Qualities of a Good Managers

Good managers can improve organizational performance by knowing how to lead by example. Managers who listen to their fellow employees under them have success in their careers. It is incumbent to note that leadership encompasses a lot of things such as communication, good listener and ready to admit mistakes when it occurs in an institution and most importantly provide remissions to the employees who have been led astray for some reasons within the institution (Saad, 2012). Additionally, good leaders always make the right decision for their firm. They are not always on a hurry to make hasty decisions. They take time to analyze the consequences of the step that they want to take; moreover, these leaders in most cases do consult in order to make rational decision that would improve the performance of the firm (Allan, 2006). Decision making and problem solving incorporates a lot of things. One major idea that should be centrally pegged on it is mutual understanding. If an enterprise or an entity wants to grow and provide requisite services to its clients, there must be cohesion of ideology from its leaders. It is imperative for leaders to come together and devise workable solution that will aid the company to grow to another level since they will be able to realize its fruits and reach the highest level of achievement.

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1.1 Leadership

Leadership as it has been seen is not a matter of being in office and issuing threats, signing documents and attending to meeting. Leadership entails countless values which are of great significant to the progress and growth of the firm. It is very difficult to find effective managers for an entity due to numerous factors ranging from self-interest, conflict of interest and other factors such as manager wanting to be braggadocios to his employees for the position they are heading and as such there is no good relation between the manager and employees which later on results to poor performance in an enterprise. As previously mentioned, it is difficult to find good managers since some of the managers suffer self-interest (Gamble, 2011). In most institutions, it is evident that managers ascend to the managerial position but instead of transforming the firm, they go on satisfying their needs. Moreover, others may be in that position but fail to provide their services diligently as commissioned to them. Of recent time, it has been reported that some managers do promise particular female employees good position in the company if they have intimate relationship with them. On the same breathe, different reports indicated some discrepancies in payments of employees. Employees on the same job level or group are getting or earning more than their counterparts (Chacar & Vissa, 2005). This raises lots of eye brows to the public though there is little that can be done since most of the managers issue threats to their juniors. This is one form of intimidation with the view of making the employees subservient amid some negative things taking place in the organization. Schwartz (2016) asserts that according to Chapter VII of Civil Rights Act of 1964 (USA), no one is supposed to be discriminated on whatever ground, may it be gender, age or disability. Moreover, the Act has really tackled the issue of sexual harassment (Honea, 2014). Some punitive measures ought to be taken upon those who are found culpable of committing some hilarious acts in the organization. Similarly, the issue of payment has also been envisioned. It fully states that every employee is entitled to equal pay and opportunity so long as they are on the same scale. There are those employees who earn more than their counterparts due to fishy activities carried on by the managers.

1.2 Motivation

Motivation is a set of forces that drives one to realize a given goal in their work place. It is therefore incumbent to note that when the managers use this approach, it makes them to be at a better position to understand some underlying factors that lead to a given behavioral pattern of an individual. This will allow them to know how to fully interact with different people who do possess different types of character traits for mutuality and harmonious living (Jain, 2010). However, in most cases, it is only on rare occasion one would see managers motivating their workers. Mostly, those who practice these are the good managers who want to see to it that the company registers incredible performance in the market. Primarily, motivation theory explicates the goal setting theory in details (Alvesson, 2016). The Goal setting theory incorporates principle of fairness, balance, and justice. When this is judiciously applied in an organization, it results to cohesion, which in turn leads to productivity in the company. The ultimate aim of this theory is to make fair ground for employees in order to increase their motivation which in turn leads to better services rendered. It is generally known that when an employee is motivated or appreciated in the course of performing their work, there is higher likelihood of them performing even better at latter stage. The managements may employ motivation issue in different ways. Nonetheless, the commonest way is through according the employees favorable environment so that they can easily work without pressure (O'Connell, 2014)). Secondly, the executive team may set aside some incentives to be given to the employees who are performing well in the organization. This would make most of the employees to work towards carrying their activities well so as to acquire the said incentives as a form of appreciation to their work. If the management understands the behavioral pattern of their employees, they may easily use this as a basis for motivating more and in the long run realizing the firms goals due to good workability.

As earlier indicated, employees motivation encompasses goal setting theory which is not solely pegged on workers affairs, it goes beyond that parameters and tries to further establish some underlying factors within the environment that may affect the motivation of an employee. Some of the fundamental factors that results to variability in selection of motivation models include achievements, affiliation and authority. People are motivated to achieve a certain goal and therefore; would strive hard to realize them (Lindgreen, 2013). This is common in most of the organization which have set aside some prize for good performers.

Similarly, some people would possess a given behavioral pattern to please the authority or manager. This mostly occurs when an employee would wish to be promoted from their current position to that of higher ranking and payment. On the same breathe; Maslows hierarchy of being has been a driving factor towards motivational models that one ought to select. It is commonsensical to indicate that everyone is striving to attain a given goal in life (Zel, 2016). It is this drive that makes most of the employees to work smart in the view of bettering their salary and realize other achievements.

Collins (2005) asserts that motivation of employees vary from institution to institution. It is therefore important for the management to attempt embracing good approaches for motivation in order to realize incredible fruits within their premises. This may be sorted if the management takes time to understand those who are working for them. Similarly, I find Maslows principle effective and reliable as employees mostly work towards satisfying a particular need in their life. This gives them some impetus to even work extra hard in order to see to it that they realize the desired objectives.

THEORIES

2.1 Management Grid theory

According to Marcum & Smith (2014) there are remarkable theoretical frameworks which are devised with the view of determining productive and non-productive managers in the organization. This work would fully explicate the Behavioral theory and Goal setting theory in the organization. Jane Mouton and Blake Robert developed Management Grid theory to assess the abilities and characteristics of executives including their leadership style in an organization. This theory is aimed at determining the relationship of the leaders with their team players. It further attempts to ascertain the degree for which a leader focuses on objective and efficiency of the organization for productivity. The grid management theory has five major elements which are divided in a distinct way. All these elements including the one on the middle level makes five elements that would be clearly elaborated in this part. These categories include:

2.1.1 Impoverishes Management

In this type of management there is low results and low performance. It is characterized by dissatisfaction, discontentment, and lack of harmony in the system, entropy and all other confusion within the organization. The administrator who practices this system of management is doing a great disservice to the entity. Moreover, those who do practice it they do it for their self-interes...