Creating a Positive Work Environment

Any organization’s growth and goal-achievement depend heavily on its human resource management. All departments should play a part in providing support for the workers. This paper addresses my top priorities as a manager for fostering a supportive workplace. The employee motivation tactics are described in part.

Listening. For a manager to effectively carry out their duties, they must be aware of the important concerns within the firm (Schein 3). Before making judgments, I will always give my subordinates a chance to speak with me and share their opinions on the matter at hand. The choice of this technique was informed by the need to enhance a sense of belonging and make employees more committed.

Observation. The organization may be too large for me to obtain the insights of every employer. Therefore, I will supplement what I hear with observation. This technique gives one an opportunity to obtain first-hand information on what is taking place (Cornelissen and Joep 16). Observation will help me understand issues that are often ignored but may affect productivity. Solving these issues will create a positive work environment.

Backing of ideas with knowledge. Apart from listening and observing, I will employ my expertise and experience to ensure that I only stick to facts. I will also consult relevant individuals and relevant texts. This technique will help me remain up-to-date on important issues. It will brace me to solve problems more conveniently.

Dealing with each issue conclusively before proceeding. This will have a great impact on clarity and ability of my subordinates to understand me (Schein 5). This technique will be instrumental in avoiding misunderstandings.

Speaking in brief concise sessions. As a manager, one should learn to express themselves within the concentration span of their subordinates. Long lectures are likely to strain my relations with other employees (Alvesson and Stefan 6). This technique will help save time and give employees ample time to complete their various assignments.

Motivational Techniques

Equality. I will ensure that each employee gets the attention they deserve and that each of their issues is addressed to the best of my abilities (Cornelissen and Joep 6). This technique is aimed at giving all the workers a sense of belonging and promotes organizational citizenship.

Empathy. Empathy refers to the creation of emotional awareness between me and my subordinates. I will try to understand the issues that they are willing to open up about. The technique will enable me to solve issues facing employees such as work-life balance.

Setting an example. Positive behavior by the manager motivates employees into replicating the same thus creating a good working environment. I intent to remain honest, be enthusiastic towards performing my duties. The technique will motivate employees to work harder and meet organizational objectives.

Recognizing achievements. Recognition techniques include asking employees to vote for the employee of the month/year, monetary rewards to teams and departments, employee appreciation programs and thanking employees in person for their achievements (Goetsch and Stanley 4). Recognizing achievements is aimed at enhancing organizational citizenship and encouraging employees to achieve more.

Having interest in employees’ professional growth. As a manager, I will engage the employees in their personal growth and support them towards achieving their goals (Cornelissen and Joep 164). I will also look for courses and recommend them to the subordinates, besides guiding them on how to incorporate the knowledge gained in their practice. This technique will help in enhancing their ability to deliver, thus making organizational goals more achievable.

Conclusion

Creating a conducive environment for employees is a rigorous procedure that should involve all individuals in managerial positions. The major targets of the techniques outlined above include promoting organizational citizenship and enhancing the employees’ capabilities to deliver. If these two are achieved, it becomes easier to realize organizational goals.

Works Cited

Alvesson, Mats, and Stefan Sveningsson. Changing organizational culture: Cultural change work in progress. Routledge, 2015.

Cornelissen, Joep, and Joep P. Cornelissen. Corporate communication: A guide to theory and practice. Sage, 2017.

Goetsch, David L., and Stanley B. Davis. Quality management for organizational excellence. Upper Saddle River, NJ: Pearson, 2014.

Schein, Edgar H. Organizational culture and leadership. Vol. 356. John Wiley & Sons, 2006.