Essay on Managing Individual Behavior: Bringing Out the Best in People

3.1a An effective manager need to have good communication skills, be able to listen to others and to make decisions based on the information received. As a manager I need to be organised and be able to prioritise my tasks, and have the knowledge of the service, staff and clients to be able to make appropriate choices. . Managers need to be able to think clearly under pressure have good time management skills and remain calm under pressure. Managers also need to be confident and assertive to run the service and be able to monitor the service. They also need to praise staff when appropriate and be adaptable to what is happening within the service.

True False 43. Henry Mintzberg discovered that managers typically devote large blocks of time to planning. True False 44. Managers with high levels of skill mastery tend to have better subunit performance and employee morale than managers with lower levels of skill mastery. True False 45. At its core, management is about dealing effectively with people. True False 46. According to recent research, effective female and male managers have significantly different skill profiles. True False 47. The successful 21st century manager shares access to power and key information. True False 48. A successful 21st century manager views people as a potential problem. True False

The modern workplace is quite different than before and it requires multiple skills set to make a effective decision and become a successful. Technology has shaped the world in different ways, and our society has been changing rapidly through the innovation, economic development, education, and information. I believe to be a successful person in this world, one should have strong knowledge in interpersonal skill, critical thinking, leadership quality, communication-presentation, research and analysis. These qualities and skills are essential in terms of making a difference within a personality, and producing a positive outcome, and we can develop these skills through daily practices in our work environment.

| The Wilson managerial skills research yields the lesson that dealing effectively with people is what management is all about.

The key components to developing effective Reward Strategy is to ensure that there are clearly defined goals to meet business objectives, that the reward programme meets the needs of both the organisation and its employees, and to ensure that this is then supported by effective HR policies. In order to ensure these criteria are met there are a number of factors which influence how reward strategy is developed which include both internal factors within the organisation itself, as well as external factors outside the organisation.

A motivated workforce can be a significant success when employees are motivated to work at a higher levels of productivity. Also this means the whole organization is more effective at reaching it’s goals. Rewards can be a positive outcome when it comes to boosting your organizations self-confidence and higher employee satisfaction. Having a reward system can always be a good outcomes because this shows how much your workers are willing to work to achieving a goal in order to receive something in return. This not only gets things done but brings out another side of your organizations as a whole.

Through these leadership skills a manager can create an environment that encourages staff to behave in a mature way, express creativity and enable participation in decision making processes. This will increase job satisfaction, staff retention and productivity.

(Chapter 5) “Fundamental Management Skills”. Using each of the seven management skills, discuss in three or more sentences for each of the seven skills, how a manager might find a way to develop each of

Effective managers must display many different skills, fill multiple rolls, and fulfill multiple functions. These skills and abilities all work together to allow a manager to be a successful leader. Three skills great managers possess are technical skills, conceptual skills, and human skills (Kinicki & Williams, 2012). In my opinion, I have excellent technical skills, and I have very good human skills, but conceptual skills would be the skill which describes me most effectively.

Reward Management (RM) has been defined as the distribution of monetary and non-monetary rewards to employees in an effort to align the interests of the employees, the organisation, and its shareholders (O’Neil, 1998). In addition O’Neil (1998) also suggests that a RM system can serve the purpose of attracting prospective job applicants, retaining valuable employees, motivating employees, ensuring legal requirements relating to direct and indirect rewards are not violated, assisting the company in achieving human resource and business objectives, and ultimately assisting the organisation in obtaining a competitive advantage.

Reward is a vital part of Performance Management. Two of the purposes of Rewards are:

Reward Power “reflects the manager’s formal authority to extend both rewards and punishments to subordinates” (More, Vito, Walsh, 2012 p. 272). While normally pay increases are not available for use as rewards, other types of ‘rewards’ such as giving awards or praising accomplishments, changing assignments that would better suit an officer and it can be used as a motivational tool also to help with job satisfaction and that will lead to good productivity.

A manager must recognize the employees with knowledge and skills and encourage them to use their abilities. Organization and managers should recognize their successful business which this success depends on human capital and

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.

Being rewarded and recognised for their work or contribution is what keeps an employee motivated to work towards achieving the organisational as well as personal goals. When the employees is motivated by rewards, they will have job satisfaction consequently increasing the productivity of the organisation. It necessitates the need of managers to pay more attention in understanding their employees and come up with suitable types of reward systems for the organisation so that the employees are intrinsically and extrinsically motivated all the time. The hypotheses that I put forward here is to support this statement that effective reward management is critical to