Importance_of_Managerial_Behavior

Importance of Managerial Behavior Tito Mejias University of Phoenix HRM/531PR Lillian Rodriguez-Areizaga September 26 2012 Importance of Managerial Behavior Managerial behavior may be the difference, the sole factor that dictates whether a company succeeds or a company fails. There are many workers who want to work but lack the know- how or are confused regarding what the vision of the company is hoping to achieve. If a manager is able to guide the employees to where they better understand what is needed from them, they will participate and give more quality time to the company. A manager’s behavior has an enormous effect on productivity. According to Cascio (2005), “Productivity is the measure of output of goods and services relative to the input of labor capital and equipment.” ("Chapter.1, Managing human resources"). Whether productivity reaches or exceeds expectations can be attributed to how a manager treats his employees. Grace (n.d.), “ Because the behavioral management theory addresses human interactions at work, it is commonly called the human relations movement. According to behavioral theorists, the more understanding you have of human actions, such as conflict, expectations and motivations, the more improved productivity becomes.” (Identification). It is important to appreciate and comprehend the needs of workers, not just at work, but al home as well. This understanding will assist a manager in knowing how to help whatever needs he or she may have. An employee who thinks that management is giving him his full support will respond by working harder and becoming more loyal to the company. It would not be just a place of business where he rents his time for a paycheck, but instead it will be a place where he feels he has a second family to engage with. Abraham Maslow was a psychologist who wrote and detailed a theory that addressed man’s needs in order of importance. Maslow separated the needs into five different levels of importance. The levels were divided as follows: physiological, safety, love, esteem, and last, self-actualization. There have been adjustments done by other physiologist throughout the years, but the main premise of Maslow’s hierarchal needs is a good basis that a manager can use to understand what motivates employees. One of the best ways for a leader to affect the productivity of others is in behaving in an exemplarily manner. In other words, leading by example. This style is more often found in the leadership style known as transformation. Most of the traits found in the transformational leader makes use of motivating by encouragement, support, inspiration, recognition of a job well done, and giving credit to those that deserve it. When one shows that they are honorable, good character, and integrity, and displays clear goals, one will garner trust. Effective leadership and management has endless opportunities when the employees have trust in what the company is doing. Without trust and a feeling that one is not valued in the company, or if there is little respect in the manager, it will be reflected in one’s work, hence productivity goes down. Employees need to feel that their efforts are compensated in a positive manner. Management needs to foster a work environment in which the employee feels as if they are at the least, treated fairly. “There’s been a big push to have employees work harder and smarter, but not a lot of attention about what managers should contribute to the new workplace. We found that workers need some things from management in order to have effective, productive workplaces”. (Grabmeier, 1999). Workers usually are very knowledgeable in the things that they need to do their jobs. For example, I belong to the National Air Traffic Controllers Association. I was a union president and was in charge of making sure that we had a working environment conducive to the success of all the employees. It did not matter whether one was a seasoned experience controller on the verge of retirement, or a newly hired developmental with no certifications or experience. Management was going to treat everyone fairly and promote a healthy friendly work environment. The last thing management wanted to hear were the words. “hostile work environment.” There was a collective bargaining agreement made by both the union and management. I needed to be completely familiar with the aspects of labor relations and understand the rules and regulations. Management needed to do the same to make sure that they would not be taken to litigation. Rules and regulations between management and labor comprised a wide spectrum of events. There is a large section that deals with missing work. Missing work was defined as leave, and leave covered sickness, birthdays, death of a family member, or a family member being incapacitated and your services required. There was also leave involving with or without pay, holiday leave, excused leave, and administrative leave. It is a very thorough agreement that dictated everything that management can required of its employees and visa versa. Working for the Federal government, I have seen many examples of the do’s and don’ts in the actions among a very wide diverse group of employees. Management needs to always display the appearance of treating everyone fairly. Management needs to never show any type of favoritism toward anyone in all circumstances. I have seen too many occasions in which the male would use off colored remarks, and sexual innuendos that have led to their suspensions and sometimes termination of their jobs. There does seem to be a double standard in the workplace when it involves man and woman. Woman tend to get away with colorful languages where man have to word his remarks in a way that will not be misconstrued as offensive or distasteful. Management needs to keep any opinion that an employee can use to say that they may be racist or infer discriminatory policies. Management must also never appear to tolerate any discriminatory actions from one party or individual, toward another group of individual. There was an occasion that occurred a few weeks ago, where a worker was wearing a jacket that brushed against the posterior of a woman who had her back turn. She claimed that the worker had harassed her sexually by brushing against her as he went by. Management began an investigation by interviewing witnesses, and did a background check of both parties in question. Even though it clearly looked as if it were an accidental occurrence, management had to follow protocol so as not to appear indifferent or favored anyone in particular. References Cascio, W.F. (2005). Managing human resources. Retrieved from The University of Phoenix eBook Collection database.. Grace, N. (n.d.). The importance of managerial behavior. Retrieved from http://smallbusiness.chron.com/importance-managerial-behavior-34854.html Grabmeier, J. (1999). Research news. Retrieved from http://researchnews.osu.edu/archive/mancitz.htm