Effects Of Bad Managers On Employees

When it comes to the failure of managers, chad believes that manager’s inability to listen, being self-centered, not a team player, and failing to take responsibility most often contributes to their failure. “I remember a time when a colleague of mine was leading a project on the development of a new customer interaction system. His biggest downfall was he did not listen to his frontline employees, when it came to some of the inadequacies of the new system. This ultimately led to him being removed from the project and he never really came back form that.” (C. D. Cerkoney, Personal Communication, February 27, 2012).

Managers are leaders, leaders are managers, these concepts have long been thought to be synonymous. Ideally, for a manager to be good, the former is the case, but this is not always the case. Further, one doesn’t have to be a manager to be a leader. Anyone can be a leader. They are the people who exhibit superior interpersonal qualities that allows them to create connections to obtain a desired outcome; these are informal leaders (Sullivan). Everyone knows that one or two informal leaders, the people you just get behind and follow because they are so charismatic and influential. They don’t stand up to be recognized, they simply do it, as it comes natural to them. Managers on the other hand are placed in a position of power by an organization

Being a good manager always starts with having a plan…which keeps disaster from happening. A company cannot succeed without one. That is when the need of a manager comes in. They’re the ones normally that come in with the why’s and how’s of how they would like the department

Because I was so overbearing, I started to lose some of my staff. This started making it harder to create a weekly staff schedule. This also brought morale down to a low. Some of the staff weren’t as upbeat anymore and didn’t seem to want to be there. This action led to bad work habits and low productivity. My staff would do the bare minimum of what was required of them. It could be seen in the appearance of the store. Because of my actions, I ended up working more hours. I would come in early and stay late. My family life greatly suffered from this, because I was rarely home. When I was at home, all I could think and talk about was my job. I didn’t realize how bad my home life was, until my mother brought it to my

I believe my former manager was authentic in his effort to be a company man. He was for the organization and concerned mostly about building morale during a time that the Cuyahoga County was freezing pay raises and promotions. Morale was at a low point and as a result job performances suffered. Employees began to be okay with doing the minimum or what was required and nothing more. Our department meetings were bombarded with the “be glad you got a job theme,” and that got old very quickly. My manager tried to infuse in our meetings some humor and come up with ways to keep us engaged and interested, but in my opinion failed on all accounts to build morale. As a matter of fact, most people spent more time looking for jobs and writing

I had a manager that was very knowledgeable about the job. His Leadership qualities were outstanding. He could communicate well with the staff and with the clients when it came to serious matters. He had your back in any situation. The only thing he lacked was ethical skills. That was what brought tension with him and staff. In this field people take their job lightly. They would come to work fifteen minutes to thirty minutes late, having the earlier staff have to stay later than they wanted. What the manager would do instead of keeping the late staffs time where they came in late, he would set it back to the time that they should have come in and take the extra time from the staff that stayed later. Also he would commit financial fraud in that he was suppose to every Friday bring weekly spending to the clients in a certain amount ($25.00). He was supposed to bring funds to the site, give the funds to the staff, then have the staff count it. Then he was to have the client sign the verification form stating that they received a certain amount. He would come in tell the clients to let him see their wallets and he would put money in it without the staff seeing or verifying the amount. Once he would leave the clients would come to staff and say that they signed for amount that they did not receive. The manager was eventually reprimanded for the action and given the choice to either be demoted to a regular staff or be

As a manager of Modrow Branch, Dick Spencer’s employees were resistant to his idea of change due to his overbearing attitude and the constant pressure he heaps on them to carry out activity his own way. Employees considered that he laid too much weight on their shoulders and he did not given them room to chip in ideas and this in the process made them feel over pressured resulting in frustration.

The following meeting essentially turned into a gripe festival in which the employee complained about the management, fellow employees, the workload, and the lack of recognition for a job well done. Fortunately, this issue went no further. Unfortunately for this organization, most filed complaints are more closely related to people being upset about being rightly disciplined than the company truly committing acts contrary to the negotiated contract.

Managers are responsible for being a manger and a leader all rolled up into one, but it takes an effective leader to carry out the roles. A leader has to

Some of the hardest working managers began to get fired and were replaced with unqualified amateurs. Food was not delivered on time, and we started to run out of necessities like cups and hamburger buns. Machines were breaking because no one was cleaning them. Managers were instructing us to pour our used oil down the drain. Requests for days off were ignored, and we were constantly under threat of termination. Most of the other employees stopped caring about their responsibilities. My friends started to quit, and we were always severely understaffed. I found myself single handedly running the drive through, kitchen, and car stalls on more than one occasion. Everyone was upset about the recent changes, but nothing was being done about

It didn’t hit me at the time that the managers who terminated me had each done me a great favor. Why did I get fired? Obviously there was a mismatch between me and those jobs. I knew there was a mismatch, but I didn’t quit my job or start job-hunting until I got the axe.

When it comes to dissatisfied employees I think it is about 80/20 making supervisors responsible. Employee attitudes can be a direct result of the supervisor making employees unhappy at their jobs. It is an important part of the supervisor’s job to make sure that there is a good rapport and if they haven’t established a mutual understanding then it can make for an impossible workplace. The supervisor also needs to make sure the proper training has been given to all employees. If the staff hasn’t received the proper training techniques, the job can and will be frustrating. It goes around full circle that if the supervisor doesn’t give the employee proper training, it causes the employee to not get the job done right. This makes for the supervisor to get upset, because the job isn’t done right and in turn to get upset with the employee. The other 20 percent of the employees that I don’t feel would be the supervisor’s responsibility for the dissatisfaction, is because there are people that

A good manager is always organized. They gave a well-crafted plan on what need to be done and when to be done. They understand the goals of the business and do what it takes to achieve these goals. They do not things go astray from what they have planned unless it is for the better. At their position, they are in a

Many people believe they can either be a good or great manager. The actual reality to this is some people are actually not fit to be a manager either because they do not know what to do or because they do not know how to handle themselves. Throughout this paper, management styles will be discussed, and the qualities of a good manager.

An effective manager should focus on the overall objective and prepare for the future. They also need to consider any minor issues that arise because the little things could help the overall objective. An effective manager cannot sit back and manage employees from an office.