time before the appointment of Mr. Brown to the managerial responsibilities for the organization. The employees would not be motivated to enhance their focus on the needs of the organization. However, after Mr. Brown revived employee culture beginning to recognize the employees as important entities to the success of the organization.

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In conclusion, every organization desires to have effective managers. Success in every organization is determined by the skillfulness, experience, and knowledge of the manager. Effective managers depict the qualities of role models, good communication, employee recognition, and strong analytical skills among others. These qualities assist the managers to achieve the set objectives and goals of the organization. Therefore, every manager should acquire essential qualities to be an effective manager.

References

Gächter, S., & Renner, E. (2018). Leaders as role models and ‘belief managers’ in social dilemmas. Journal of Economic Behavior & Organization, 154, 321- 334. Web.

Gitman, L., McDaniel, C., Shah, A., Reece, M., Koffel, L., Talsma, B., & Hyatt, J. (2018). The role of management – Introduction to business. BC Open Textbooks – Open Textbooks Adapted and Created by BC Faculty. Web.

Muteswa, R. (2016). Qualities of a good leader and the benefits of good leadership to an organization: A conceptual study. European Journal of Business and Management, 8(24), 135-140. Web.

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