Improving Performance and Commitment in the Workplace

Executive Summary

It should be emphasized that all the course assignments and theories have improved or expanded my understanding of managing people and reinforcing collaboration strategies. Nonetheless, certain assignments have been of particular importance for me such as the discussions in “How Do Great Managers Give Constructive Feedback?” (in Week 4) and “How Do Great Managers Lead Diverse Teams?” (in Week 6). The current business setting requires managers to be knowledgeable about the strategies aimed at driving the team of diverse players towards productive communication and cooperation; therefore, the understanding of diversity management will enable me to build an inclusive environment in which all the members are active participants in decision-making (Colquitt, Lepine, & Wesson, 2013). In addition, providing feedback is one of the most significant aspects of improving organizational behavior and performance. The gained knowledge will allow me to ensure a two-way communication with all the company employees.

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The course content has expanded my understanding of manager’s role as well as the core of management in general. Initially, I believed that managing people implied exhibiting different levels of power and adapting the strategy to tailor the current work setting. However, after taking the course, I was able to conclude that the workforce is the most valuable asset of the company and the way managers collaborate with employees and foster the internal communication is the essence of successful management (Colquitt et al., 2013). In addition, I understood that managers should place an intense emphasis on the formation of an effective corporate structure of the organization. The productivity of employees is influenced by their values, manager’s leadership style, the promoted motivational system, informational flows in the company, as well as many other factors. In this regard, corporate values should be aimed at creating trustful and respectful conditions, maintaining successful communication within the team and increasing overall productivity. This atmosphere will affect the style of work of employees and the nature of their communication, the manifestation of initiative and their motivational levels. For these reasons, my current goal is to implement the knowledge into practice and test the strategies that I have outlined for my personal practice.

In general, the role of management in facilitating positive social change within an organization should not be underestimated. The manager should be able to drive the team both directly and indirectly and be adaptive (Colquitt et al., 2013). In addition, the manager should know the ways to support sustainable organizational culture and encourage the workforce to support and envision the values promoted by the company. Therefore, the course has provided me with an understanding that managers are multifunctional leaders. Notably, the creation of corporate culture, which will meet the requirements of the company to the maximum, will help to concentrate the efforts of employees on achieving a joint goal (Colquitt et al., 2013). Enterprises with a strong culture can manage their organizations and effectiveness of teamwork more effectively and achieve results while retaining the dedication of employees.

Strategy

In Week 3, I have specified the sentence that would describe me as a future leader and would determine the postulates that would drive my development as both a professional and a person. This sentence is as follows: Jane Smith is a leader who drives, inspires, and empowers others. Importantly, the article by Christensen (2010) has convinced me even more to aspire to become such a leader. The author of the article stressed that the financial issues relinquish when a manager has an ability to influence others in a positive way encouraging their evolvement and can learn from them as well (Christensen, 2010). I will be sure that I am happy with my career and have become the manager I intended to when I am able to comprehend that my co-workers are open to communication and challenge themselves to become better people, employees, and partners. Therefore, I strive for becoming an inspirational leader who strives for maximizing the potential of other individuals while being able to reflect on my own strengths and weaknesses.

To be sure that my relationships with my partner and family are an enduring source of happiness, I will also follow the ideas promoted by Christensen (2010). He stated that resource allocation is the most significant thing in maintaining a positive balance. Importantly, if I devote a decent amount of time to both my family and my commitments, I will be able to sustain sufficient relationships with the people surrounding me (Christensen, 2010). It means that a healthy balance and prioritization will provide me with an opportunity to be content with both my family life and work.

It is worth noting that the issue of ethical choice or conduct in management is almost always multifaceted. The decision made can be right, if it reflects responsibilities towards other people, and not only the benefits for the company (Colquitt et al., 2013). The problem is that even in the simplest situation for the manager, it is quite difficult to distinguish between the benefits and liability to other members of society. This is due to the fact that in business, many groups of people are always involved at work at different levels of the organization who perform different functions and have different skills. Therefore, the benefit for one unit or organizational level can serve as a negation of responsibilities towards other specific levels or individuals (Colquitt et al., 2013). In the case of an ethically challenging occurrence, when the unforeseen consequences might have a negative impact on others, I will ensure that my further conduct mitigates the aftermath and that I can build on that experience to prevent such situations in the future (Colquitt et al., 2013). Importantly, to safeguard my integrity, I will challenge myself and reconsider the strategy that I intended to employ and refine it in accordance with the common values acceptable for everyone.

Therefore, it can be concluded that ethical dilemmas, in fact, are managerial dilemmas since they often represent a contradiction between the economic activities of an organization and the social reflection of these activities. The nature of obligations can be treated differently, but they should include the measures to protect employees who are loyal to the company, the creation of competitive markets, and the provision of services that are safe for society (Colquitt et al., 2013). Nevertheless, protecting personal integrity should always be outlined with the orientation at corporate social responsibility and social justice.

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Action Plan

Based on my previous blueprint for professional and personal growth, I came to a conclusion that I should complicate my development plan. Therefore, I have set myself the goal of learning to direct employees to achieve a common victory. This implies creating conditions for work and stimulating employees to function in a way that all stakeholders will attain the positive benefits. Thus, targeting to achieve a win-win situation for all the parties involved I will motivate the staff in the best possible way (Colquitt et al., 2013). It is worth noting that in a highly productive atmosphere, both managers and employees, as well as clients, will have the opportunity to obtain the best outcomes for themselves. At this point, it is significant to be able to treat employees as the best customers of the company while retaining sufficiently demanding performance criteria for them.

This goal will allow me to act as an agent of social change due to the fact that it is fundamental at the level of the worldview and can become a mission of the entire organization. Social changes occur gradually, and the presence of such mission throughout all company levels will allow building a high collective goal. Despite the fact that limits of growth of employees are determined by the structure of the company, every worker will be able to grow together with the organization (Colquitt et al., 2013). Such co-ownership of the process and results will increase the loyalty of the company’s employees and increase their satisfaction with the work. Thus, the goal that I have set for myself is rather complex and comprehensive. By setting such a high and challenging aim for myself, I will ensure that I grow both as a professional and as a person since every time I determine the guidelines for the co-workers, I will execute autonomy and attain greater responsibility. Overall, the goal correlates with the knowledge gained from the course resources since almost each of them covered the criticality of developing employee commitment through a number of ways.

In order to achieve this aim, it is necessary to define the objectives for ensuring a consistent approach towards goal reaching. First, it is necessary to learn how to discuss the desired result with the employees so that they comprehend what is required of them and what contribution they can personally make (Colquitt et al., 2013). Second, it is necessary to establish methods, determine resources and ways of accountability in order to avoid misunderstanding or miscommunication of the requirements and expectations. Third, it is essential to allow employees to define what benefit each stakeholder can attain if he or she contributes him or herself to the fullest capacity. These objectives will ensure that the goal is achieved in a gradual and positive manner, and more importantly, that stages of the process can be altered if the setting requires so.

Overall, the course materials underlined the importance of the fact that all employees should understand and share the corporate values of the organization and managers need to use different approaches aimed at building strong relationships between employees (Colquitt et al., 2013). The same rule is applicable towards goal reaching. If all the workers comprehend the goal and its importance and are knowledgeable of their role in achieving it, they will feel a greater degree of liability and engagement and will contribute themselves to furnish their duties. However, it is the role of the manager to ensure that this strategy is followed. Therefore, my current goal envisions this orientation and the knowledge gained in the course will drive me towards fulfilling it.

References

Christensen, C. M. (2010). How will you measure your life? Harvard Business Review, 88(7-8). 46-51.

Colquitt, J., Lepine, J., & Wesson, M. (2013). Organizational behavior: Improving performance and commitment in the workplace (3rd ed.). New York, NY: McGraw-Hill.

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StudyCorgi. (2021, May 4). Improving Performance and Commitment in the Workplace. Retrieved from https://studycorgi.com/improving-performance-and-commitment-in-the-workplace/

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"Improving Performance and Commitment in the Workplace." StudyCorgi, 4 May 2021, studycorgi.com/improving-performance-and-commitment-in-the-workplace/.

1. StudyCorgi. "Improving Performance and Commitment in the Workplace." May 4, 2021. https://studycorgi.com/improving-performance-and-commitment-in-the-workplace/.


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StudyCorgi. "Improving Performance and Commitment in the Workplace." May 4, 2021. https://studycorgi.com/improving-performance-and-commitment-in-the-workplace/.

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StudyCorgi. 2021. "Improving Performance and Commitment in the Workplace." May 4, 2021. https://studycorgi.com/improving-performance-and-commitment-in-the-workplace/.

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StudyCorgi. (2021) 'Improving Performance and Commitment in the Workplace'. 4 May.

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