People In Organisation Competitive World

Question:- The reflective journal provides you with the opportunity to reflect on your learning in this subject and its applicability to you as a manager and/or leader? Answer:- Within an organization, people are one of the most important parts that help in making the organization successful in this competitive world. Groom and Fritz (2012) commented on the fact that a strong, well trained, well cultured and organized people within the organization increases the productivity as well as motivates other people and them for working successfully in order to get successful results. I, being a manager had to undergo through some practical situations within the organization that helped me to gather knowledge and understanding of my capabilities that enabled me to become a better manager. Being in the managerial position, I came to understand the importance of keeping a healthy communication between the employees, workers as well as with my co managers (Mortimore, 2014). Currently, I am in charge of my department where 15 employees are working under me including my assistant manager. I am currently following the downward communication style, where the flow of communication is from the top level to the lower levels. While following this unidirectional downward communication style, I have failed to understand the problems of the employees that they are facing with while following the orders. In addition to this, according to Galata and Pietrzyk (2012) the genuine problems of the employees are overlooked that is leading to the dissatisfaction and discontentment of the employees. This communication style created the communication gaps between me and my employees which lead to less productivity as well as low motivational levels. But, I likely need to modify this style of communication and introduce upward communication along with the existing communication style within this year. According to Lee (2014) this will definitely bring positivity within the department and hence will fill up the gaps between me and my employees to a certain extent. In addition to this, upward communication also helps the employees in giving suggestions which make them feel important and this result in increase in motivation as well as increase in productivity. Though this communication styles have some pros but the cons of it is that this may cause ego problems among the higher levels that I have seen among my seniors. So, keeping this style for some time, further modification of communication styles need to be done. I will preferably adopt Diagonal or multi-directional communication style within five years time. This is because; this communication style is a combination of all the three communication styles- upward, downward and h orizontal communications. According to Van Long et al. (2014), this will give a better feedback at all levels and will promote understanding, motivation and will give a sense of involvement to all the people irrespective of all levels. These different phases of communication styles adopted at different gaps will definitely help in improving and enhancing my communication skills with my employees that will help to become a successful manager in the long run (Gentry, 2012). I believe that with the growth of the organization, the employees of the organization including the managers also grows. To make an organization successful, the managers as well as its employees also need to be successful in achieving the goals of the organization. Currently, I am an Autocratic manager where I am the sole decision maker within my department. According to Augustsson and Bostrm (2012), the problems that I am currently facing is that, this is leading to the dissatisfaction and lack of motivation among the employees. I am overlooking the genuine problems that the employees are facing while carrying out my orders in work. This method is also not allowing the flow of fresh ideas within the department that may make the work flow easier than the current working flow. Daft and Marcic (2014) had an opinion that the lack in self motivation among the employees leads to the dissatisfaction in the work which ultimately leads to the low productivity and low level of success to the organization. With the course of time, I would likely adopt participative as well as transactional leadership models for becoming a successful leader that will help me in understanding my attitude towards work and managing people. Sethuraman and Suresh (2014) had a view that participative leadership helps in motivating the employees as because they actively take part in the decision making procedure. Moreover, I believe that, the responsibility of the employees is also increased and they feel important to consider them as an important and essential part of the organization. Through this, the morals of the employees increases which also makes the flow easier and productive. This ultimately helps me to become a good leader. In addition to this, Singh et al. (2012) had commented on the fact that, the transactional leadership that I am also planning to implement will help me to become a successful leader. This is because; this managerial style will provide rewards to the employees who will succeed in fulfillment of the goals and punishment to those employees who will fail to do so. Baldoni (2012) had a view that this approach will self motivate the employees to work hard for getting rewards and appraisals from the manager and will tend to complete their tasks and set goals as soon as possible with successful results. The employees receiving the rewards will feel important and recognized within the organization will also tend to work more enthusiastically for bringing success to them as well to the organization. Vijayavalsalan (2012) commented on the fact that This will help to make me a good manager among my employees who will not only motivate them to work better but also will reward them for their success as well as take their opinions regarding making decisions. So, bringing these approaches of leadership, it will make the workplace better and will surely improve the relationship between me and my employees. While doing this reflective report, I came across my working experiences that I am currently going through. I have learnt a lot of things that lead to problems within the workplace and between the employees and me. For rectification of these flaws, many approaches of communication and leadership are adopted that will be helping to improve the working conditions and will also assist me in becoming a successful manager. Reference List Books Daft, R. and Marcic, D. (2014)Building management skills, Mason, Ohio: South-Western Cengage Learning Mortimore, P. (2014) The Road to Improvement, Hoboken: Taylor and Francis Baldoni, J. (2012) Lead with purpose, New York: AMACOM Gentry, J. (2012)Understanding leadership's role with employee engagement, Emmitsburg, MD: National Fire Academy Groom, S. and Fritz, J. (2012)Communication ethics and crisis, Madison: Fairleigh Dickinson University Press Journals Augustsson, G.. and Bostrm, L. (2012) A theoretical Framework about Leadership perspectives and Leadership styles in the Didactic Room,Internal Journal on Human Resource, 2(4), pp. 48-62 Galata, S. and Pietrzyk, U. (2012) The moral aspect of the effectiveness and the efficiency of the comportment of people in the organization, Journal on management, (11), pp.127-136 Lee, Y. (2014) Communication within the organization effects on job involvement perceived by a social welfare government officer,Journal of community welfare, 49(2), pp. 54-92 Singh, P., Nadim, A. and Ezzedeen, S. (2012) Leadership styles and gender: An extension, Journal on Leadership Studies, 5(4), pp.6-19 Van Long, N., Soubeyran, A. and Soubeyran, R. (2014) Knowledge accumulation within an organization,International Economic Review, 55(4), pp.1089-1128 Vijayavalsalan, B. (2012) Verbal Non-Verbal Intercultural Communication Styles Influence on Learning, Global Journal for Research Analysis, 3(5), pp.52-55 Sethuraman, K. and Suresh, J. (2014) Effective Leadership Styles,International Business Research, 7(9), pp. 23-36