when the employees will feel that the compliments received are meaningless. Many leaders think it's more forceful and explicit to say it like it is and simply cut to the chase (Feuer, 2009). This, however, is a mistake because employees response better to command when they understood the reason why a certain tasks is asked of them and how their fulfillment of the request can help align with the overall goal of the team. As Patterson (2011) states, incentives and recognition are purely to get employees' commitment and contribution to the business. Managers’ incentive bonus are based on how effective the team is at reaching the goals set out by the company, therefore it’s important to ensure that the requests that are being made on a day to day basis match with the company’s overall goals. A good initial step of accomplishing objectives through others is to treat people as participants or partners in the process as a part of the solution, not the cause of the problem (Feuer, 2009). Good managers are able to identify the source of the problem, set goals to guide that individual back on track, and lead with meaningful praise and purposeful encouragement (Nickell, 2016). This is what I felt with my current role. I accepted the job offer for a management position even though this wasn’t a field that I was interested in. The weekly touch base sessions with my direct manager and monthly touch base sessions with the 2 | P a g e
ASSIGNMENT 2 3 senior manager really helps provide me with a sense of purpose and motivation. My boss informed me that she
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- Winter '16
- Jean Francis
- Management, Feuer, Nickell, Team Constantly Motivated