Management: Striving To Build Interpersonal Work Ethic In Employees

It is always in a popular store, where there are many patrons nearby; when an apparent loud discussion commences. The discussion seems to be between a store manager, or department manager yelling an demoralizing an employee. Passing customers, only shake their heads in disgust and sorrow for the employee. Has this ever happened to you? I bet it has on one or more occassions.

What would make this manager, do such a thing to an employee? Especially infront of patrons and other empleoyees? Well, there is no really acceptable excuse for any manager, to do this to anyone, in public. Yet it happens every day, and no one complains to the store ownership, nor the store management. What ever happened to "Team Work", or "Respect" for others?  Better Yet, What ever happened to "Self Respect?"

 Companies spend a lot of money, trying to get customers to come in the doors, and purchase goods from them.  It does not seem like the goals of some management personnel, match up with the personnel in the head office, nor the people under them.  It is understandable that some employees lack work ethic.  You know the one's... the people whom come to work late and always out the door before their breaks come or before their shifts are completed. However, even these people do not deserve this type of treatment.

For conversational purposes, we will address the professionalism of managers as "managerial ethic." I am not sure how most of the public feels, but failure to discuss unsavory attitudes or remarks against a given individual, whom works under you is a lacking of that "managerial Ethic".  In fact, I believe that it demeans not the person whom is being "ripped" into, nearly as much as it demeans and demotes the level of respect that manager has for him/her self.

Rolling Up The Sleeves And Identify With Other Employees

A Manager, whom is willing to roll up their sleeves, and work with employees to work through issues, is a ethically based person which is worth following. To many people are placed into positions, which they have not the first clue as to how to gain respect. Yes, some are too young and go on power trips. Yes, some are just wanting to be the "important" one who is the center of attention. They believe if they do not have direct experience, they can demand respect through tactics which use intimidation , or being "hard to please" will compensate for their short falls in the experience department.

People whom are demanding and inflexible are not worth following, in my opinion. However, It is understood that compassion can sometimes be the root of the making of a monster. Having a firm hand, on an issue or set of policies is one thing. However, in my experiences as a business owner and manager I have found that striking an even balance is achievable and should be a goal of every manager. Especially, when there is a lack of direct experience in a business, or project's undertaking.

Working for someone, whom obviously shows they have experiences beyond your own, is easier to follow. Why? Well because you should be aware that they probably will not ask you to do what they would not, or have not done. The exception to this is when you have talents, which may extend past what that manager is capable of doing well, or even capable of doing at all. Even during times when you are asked to perform something, the boss has not done before, their willingness to join you and learn should be awarded respect. It should build respect between both parties, as well as build a foundation to trust and comradship between both employee and manager.

Manager's Have a Tough Job

No mattrer how you percieve your manager, or management teams, they have a difficult job. They have to balance the demands of the owenrship, the Board of Directors, or whom ever is above them.  They have to achieve goals, which at times can be most difficult to do with the resources afforded them.  But their willingness to adjust the responsibility of managing people under them, to achieve the goals of the business can not be compromised.

Recognizing talents of those under you, as a manager and allowing those talents to shine through, can mean the difference between doing a job, and doing a job well beyond expectations of your supervisors.  In addition, it can build bonds of trust and loyalty which will  probably be tested later on.  Disciplining underlings, in public will undermine any efforts in obtaining the respect, your position should be allowed to have.  Showing of tempers, in the open floor for viewing of your underlings and the public, may cause your entire business to suffer.

In closing , if you are managing people,  you may well benefit by encouraging those under you, to show off their talents which are in line of the project(s) at hand.  Hold your tempers and temper your resolve to handle negativeness in the privacy of your office or in the back room. Roll up your sleeves and show those under you that you are not above learning something new, or doing the job yourself.  By doing this, you may well find that projects get done faster, with less effort, and probably far beyond what is being requested.

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