Class Discussions

Our last class, we discussed our personal goals in life. I wrote that I want to be both successful and happy with where I am in my life. Although making a lot of money is a personal goal to myself, I find it just as important to be happy and content with what I am doing with my life. Like the saying says, Money does not buy happiness, and I find it extremely important that I am happy with how I am living my life in the future.
We also discussed, if we were a leader, what type of leader we would want to be. Because I am a management major, it is possible one day I may be a manager. It is important to consider what type of manager, or leader I would someday play. I feel that because of my personality, I would be a less strict, controlling manager. Although I would make sure the work is completed, I would try to be an understanding friendly manager.
What type of manager do you think you would be?

In response to Kaitlin Gaglione's Question..

Kaitlin also discussed age discrimination in her blog. She left with the question, Do you think discrimination occurs in your job?

I personally do feel that there is some type of discrimination within my workplace. I do not feel that there is age discrimination because there are people of all ages that work there. However, I do feel that there is gender discrimination. My boss seems to hire a lot more women than men. Out of the 20 servers at the restaurant I work at, there are only 2 men. He is also super critical of the two men also. I also feel that there is discrimination on how people look. I have seen my owner not hire specific people because they looked grungy or trashy.

Age Discrimination

This Tuesday we had a guest speaker again. Although the presentation was quite rushed, the topic she chose was quite interesting. We discussed how age discrimination is a huge issue in workplaces today. She showed us a video where an older man had two separate interviews at the same business, one wearing makeup as an older man and the other as himself, a younger man. It was interesting to see how the interviewers were very stereotypical. The interviewers in the end chose the younger man because they figured that he would stay with the job longer. I guess it is proven that older people switch jobs more often. I found this strange because I would think that a young adult is more likely to switch jobs because they have more opportunities. I also would think the younger man would be less likely to get the job because they would seem less responsible. They have less responsibilities are typically do not have a family.
This issue was also interested me because my father is dealing with a situation similar to this. He was the senior salesman in his work, and made the most sales out of anyone there. He also had been there for almost 11 years. The company had recently hired a new manager, and he wanted to create a new "change". It was found that this change was new, younger employees. My dad, along with several other senior sales reps were fired. My father along with the others are currently suing the company.
In the end, I leave off with the question... who do you think deals with more age discrimination in the workforce, younger or older prospects?

In Response to Devan's Post

In Devan's blog, he discussed what he personally thought a leader was. He then left off with the question, Who in your eyes is a leader and why?

I find a leader to not be anyone in particular, but to be able to grasp and attain many important qualities. In order to be a sufficient leader, you must be good at making decisions, ecspecially on the spot. This can be a difficult skill to grasp, but it is very important to be confident in your choices. I also feel that it is important for a leader to make risks. Sometimes it necessary to go out of the box and risking failure is very possible. Being able to motivate your employees is also key. By inspiring people to work towards common goals you can create an excellent team. Lastly, I feel that a leader must be able to display important interpersonal skills to gain respect from your employees. Displaying integrity, trust, and loyalty is very important. By gaining a relationship with your team members they begin to feel comfortable with you. I feel that these qualitites are all very important in order to be a successful leader

Guest Speaker!

In class yesterday we had a guest speaker come in and speak to our class. She was a candidate who has applied for a faculty position in the Management Department at Keene State College. I very much enjoyed this presentation because it was interesting to see a young adult such as herself succeeding in the management field. She talked about the many job opportunities that are here in New Hampshire. She also continued to discuss the different options people choose after college. One professor in the audience shared with the class that it is now looked upon as a positive aspect for young adults just out of college to travel. I found this very inspiring because I myself would like to leave New England for a period of time after college. I find it important to enjoy your life and see what else is out there while you are still young. However, I was a bit discouraged about doing it because of how it would appear on a resume. This was definitely a positive aspect of the presentation because there are many different places I would like to explore after college

In reponse to Kaitlin Gaglione's question

Do you believe the hot and cold game was a good example of how it could motivate someone to want to find an object, or work harder at work? Why or why not.

After doing the hot and cold activity in class, I definitely thought it was a good example of how it could motivate someone to want to find an object and work harder at work. The difference between the negative and positive feedback portrayed examples of how someone would react differently to these types of feedback. When given only the negative feedback, it was much harder for the student to find the object. It seemed to more so discourage the student than make him want to continue searching for it. It also took this student much longer to find. The student who received both the positive and negative feedback, reacted much differently. She seemed more confident and motivated to find the object. She found the object much faster also.
From this activity, I learned that in order to motivate someone, or your employees especially, you must give them positive feedback. Positive feedback gives the individual confidence and a wanting to continue to work hard and succeed. Negative feedback is important too, however the combination of both makes the overall impression.

Leadership through the Eyes of Followers

After reading chapter 13, I came across an interesting topic. There is a recent perspective found where leadership experts experts focus on how leaders are now seen through the eyes of followers. There are three main approaches. These approaches are known as transformational leadership, Charismatic leadership, and Attribution and leadership theory. Transformational leadership refers to the set of abilities that allows the leader to recognize the need for change. It is a way to create a vision to guide that change. It then is important to execute the change effectively. Another approach is charismatic leadership. This is a type of influence based on the leader's charisma, or ones positive attributes. Lastly, the attribution theory is when applied to leadership, holds that when behaviors are observed in a context associated with leadership, other may also attribute varying levels of leadership ability or power to the person displaying those behaviors. I personally feel that charismatic leadership is the most important approach. Having strong interpersonal attraction helps your employees feel very comfortable and accepting. With strong charisma your employees will feel much closer and understanding. With this, I leave off asking, what approach do you find most effective?

Response to Bridget's Question

Bridgets Question was: Which of the four alternative work arrangements do you find appealing?

I found that the work arrangement flexible work schedules is most appealing to me. This is very appealing to me because I could work the same hours but work around my everyday needs. If I had something specific planned I could work around that. If I had an appointment it wouldn't be difficult to work around that and take the time off. If I wanted to go out the night before, I could come in later in the day. Also if I had a lot of homework and had to stay up late I again could go in late. These are all situations that people deal with everyday and it can be difficult to take the time off or work around. With a flexible work schedule it would be easy to do your everyday plans and also get to work and get the job done.

Enriching Jobs at Standard Decoy

I found this case to be very interesting. Enriching Jobs at Standard Decoy was about improving and motivating the employees at a specific company. Standard Decoy was a company that made traditional wood hunting decoys for years. Although they definitely made profit and it was a fairly successful business, the employees seemed happy yet bored and not completely satisfied. The owner's grandson, Alcorn, decided there needed to be a change. After surveys and talking to the employees, he came up with a new approach. He decided job rotation. However, this was not successful because no one could master their new jobs. Finally, Alcorn came up with a completely new approach. This was to create a brand new program, called Odd Ducks. Workers were still responsile for producing the usual numer of ducks, ut they were now allowed to use company tools and materials any time they wanted to work on their own projects. Employees were now creating their own ducks, in different shapes and styles.
I found the Odd Ducks program to be an excellent idea. This seemed to be successful because the employees were more than just workers on an assembly line. They were now personalizing their work. They were being creative and actually enjoying their job. This definitely motivated the employees because they now felt that they were making a difference in the company.

In response to Brent Clark's Question..

Brents question was:
Should that workplace have just one boss that either communicates well but doesn't push you or one boss that is horrible at communicating and expects more from you? Or do these two bosses make a good team with the "good cop bad cop" type of communicating?

I personally think that having two bosses with separate qualities makes an excellent team. Having the good cop bad cop balances out the workplace to make a good environment. Both qualities are very necessary in the workplace, however it is difficult to produce both attributes into one manager. At the restaurant I work at, there are two owners who are very different. One is very strict, and deals with the the internal drama and employees. The other manager is very nice and friendly and easy to talk to. The employees respect both managers in different way.

Case Study "No More Dawdling over Dishes"

I found the case "No more dawdling over dishes" to be a perfect example of how to motivate slacking employees to work harder. Andy Davis, owner of a prestige restaurant, found that his dishwasher Eddie Munz was a bit of a slacker. He was very slow, seemingly because he was being paid by the hour and wanted longer shifts in order to make more money. Eddie, only making four dollars an hour, was extending his part time job as long as possible. After Andy Davis realized this observation, he came up with an excellent system to both motivate Eddie Munz. Andy wanted to get Eddie to do his work faster, in order to get out of there early. Seeing that Eddie on average was making abut 28 dollars a shift, Andy made a negotiation. He told Eddie to work as fast as he could, and get out as early as possible after the last customer had left, and would still make the 28 dollars even if that added out to be more than 4 dollars an hour.

Andy definitely portrayed elements of total quality management and performance management. By putting up the sign "Eddie's Goal for a Record Time", Andy was motivating Eddie by making it almost some sort of contest. This way, Eddie would continuously work harder to exceed each week. This was a great way to motivate Eddie. Although these were excellent methods, Davis could have maybe used a different approach. Eddie, knowing that he is making the same amount of money either way, may work faster but could be motivated even more. Maybe give him some sort of incentive, just a dollar for if he gets out by a certain time or so forth.

What other methods to feel could motivate an employee to work faster?

In Response to Akayla's Question..

With the new technologies that we have today, text messaging and instant messaging, how can some of the messages be easily misinterpreted by the receivers? Have you ever misinterpreted a text message/instant message?

Text messaging, instant messaging, and email are new common sources of communication. However, these type of messages can be easily misinterpreted. For example, sarcasm is very commonly misinterpreted. Making a playful joke, too could be misread. Text messaging can be a very abused form of communication. Once it is misinterpreted, the receiver may not know what to respond to the sender. There have definitely been times where I have misinterpreted a text message or instant message. Talking to someone in person is much more personable and easier to understand. This way, you can understand what they are feeling or saying by gestures or facial expressions.

Case Study: Heading Off a Permanent Misunderstanding

After reading the Case study Heading off a Permanent Misunderstanding, I learned a lot. Mindy Martin made a lot of assumptions that she shouldn't have. She came to many presumptions about Al Sharp that were unnecessary. In reality, the two were actually good friends and Al Sharp was just doing his job by being a manager. I feel that it was very important for William Attridge intervene. This way, Mindy finally had a chance to share her feelings and Al Sharp then finally understood what was going on. I feel that these sources of misunderstandings a very common in the workplace. There are always presumptions made about someone especially between employees and managers. Talking things out and discussing the problem is definitely helpful, and most likely ends up being a different circumstance.

Have you ever been in a situation where you have assumed something about another coworker?

In response to Bridget's Question

Have you ever had a job where communication was an issue?

My answer to this question is yes. At one of my jobs I actually have had an issue with my boss, along with many other employees. He lacks many communication skills which is why I think his employees have lost respect for him. When he feels something is going wrong he does not kindly approach you, but yells at you, rolls his eyes, or makes you feel like you are a complete idiot. He fails at listening to others because he usually thinks he is always right. By having this attitude, he does not understand or feel for his employees. It is important to listen to your employees and get their feedback in certain situations. Having a boss who is self centered and stubborn only ends up with employees who do not respect you. In the end, when your employees do not respect you, they are less likely to work hard for the company and fulfill their needs.

Rewarding Teams

Last class we thoroughly discussed what teams should be rewarded for and the different types of rewards they should receive. Rewarding your employees is a great way to motivate them to work harder and continue the good job they have been doing. There are many things that teams should be rewarded for. Progress, cooperation, and failing less are definitely important behaviors that should be rewarded. Failing less, is especially important because many managers do not acknoledge this. If an employee is still failing, but improving, give them credit for showing the effort. When a team tries new things, and brings something new to the company, this is an important behavior to give an incentive to. Saving money for the company is also very important.
There are two types of rewards. One, is a monetary reward system. This consists of gain sharing system, team bonus plans, or a skill based pay. On the other hand, a non-monetary reward is a more personal way of rewarding the employee or team. This consists of a note from the CEO article in the company newsletter, or any personal incentive to the employee(s). Both types of rewards can be very gratifying.

Which type of reward would you find more graifying? A monetary reward system or a non-monetary reward?

Response to Kaitlin's Question

Do you feel it is easy working in a group with three or four other kids? Do you feel like everyone does the same amount of work?

I personally enjoy working in teams. Having different personalities and view points is definitely useful. This improves the quality of work and a definite amount of increased productivity. Working in teams also makes a project more enjoyable. Having conversations and sharing different ideas brings a project to life rather than working on your own. Although, it is true that sometimes not everyone does the same amount of work. This usually doesn't bother me as long as the job gets done.

Have you ever been in a situation where you felt you were working harder than others in a group?

Chapter 10: Benefits of working in a team

After reading chapter 10, I found that there are actually a lot of positive benefits in working in a team. These benefits are employee benefits, reduced costs, enhanced performance, and organizational enhancements. Teams can actually benefit the organization itself by a benefit known as organizational enhancements. This includes a increase in innovation and new ideas. It involves creativity and a lot of flexibility. When team members realize that they are making a difference in the organization, they are more likely to work harder. Another benefit is known as reduced costs. When working in a team, employees are less likely to make mistakes and this leads to significant cost reduction. This is definitely beneficial for the company. Organizational Enhancements include increased innovation and flexibility. The use of teams can actually eliminate redundant layers of bureaucracy and flatten the hierarchy in large organizations. Lastly, employee benefits are definitely positive additions to working in a team. Teams can actually provide a sense of self control, dignity, and a sense of self worth. Working in a team can definitely benefit both the organization and the employee.

Have you ever worked in a team? What advantages did you find from doing so?

Response to Kaitlin's Post

After reading Kaitlin's blog, she left off with the question... Have you ever had a job where the commitment was noticeable and everyone around you tended to have a good attitude? What made it so enjoyable?
For four years I worked at my dad's work, Nerac, a fairly large research business in our town. The company did a lot for the employees which made the job very enjoyable. Their were potlucks, buffets, holiday parties, and all sorts of festivities for the employees. They would have made up holidays like "bring your pet to work day" etc. Nerac would also give out UCONN tickets and have all sorts of lotteries and prizes. There was always something to look forward to. These type of gatherings really kept the employees motivated and looking forward to coming into work. It also helped gain relationships within the workplace. Also, as for me as an intern I made pretty good pay for someone my age at the time. This was obviously an excellent incentive to work hard for the company. Overall, I had a really positive attitude about working for the business.

Differing Perceptions at Clarkston Industries

When reading the case Differing Perceptions at Clarkston Industries, brought me onto the topic of how much people stereotype. Jack, having a bad past, came out of jail and started working for Clarkston Industries. Not only did he make a lot of friends, but had been doing very well at the company. When word finally got out about his past in jail, people made a lot of assumptions about Jack. People immediately assumed he was a thief after some of the employee's personal items were stolen. Not only did no one have any idea what Jack actually went to jail for, but they stereotyped him as a bad person and kept their distance.
I personally know someone that has been in a very similar situation as this. He had a similar past and came out clean. He started his new career at an accounting firm because the manager believed in him. Although I'm sure many people made their judgments, he proved them wrong as being the top salesman in the department. Not only that but he made a lot of friends and was liked by everybody. After this experience, I have learned it isn't right to judge people, especially from their past. People can change their lives around and they deserve second chances. Stereotypes are usually very wrong and can be unfair. What are your thoughts on this topic? Is it Okay to stereotype Jack?

Response to Kevin's Question

In Kevin Polley's last blog, he stated a question having to do with the case about Shauna and her father's heart attack. I agree with Kevin in the fact that Shauna should definitely be excused her leaving work unexpectedly because of her father's heart attack. Not only is the reason excusable, but Shauna has a record of being a very reliable employee. Mr. Hamid respected her because she was a very hard worker and was never late or missed work. For him to call her unreliable is completely out of line. Although he is from a different culture, I feel that is irrelevant in this situation. He clearly is showing no compassion or sympathy for his employee. I think that he should put himself in her position, and Im sure he would have made the same choice Shauna did.

Personality in the organizations..

After reading Chapter three, I learned how important personality matters in the workforce. As the book states, personality is the relatively stable set of psychological attributes that distinguish one person from another. Personality stems from both our parents and environmental factors. This is where the whole nature nurture question comes into play. I find this debate very interesting because you always wonder, why are we who we are today?
The book also seems to go into something called the "Big Five" Personality Traits. Although there are hundreds of different personality traits, there are five fundamental traits that are relevant to the business world. These five traits are known as agreeableness, conscientiousness, negative emotionality, extraversion, and openness. Agreeableness has to do with how you get along with others. This is very important in the workforce in order to make good relationships with your employees and coworkers. Conscientiousness is the number of goals that a person focuses. People who are more conscientiousness are usually more motivated and perform better. Negative emotionality is a trait that is characterized by moodiness and insecurity. It is important to have litle negative emotionality so one can handle stress and tension. Extraversion is important because it refers to how comfortable someone can be in certain relationships. This has to do with being social and being able to relate to other people. Lastly, openness refers to being able to share new ideas and speak honestly to a group. I think all 5 of these are very important. What traits to find most important to have in the workplace?

Response to Brianna Callahan's Blog

After reading Brianna's blog, she stated a question asking what I think it would be like to work for someone like Mr. Hamid. Although he did come from a completely different cultural background with different views and ideas, I think it would be very difficult. He clearly did not put himself in Shauna's shoes when her father had a heart attack. Mr. Hamid does not seem to be understanding of the fact that he comes from a completely different culture. He needs to realize that he is crossing the line by firing Shauna and was also offending her in many ways. I think his style of managing was completley unprofessional and he needs to be more aware of his employees' culture.

Diversity

Chapter two discusses in great detail about diversity. This is a very popular topic in the business world. It discusses the dimensions of diversity. The primary dimension are those factors that are either inborn or exert extraordinary influence on early socialization. Such as age, race, ethnicity, gender, physical and mental abilities. There is also a dimension known as secondary dimensions of diversity. This includes factors that matter to us as individuals and that to some extent define us to how others perceive us. This can include educational background, geographical location, income, martial status, and military experience. Workforce diversity has to do with the similarities and differences between members in a business or organization. I feel that diversity in the workplace has lead to many problems in the business world. Stereotypes especially has been a well known problem. Many managers or owners have made generalizations about people due to their differences when hiring or even firing their employees. I think that sometimes managers make stereotypes unconsciously even when they do not mean to. When managers tend to treat their employees differently due to their own differences, it can lead to many problems in the workplace. With that said, Why do u think organizations need to be interested in managing diversity?

Response to Bridgets question

Do you agree that the key to managerial success is to understand the human behavior at work? Why or why not?

I definitely agree that the key to managerial success is to understand the human behavior at work. Knowing how to grasp your employees and reach out to them is very important. Inspiring and motivating the employees in very necessary in creating a relationship between the manager and the employee. By giving positive feedback and praising your employees the manager gains respect. When respecting their manager, the employees actually want to work their hardest and make their workplace a positive environment.

Important manangerial skills

Chapter one discusses the roles and skills that are necessary for success in an organization. There are many important skills that one must acquire in order to be a successful manager. Technical, Interpersonal, conceptual, and diagnostic skills are the four important types of skills to have. Technical skills are the skills necessary to accomplish specific tasks within the organization. Interpersonal skills are used to communicate, understand, and motivate individual skills. Conceptual skills are used to think in abstract. Lastly, diagnostic skills are used in order to understand cause-and effect relationships and to recognize the optimal solutions to problems.
I definitely agree that these skills are all very necessary in order to be a successful manager. Although some skills may be more important depending on the field you are in, overall I feel that the combination of all four are very important to acquire. Having technical skills are important when knowing the operations of the actual organization. However, interpersonal skills are key when connecting with your employees. I find this skill especially important because it focuses on the communication between the manager and his or her employees. The connection between the employee and the manager is very important. The employee is more likely to strive to work harder and respect their manager if he or she has a personable qualities and a strong personality.

What skills do you find to be most important to acquire as a manager?