Obtaining organizational goals

Junior (College 3rd year) ・Business ・APA ・2 Sources

In order to accomplish the intended organizational objectives and goals through the efficient and effective use of available resources, management is the process of encouraging people to work cooperatively. To achieve the common organizational goals and objectives, managers coordinate group and individual efforts. There is a need for integration and distribution of responsibilities because most supervisors have more work than a single employee can typically handle (McGough, 2013). To increase organizational outcomes, a manager must be able to infuse their team with energy, focus, creativity, discipline, motivation, and fresh ideas.
The complicated nature of management necessitates that the manager be aware of his or her obligations. After researching management ideas and characteristics, I have learned important qualities that a good manager should possess to guarantee the success of an organization. An exceptional manager selectively reveals his weaknesses to enable employees to see that he’s approachable. Doing so helps galvanize commitment and builds trust in the workplace. Secondly, a good manager heavily relies on intuition to gauge the proper timing of his actions. A manager should also manage his subordinates with tough empathy so that he provides employees with what they need and not what they want (McGough, 2013). Exceptional managers also need to be unique about themselves to signal separateness and to create a social distance from the employees which in turns motivates the workforce to perform better. These are among the qualities I have gained from the class that makes viable to serve as anyone’s manager.
The success of an organization depends on management style. An exceptional manager should manage people through people. Given any setting to manage, I would first embrace an effective communication because communication plays an integral role in the operation and management of any organizational setting. Allowing open communication would enable employees to share their ideas, thoughts, and grievances promptly. The organization also need the clear vision and planning to give employees direction that they need to follow. The organization must also have a clear structure for conflict management. Furthermore, as a manager, it’s critical to have faith on employees and engage them in decision-making since doing so helps in employee motivation. It’s also important to embrace diversity where employees’ values, spirituality, identity, and characters are respected (Cafferky, 2012). Thinking strategically is also important as it will enable the organization to identify emerging opportunities and anticipate major shifts in the market to gain competitive advantage.
Various processes can ensure the success of an organization. Since mort problems arise from poor communication, I would establish a clear communication structure to improve reporting of problems and grievances. Training and development is also part of communication to improve employees’ skills. I would also establish flexible work processes to motivate employees. Furthermore, I would also avail necessary resources to encourage learning, creativity, and innovation.
Establishing and maintaining a good relationship with employees is integral to a positive work environment. An exceptional manager must also encourage the development of a good relationship between employees. Fostering a positive relationship in the workplace encompasses the creation of a strong mission statement, practicing constant and effective communication, setting clear expectations and providing timely response to employee concerns or issues and recognizing positive work behavior.
In conclusion, the success of an organization depends on manager’s actions. An exceptional manager should create a working environment that is accommodative to all. Communication, planning, vision, and expectations play an integral role in the success or organizations; therefore, they must be clear and precise. Managers must have faith in employees and develop an atmosphere that improves human relations to enable an organization realizes its goal and objectives.


Cafferky, M. E. (2012). Management: A faith based perspective. Boston, MA: Pearson.
McGough, G. (2013). The Engaging Manager: The Joy of Management and Being ManagedThe Engaging Manager: The Joy of Management and Being Managed. Nursing Management, 20(2), 9-9. doi:10.7748/nm2013.

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