Managing Organizational Behavior - Speech or Presentation Example

Running Head: MANAGEMENT BEHAVOUR Management Behavior Name Institution Date Internal Memo 13 APRIL, 2010. MEMO TO: All the first-level managers, InterClean Inc. FROM: Midlevel sales manager at InterClean, Inc. SUBJECT: Managerial behaviour. Am glad to announce to you that there is a merger that is about to take place between InterClean, Inc and Enviro Tech. For us to agree on having an equal merger, we need to our partners beyond doubts that we are capable of performing like them or even better. This requires that we master our areas of specialization and try to improve our working skills in the relevant fields. The quality as well as quantity of our productivity is the key issues which will determine our performance. Although there are a number of factors which affect productivity, for example, equipment, system, procedures and so on, the most effective of them all is the management skills and the attitude of the specialist. How satisfied is she or he with the work or working environment. As leaders, there are ways through which a manager can behave and affect the productivity of his or her workers. As the name suggests, a manager should always be a manager not only of his junior staffs but also of himself. He ought to be in position to manage his behavior together with the way he talks and not forgetting a good time manager. He should always be having a timetable in mind about what should be happening in the firm in a given time and who should be responsible of doing it. The manager should develop excellent communication skills which will help develop a good rapport with his staff. The staff will enjoy their work hence give high productivity. If the manager is rude he is likely to end up creating a miserable workplace for his workers hence they loose their engagement or the inner commitment to their duties. This is highly likely to impeach a negative impact on the productivity. The best thing that the manager can always do is to analyze the capabilities of his workers individually and know how to help them improve their areas of weaknesses. The lifespan of any organization is determined by its management. This is because the managers set the working mode for their subordinates as their behaviour is reflected on the workers who take them as their role models. There are some management actions that line up with the employment laws and others which do not. For example, most of the employers are likely to bully their workers or are abusive or intimidating towards their juniors. This may be done depending on the employee’s ethnicity, sex, disability or age. This is against the employment laws because the law demands that everyone is given his or her rights accordingly. The employment laws also demands for all the employees be given the safety regulations or be granted with the health insurance covers. This will increase the workers morale to work hard and all the freedom since they know that incase of any harm they have a medical cover. The employees should also be trained on the safety customs where they are informed on their obligations and responsibilities in order to have a safe working place. The managers should standardize the safety regulations of their company so as to reduce accidents occurrences in their organizations. This can best be achieved by teaching the employees how to handle machines or the materials which can harm the health of the personnel if not handled carefully. The employees like anybody else have their rights as human beings. They should not be assigned duties which are too difficult to undertake –those that requires other powers extra from the manpower. To ensure that the management works within the boundaries, the managers should be conversant with these laws and always try to practice them so as to be part of their lives. It is necessary to have managing diversities in the workplace so as to ensure that there is healthy productivity. This can simply be attained through having a divergence employee’s base. That is, they should be having different abilities to do things so as to have a workforce which will later result to high productivity. Every personnel will do best in his or her area of specialization and not working under any force. This calls for the managers to closely evaluate the performance and output of each employee; this will help the judge their capabilities or the areas they are best in and assist in terms of assignation of the duties. So as to develop a strong workforce, the managers should regularly organize seminars or conferences to train the employees on the new ways of working or introduce them to new skills which they might not be exposed to. This will help the employees to keep to date hence can comfortably fit in the competing business world. By creating a diverse workforce, the manages will open up a variety of opportunities for development of team work. The employees have different backgrounds hence it calls for good opportunities to interact and have an atmosphere of openness and a conducive learning opportunity. The managers should act as great role models to their juniors who should do as they do. They should not judge the capabilities of the employees depending on factors like; gender, age, or race but can be determined by factors like life and work experiences which will help gain the needed skills of work. However if these factors are over considered they might mislead the managers because they are likely to assume workers whop have perfect working skills but only lacks the working experience. All the employees should be given an opportunity to prove their capabilities and disabilities so as to know the precise brackets where they belong. Diversity, affirmative action and equal employment opportunities are all interrelated; they all aim at achieving a common objective, which are equal opportunities in the workplace. Affirmative and diversity actions work to enlarge in different ways the concepts of equal employment opportunities. They all offer a firm foundation of the organization. References George J. M. & Jones G. R. (2002). Understanding and managing organizational behavior. Cornell: Prentice Hall Jones G. R., George J. M. & Hill C. W. (2000).Contemporary management. Pennsylvania State: Irwin/McGraw-Hill Owen C., Béguin P. & Wackers G. (2009).Risky work environments: reappraising human work within fallible systems. Derby: Ashgate Publishing Estlund c. (2005).Working Together: How Workplace Bonds Strengthen a Diverse Democracy Oxford. US: University Press US Read More