Case Study:
1 . According to our readings, "To employees, managers are the company, and if managers are not able to manage the basics well, it will be extremely difficult to inspire people to meet business goals or live organizational values" (Trevino & Nelson, 2014, Pg. 288). This statement stood out to me essentially because this is very true in any aspect of life; in businesses, in athletics, in the classroom, etc. Leadership stems from the top, and if the managers or coaches or teachers or CEOs are not taking accountability in ones own leadership, then how will the rest of the team be successful. Everyone is basically following the orders of the mangers or leaders, so it is important for these individuals to follow the ethical standards in the organization.
On my small team, I can honestly say that my boss is amazing, and sets every example of how our team should be run in order to be successful. He, no doubt, leads by example. But, one of the greatest things about him is that he too thinks of my coworker and I as leaders as well. He does not put us below him by any means and expects us to act as if we were in charge as well. He says that we are all equal (obviously there are tasks that we aren't allowed to complete) and we are all leaders. I do not think we have standards set particularly, however, he has engrained in us what is right and wrong and how we should/shouldn't act in the professional setting. This is how a manager should act. He is an example setter, but the most important thing to note is that he takes action upon his words. Craig is extremely hardworking, dedicated, and motivated to get the task at hand done efficiently but also with the best quality as well. Throughout my time in the department that I work for, my coworker and I have followed my bosses lead, and I can say that is why we are as successful as we are. If my manager did not walk the talk, I understand that I would not know or realize what it means to be the best example setter that one can be. He pushes me to be the best employee as possible, which is amazing.
Trevino, L., & Nelson, K. (2014). Managing Business Ethics: Straight Talk about How to Do It Right. (6th Ed.). John Wiley & Sons
2. I have seen and dealt with both sides of the spectrum when it comes to managers either doing their job or not. In our text, it states that "A manager's most important responsibility is to bring good people into the organization and then manage in a way that makes those good people want to stay. Effective managers need to be proficient at hiring the best people who fit the organizational culture, evaluating their performance, recognizing and praising excellence, and disciplining or even terminating poor performance" (Trevino & Nelson, 2014, P.291). As managers and leaders in an organization we not only have to set the precedent of what is expected, but we have to know what is expected of ourselves in order to do our job the right way. I agree that in order for any organization to be successful you must hire the right people. Bringing in individuals who want to further their career on top of contributing to making the company great is essential. Managers in an organization are placed into roles because they have strong leadership qualities, they are respected, and they can help make a difference within the company. However, being complacent and not following all the steps in the process can be costly.
My current employers both exhibit and display strong standards that everyone can and will abide by. Not to mention systems are put into place to make sure that everyone is held accountable for their actions, good or bad. It's refreshing to have rules and regulations established, and managers that want to be a part of something other than themselves. For example, at the YMCA strong standards were placed in front of me right out of the gate to make sure I knew what I was getting myself into. Taking on a big role in the company as a Sports Coordinator I would be overseeing and taking care of a lot so I had to make sure that I was ready for the task at hand. With that I had to take a few placement tests, along with harassment, child abuse, CPR, and other assessments to make sure I was competent, qualified and new the layout of what was expected. Not to mention, I was provided with a hundred-page layout of the guidelines and expectations that came with this particular job. The YMCA is very clear on doing things the right way, sticking to the rule book and making sure everyone knows what is expected of them from the ground up. On top of that, higher executives are extremely hands on and provide praise when its needed, and strict discussions as well. The managers care about their line of work and want everyone to be successful in one form or another. As a coach standards and guidelines are set placed in front of me too. I am told what is expected of me as a coach through academics, discipline, winning, and helping young adults with real life situations outside of basketball and baseball. I have a clear understanding of what is expected of me, and with that comes individuals like the Athletic Director, Principle and Vice Principle to check in to make sure I am doing everything the right way. That is how an organization needs to be established; employees need to know their role and not try to be something that they are not, but have managers who are engaged, upfront and follow through on their actions.
Working for such strong and established organizations has not just inspired my work, but has contribute to my success as a leader and manager in my own right. "Managers can be the inspiration for someone to stay with an organization or the impetus for someone to leave" (Trevino & Nelson, 2014, P.307). This statement is extremely true when it comes to manager's effect on what happens within an organization. In some cases, particular managers aren't ready for such a responsibility and crack under the pressure. They aren't able to back up their talking with consistent actions. Both of my employers set a strong precedent and have established management who can walk the walk and talk the talk. It's very important to be able to set standards, and voice your opinion, but it's another thing to act the right way, and exhibit what you are preaching. My managers make it easy for individuals (like myself) to want to stay and work for them for a long time. They understand that what they do is a direct reflect on not just themselves but the company as well. Having a clear understanding that they are the leaders, and people look up to them for advice, or guidance. Making sure that they stick to what they believe in and what they preach help set the standard of expectations. Good managers can help sway people to want to stay; if they are having a good experience and are treated with respect, many employees will want to stay with that company. But if you are working in an organization that doesn't care about setting strong standards, or who they hire or what they believe in then the turnover rate will be quite high.
I pride myself in being not just a manager but a leader as well. This all stems from my current employers and how they have molded me into the person I am today. They both have a clear understanding that their job is to help motivate, and inspire people to want to be great, and it all starts with them. They set the tone with their hard work ethic, strong ethics and standards and not to mention the treatment and respect that they show their customers and employees. Both set the example of what it means to be successful and to maintain strong connections with their staff.
Trevino, L., & Nelson, K. (2014). Managing Business Ethics: Straight Talk about How to Do It Right. (6th Ed.). John Wiley & Sons