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Managers and Subordinates Interaction Essay

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Updated: Aug 20th, 2019

It is the responsibility of managers (in an organisation) to create mutual respect and trust with subordinates. Managers ought to interact directly with subordinates. This enables them know how subordinates feel when designated certain work and responsibilities in the organisation.

This is because they will share freely the challenges in the workplace. Furthermore, the organisation should embrace collaborative team efforts, which make all employees work together in harmony.

All managers should have an elevator speech to give other employees in the organisation every morning before beginning schedule. They should communicate this message in a bid to boost the working morale of employees.

Managers should create allies who will be vital points of influence to others, in the organisation. In addition, top management has to prepare financial gains and targets for their employees in order to increase enthusiasm in the task to be performed.

Managers should inhibit good behaviour that will heighten the motivational perspective of their subjects. The extra role or behaviour can be passed down to subordinates to give them the urge to be successful and rise in the job title.

As a result, most employees will work hard to ensure that the organisation meets its goals and mission. The employees should uphold the commitment of both organisation and profession.

By realising these two commitments, employees will work with comfort towards achieving any set goals.

Managers should encourage employees to identify themselves with the goals and objectives of the organisation. Employees should at all time hold pride and defend the organisation’s mission and values. The manager should also encourage long term membership for the employees.

This loyalty program should have benefits such as retirement pension, life time health insurance among others. This is very crucial for the success of any organization. Long term membership can also be achieved through positive exchanges between the organisation and employees.

Whenever individuals become dissatisfied with the organisation, the employee will continue to stick with the organisation due to the mutual and beneficial relationship built between them. In addition, managers should use two most appropriate strategies for building commitment.

These approaches are; control approach, where the human resource minimises direct labour by enforcing compliance to all employees through specified rules and procedures for each task. The department should also have a reward system for the best performing employees.

The second approach is a commitment approach, where the human resource department forges a psychological link between organisational goals and employees’ personal goals.

The environment at the workplace should be conducive and favourable for employees’ productivity. Managers should ensure that the policies put up by the organisation holds employees accountable to the success of the organisation.

They should enforce basic rules that do not push employees over the edge, or make it hostile for them to work. Managers should also promote efficiency in task management through intrinsic and extrinsic task motivation.

In conclusion, a manager should demonstrate high levels of commitment towards the employees’ efforts as well as acknowledge them. Employees will always follow the steps of the manager. This makes them a role model in the working environment.

With exemplary leadership, employees will always stay committed to the organisation. This magnifies the output of the employees in terms of performance. Managers should hold appraisal for the most hardworking employees to increase competition and efficiency in the work place.

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IvyPanda. 2019. "Managers and Subordinates Interaction." August 20, 2019. https://ivypanda.com/essays/organizational-commitment-2/.

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