'A Good Manager in the Face of Organizational Change Essay\r'

'Introduction\r\nE truly business ineluctably a well-grounded animal trainer †whitethorn it be a sm altogether family business or a large multinational corporation. There is no fantasy formula for being a non bad(predicate) and utile theater director †it is a continuing process and bonnie integrity entails knowledge, skills and ability. It is not just a entitle scarce in addition a role that has to be performed and performed well. It is a product of working with and being close to all classes of volume †guidance team, clients, co-workers and others †and emanating the lessons learned in order to be better.\r\n sorts in direction team, modifications in the follow’s directions, spays in priorities, yet the straightforward c arens of supervisors, transfer to other department, or the hiring of a b ar-ass team member †these are nevertheless or so of the variety shows that a staff whitethorn stick to mete out with in the workpla ce.\r\nThese are besides the major factors that pertain either employee’s performance and confidence, which make seeming(a) the shoot for a effective and capable film director †champion that bottom of the inning help communicate and successfully enforce management’s plans to the rest of the employees. As a carriage, he should explain the modestnesss for the lurch and the processes involved. oneness possible consequence of whatsoever organizational change is the decrease in employee’s team spirit and motivation, which could function to a decrease in the employee’s performance. This is plainly one of the many fares that a skinny jitney has to handle.\r\nDiscussion\r\nWhat is A Manager?\r\nA theatre director is the person who plans, leads and controls the activities of the organization. He balances the demands and requirements of the organization while at the uniform time, fittings the employees’ expectations. A coach work s grueling to achieve the goals of the high society without disregarding employees’ welfare. A coach-and-four is often seen as the amour between the management and the workforce.\r\nAmong the many responsibilities of a music director is dealing with employees and tradeing their issues and concerns. Thus, a manager must(prenominal) too learn to own and admit employee concerns. These issues could be an employee’s poor performance, muddy work, negative work attitude or base confidence in the alliance.\r\nIn other words, it is the manager’s role to assess and evaluate the employee’s performance. Not only does a manager address employee concerns, he in like manner ensures that the organization’s goals and objectives are met. He plans, monitors and takes the lead towards the realization of business goals. A manager delegates and coordinates work to his members, for which he must also be accountable.\r\nWhat Makes A levelheaded Manager?\r\ n commove Gates recently wrote an article just about the attri unlesses of a wakeless manager. One of the traits he mentioned is the need for a manager to be a good communicator. He must be able to convey management’s plans and directions well and ensure that employees understand where the company hopes to be. Bill Gates also wrote that a good manager needs relationships, not only with the executives but about especially with his employees. He must gain people to be open and give feedback about what they think about the business and the role the manager and the employees themselves play in it.\r\nWith the varying requirements expected of a manager, it is therefore necessary for one to possess uninflected skills, people skills and business skills for him to deliver and perform his functions well. It is also essential for a manager to be resourceful in finding appropriate courses of action to any fuss that may arise. Not only do his people depend on him for guidance, mana gement has also entrusted him with this responsibility.\r\nAside from these, he must also be able to exemplify and act-out what he expects from his staff. A good manager sets and more main(prenominal)ly, lives up to the standards. Moreover, being the liaison between management and employees, it is imperative that a manager knows the needs of his people, and what keeps them satisfied and fulfilled in their jobs. nisus to maintain a healthy level of employee morale is no easy task but one that a manager must also counseling on.\r\nA good manager then should also be snuggleable as the position may require mediating between management and the workforce. Building good camaraderie requires that a manager be longanimous and sincere in his efforts. A very trying role †thus having a good scent out of humor never hurts. A good manager has the ability to develop employee skills and improve their morale. He must know how to motivate and obtain obedience, which is necessary in today ’s ever-ever-changing organizations.\r\nOrganizational dislodge\r\nHeraclitus once said that nothing is permanent but change. This could not be truer in today’s organizations especially with the rapid emergence of an international and orbiculate economy. Any organization must learn to prevail and be flexible to meet the ever-changing demands in order to survive. Change has become such an habitual occurrence and an integral part of any company’s life; so much so that employees who are not receptive to such changes can weigh down management’s efforts for growth.\r\n legion(predicate) studies have been done on why people, most often than not, resist even the most well-conceived plans of change. oddly in an organization, resistance and skepticism are the most common employee reactions. The negative responses may be because of the surmisal of acquittance, fear of the unknown and disruption of what has become a habit.\r\nOne common reason of resistance t o change is that an individual feels the possibility of a loss †loss of something he honours that may result from change. near often, changes in an organization are structural †they move job status, lead to additional responsibilities and impose innovative-sprung(prenominal) taradiddleing structures. Restructuring may also require forcible relocation and in worse scenario, job termination. With all of these possibilities, imaginary or real they may be, it is but a natural instinct for an employee to reject change. another(prenominal) reason for resisting change is fear. It is an inherent trait in humans to fear the unknown, the changeful.\r\nAny uncertain feature is never welcome and an individual extend forfend having to typesetters case such situations as much as possible. With any organizational change, an employee may fear that he may not be capable to meet the demands in the future. He resists because he feels that he does not have the competencies needed for him to function in the sensitive structure. He becomes afraid thus, the negative response even to the most well-meaning plans of change.\r\nOne other reason why people reject change is that they have become accustomed to and feel more golden with the current work. It has become a force of habit. many an(prenominal) people think things are already first-rate and do not see the need for change or believe that it is the solution to whatever problem is at hand. Employees may also resist change because they have to learn something new. In many cases, people are reluctant to leave the familiar substructure especially if it entails learning something new and presents the risks of failing.\r\nA Good Manager in the Face of Organizational Change\r\nAt one point, I also had to face and deal with an organizational change. The Chief Executive policeman (chief operating officer) of the company I was with decided to concentrate on his other affairs and relinquish his post. His successor , though no less brilliant, is in many way of lifes very different on how things are done and how objectives are met. Their priorities and ways in achieving the company’s visual sensation were very much opposing. This move greatly touched our team since we report and were directly under the CEO’s office.\r\nOur team had to take on new responsibilities, transfer some functions to another team and report to a new management team †changing almost everything our team has been used to. The recent parkway in the company’s management obligate every member of the team to learn to typeset fast but still maintain the same level of efficiency and effectiveness. It is an understatement to say that everyone was on a very high stress level. Most were uncertain of their future and status in the company and wondered whether they will keep their job or would have to be laid-off. It was a very good thing that our manager knew how to handle those changes and helped made t hings easier to deal with.\r\nIn the stage setting of organizational change, in order to facilitate a smooth implementation, it is very important that a good manager anticipate and plan well his approach to the possibility of a negative reception. A good manager has to properly communicate the details of the change and make the employees see the need to do things differently. A good manager must inspire and challenge his team to embrace such changes, since a positive and supportive environment yields a more fertile and a more committed workforce.\r\nRecognizing a staff’s contributions to the organization is fundamental and very important in inspiring employees. Keeping the employee motivated entails heterogeneous skills, as there are various personalities involved. No one formula can ever be arrived at as to how to motivate employees especially in a dynamically- changing organization, but developing an square and open relationship is a start.\r\nGiving regular, positive, and constructive criticism can also help stimulate an encouraging environment and help boost an employees’ finger of being time valued. There are some companies that provide monetary rewards or incentives as a way of showing their appreciation to their personnel. However, this could be very dearly-won and the rewards may quickly be forgotten. This is why this practice must be exercised prudently and must not be the only way of motivating employees. financial incentives may seem to be the most noteworthy form of motivation but may also cause disadvantages to the company in the long-term.\r\nConclusion\r\n The need for an efficient and effective manager is one issue that all organizations face. Managers not only play a springy part in the realization of the company’s goals but also influence the employees, hence, bonnie an even more critical part in the business.\r\nEvery organization must change in order to improve and cope with increasing manufactu ring competition. However, whether the factors prompting such moves may be remote or internal, every organization must be able to address any consequence that may arise.\r\nNeedless to say, employees also play an equally vital role in any organization. Thus, in the scope of organizational change, one of the most central, albeit complex consequences is the employees’ response. be the workforce that keeps the organization alive, it is very important for a good manager to acknowledge the employees’ significance and value; and to show that they are an integral part of the company.\r\nUltimately, any company has much to gain by empowering and recognizing the value of its members. This is why efforts must be taken by a good manager to foster loyalty and keep them motivated in the face of change.\r\nIn conclusion, let us keep in judicial decision the words of Charles Darwin †â€Å"It is not the strongest of the species that survive, nor the most intelligent, but the one most responsive to change.”\r\n'