The Managers Performance in an Organization - Coursework Example

The manager’s Performance in an Organization Student’s Name: Institution: The manager’s Performance in an Organization 1.0 Introduction The essay evaluates the manager’s behavior in relation to the performance management model. The path goal theory is going be employed so as to underpin the essay according to an analysis by Landrum Bolman and Deal (2013). It is going to aid in the evaluation of the attributes of a leader in demonstrating features of the transformational and the transactional theories based on the observation. The paper is going to examine the attributes of a leader in leading and directing its workforces in the organization (Bolman, & Deal, 2013). According to the observation carried out, the manager is a leader with the expectation of producing results in the organization. A leader according to Bolman and Deal (2013) is an individual who can attract followers and direct them to a particular direction. In the observation, the manager had to get well along with the employees. He undertakes a lot of responsibilities that permit easy and well running of the organization. The top-most six customary managerial victory traits observed encompass exchange of ideas, governance, adaptableness, interactions, progress of others, and individual growth (Bolman & Deal, 2013). 2.0 Functions of the Manager 2.1 Inspiration A manager encourages, inspire while others fail sadly to involve their workforces. It is the reason as to why employees quit job. A “real “manager assumes accountability for guaranteeing that every person in the organization prospers and that the group or corporate unit attains the best outcome. Prosperous managers need both aptitude and skillfulness. Managerial dexterity can get grown via education, mentoring, and knowledge. However, if a manager is lacking natural capacity to lead, and then the likelihoods that he is going to be flourishing lessen considerably. A natural leader has the charisma to attract followers; he/she is a good communicator (Hollander, 2013). 2.1 Guiding and Leading A manager has extraordinary exchange of ideas abilities and is capable of teaching and at the same time listens. Managers who can interconnect efficiently can administer facts and then re-count it back to their groups undoubtedly. Active managers are capable of comprehending, interpreting, and connecting the establishment's vision back to their workforces so as to uphold efficiency. Leadership is a vital characteristic that numerous managers are short of regardless of their occupation name. It is a usual preparation for corporations to encourage workforces who frequently create the finest outcome, but occasionally the finest sales-man doesn't brand the top manager. Factual leaders are cab able of instilling confidence, give focus, and give duty among group members (De Jong, & Bruch, 2013). Flexibility similarly adds to a leader's efficacy. The leader employ attribute of adapting to changes in the organization and instigate the same to the employees. When a leader is capable of regulating rapidly to unanticipated conditions, he is capable of directing his group to adapt as well. Flexibility as well implies that a leader can reason imaginatively and establish new answers to old issues. Successful leaders must endeavor to shape personal relations with their groups (Rubio et al., 2013). 2.2 Rewarding and Appraising Additionally, from the observation the leader recognizes when the workforces require growth, and how to guarantee those growths are fruitful. Letting another progress entails nurturing every person's talents, and inspiring those persons to steer those talents in the direction of efficiency. An efficient leader is conscious of their individual progress. In order to effectively progress and direct others, leaders have to look for enhancement in their right. A leader who is ready to acquire more and utilize his natural aptitudes to the greatest of their capability will be capable of inspiring the similar conduct in his workforces. Effective administration is encompassed of numerous major machineries and is not effortlessly attained. Establishments see the need to distinguish the characteristics related with fruitful administration, and then encourage personnel depending on these characteristics (Binney, Wilke, & Williams, 2013). 3.0 The Theory Perspective and effectiveness of the Manager The theories get selected for the analysis of the manager is based on the leadership styles as per the observation of the manager. A number of leaders get to employ multifaceted styles for proper management thus getting the advantages of all the styles. Starting with the Path-Goal theory, it concerns how manager motivates supporters to complete recognized goals. An effective manager has the capability to enhance the motivation of supporters by expounding on the pathways and eradicating hindrances extra working as well as anticipated aims. The path-goal theory fundamental principles beached on expectancy-theory is that individuals are going to be more dedicated and encouraged if they consider that they are to perform, have faith in their exertion, and will cause in wanted results. In an interview with the manager, the organization has set guidelines on employee recognition. Every worker requires doing work perfectly and even does it more when they get the motivation. It gets augmented by the Maslow hierarchy of needs where people are coerced to work for the needs and will work to their best if they get the motivation. The rewarding procedure set by the firm is one that allows well-performing employees get appraised and the not under that category get training for improvements (De Jong, & Bruch, 2013). Transformational theory asserts that leadership is the course by which individuals participates with others and is capable of generating an association that leads to augmented enthusiasm and decency to supporters as well as managers. In a number occasions it is compared with principle of compelling headship that advocates that forerunners with particular makings, like self-assurance, sociability, and distinctly specified values, are paramount in motivating supporters. The main issue in this kind of style is that the manager can be concentrating on requirements as well as supporters’ reasons in an effort in assisting get to the greatest capacities. Furthermore, transformational leadership characteristically explains how manager can start, foster, and apply significant modifications in an establishment (Ahmad et al., 2014). Additionally, the manager is a transformational leader as observed owing to the charismatic nature. He gets to unearth unique skills amongst the employees and hence ensuring full utilization of employee’s skills since he get to realize every employee’s potential. In directing the manager, is in a position to assign tasks based on abilities, as well as dexterity. Furthermore, the leader has the capability to keep workforces and clienteles. The leader completely involves with individuals and pursues to content their requirements together with the establishment's requirements. The personnel are more probable to experience a company fit and remain with the corporation when they account to the leader. The result is that they will be no hiring since available employees can get to work to their full potential and effectively (Avolio & Yammarino, 2013). Placing managers skills in roles where one need to manage change and improvement bring the best returns. The manager is capable of assembling the ever-modifying requirements of both the firm and the employees; the manager permits workers to makes alterations in themselves and accomplishes their full ability. It recognizably offers the business the benefit of exclusive worker performance (Ahmad et al., 2014). A leader gets to equip employees with constant skills through continuous learning. The results of every employee get improved due to constant interaction by the leader. It encourages employee to look for more knowledge and skills. Their persuasive nature makes employees convinced and ready to take on the tasks. The leader gets to give motivational talks as well as presentations (Tan et al., 2013). The disadvantages of the theory are that leaders in the category get to undertake too many risks in the name of being innovative. These risks can in many occasions cause the business to run-down. Additionally, the employees get exhausted and might end up in burning out. It is dangerous in that employees are going to fail to work as expected in a continuous manner. Furthermore, the leader might get biased and lean on particular employees. In this case, other employees are going to experience discrimination (Avolio & Yammarino, 2013). Transactional theory is a philosophy that centers on the interactions that take place amongst managers and supporters. It gets grounded in the idea that a manager’s work is to generate arrangements that make well-defined expectations of the supporters and as well the results. It reward and as well punish for realizing or not realizing expectations. It is similar to the concept management practices and is widely employed in a number of establishment structures and the models of leadership. The leader has to guide by leading so as to set objectives. He acts as an example. Employees who are going to meet set objectives get rewards while those not meeting objectives get punished (Rubio et al., 2013). The advantage of the kind of leadership is that in present routine and system where there is the institution of reward structure. It gives employees direct communication that is precise on the person in control. Also, there is adherence to command from the management and instructions which in most instances come from the top to the bottom. The subordinates get to work as per instructions given form time to time. It spells clear authority, and employees know where to run in case of any assistance. Employees get to work towards the attainment of establishment’s mission (Harrigan, & Emery, 2010). As a result of the authority and command, efficiency gets assured. Standards get set and have to be met. It gives employees to produce work that is flawless. It presents with routine tasks letting employees work to their best. The leader gets to spot performing and no-performing employees. The leader gets to intervene when standards are not set and can exercise both active and passive management (Rubio et al., 2013). The style of directing does not go without any demerits. In this style, there are too many routines and line of command to follow and that making decision is very slow. It slags most processes especially when there in need for immediate action and the leader is not a round. It as well takes on a simple way of motivating a lot of employees. Only employees with the best outcome get rewarded. It is an issue that easily creates differences amongst the employees (Rubio et al., 2013). The style is rigid. It harbors the fact that employees must do as they get instructions. It does not allow room for making suggestions. It, therefore, is one way direction and employees get to work as stipulated. Nobody questions the leader’s views on certain matters even if they are wrong. The leaders in this category are quick in passing out judgments and laying blame on the employees. It, therefore, leaves the leader to be relied on for most issues. The employees get to fear the leader and feel intimidated because of punishment if targets are not met (Harrigan, & Emery, 2010). 4.0 The Strengths and Weaknesses of the Theories Employed The strengths of transformational leadership are that it has a great influence on people as well as associates. It emanates from an individual level to the wider organization. The needs and values of people get identified at the early stage of implementation in the organization and thus allowing all concerned adopt as per the needed guidelines of the leader. A manager gets to concentrate on the requirements and motives of employees in an effort to aid them acquire to their biggest potential. It characteristically clarifies how the leader can start, nurture, and relate significant adjustments in an organization. In an organization, the theory has the benefit that it gets utilized by setting examples via undertaking chores assigned. It acts as a pointer to the workers to keep on the track as postulated (Avolio & Yammarino, 2013). The strengths of translational leadership routine and system structure were stating the reward structure. There direct communication precise on the leader in control to employee, command adherence owing to issuing of instructions coming from the top to the bottom. The sub-ordinates work as per instructions from time to time. Clear authority gets spelt and employees how to seek any assistance. It thus allows attainment of the mission as well as set goals. As a result, efficiency is assured since standards to be met are set. It allows the production of flawless job. It gives a platform for the leader to spot performing and no-performing employees and get to intervene for correcting any deviations with use of either active or passive management (Rubio et al., 2013). The weakness of transformational theory is that it is very wide such that all the stipulated aspects cannot get covered. Leadership is treated as a personality instead of behavior that is acquired through learning. The use the theory can lead to abuse of power by those in authority. Leaders get to undertake risks in the name of being innovative. These risks can cause a business to run-down. Additionally, employees get exhausted and might end up in burning out. It is dangerous in that employees are going to fail to work as expected in a continuous manner. Furthermore, the leader might get biased and lean on particular employees. In this case, other employees are going to experience discrimination (Tan et al., 2013). The weaknesses of transformational leadership style are that there are too many routines and line of command to be followed. It makes decision is very slow slagging most procedures. The style is rigid. It does not allow room for making suggestions. Nobody questions the leader’s views on certain matters even if they are wrong hence no freedom to express ideas. The leader is quick in passing out judgments and laying blame on the employees. The employees get to fear the leader and feel intimidated because of punishment if targets are not met (Harrigan, & Emery, 2010). Conclusion In conclusion, I establish that leadership is one of the aspects where organizations get to prosper. Leader with good application of skills in a balanced nature gets to steer the organization to a higher level. It is only possible if the leader gets to understand the goals of the organization based on the mission, the employees since they are the drivers in the daily tasks of running the firm. A leader who can apply the leadership styles appropriately gets to attract employees and win their confidence. It is through getting the workforce on board that all set objectives get to be realized. In my opinion, the application of both the transformational and translational can get to work together. The reason is that one theory asserts the use of reward and punishment which is a way of letting the employees work to their best and get punishment for not realizing needed results. The transformational leadership allows the leader to interact freely with the employees. It is a good mode of leader. It draws employees to feel like part of a bigger team. Therefore when to two is married and applied appropriately, a leader can gain from taking advantages of the two theories. Read More