Management Sample Essay on My mentor’s organization

My mentor’s organization

He owns a business that deals with construction. From the interview that I conducted on him, he revealed that being a business owner requires one to have entrepreneurial skills that will help him or her make the right decisions during different situations. The main reason he attributes to this trait for anyone who wishes to start a business is because, owners of businesses make decisions solely. This means that they act as the managers of their jobs, so nay misleading decision made will be impacted on the poor performance that the business is likely to have.  The organization employs workers who at the first place have some interest, experience and skills in construction activities. The employees have to be driven with determination and this helps him achieve most of the objectives he sets for his business.

 Customers who wish to engage in contracts with him contact him and his is to give directions to the employees he sends to work on the respective project. Each department in the company deals with specific activities and all are meant to complement the rest of the activities that all departments engage in. specifically, he works in the construction management department being the manager. The department manages resources for constructing buildings. Transporting these materials is taken care of by the manager. Whenever there are shortages of materials, the manager orders for more and knows how they will reach the respective site for the project being undertaken to ensure that the construction work will not stop.

If my learning team members were to be employees in the mentor’s department, the manager would require to handle the different types of behavior they have to bring better results to his business. This would be achieved if they are motivated. This will lead to their performance increasing, which will bring more earning s to the company (Luthans, 2005). For instance, the manager would ensure that the employees occupy the positions that they best fit according to the profiles that they have. This will make them earn some job satisfaction and this will be reflected in the yields increasing, meaning that they are satisfied with working in the company. Sources of motivation for the employees would be giving them good rewards after they work, providing them with the right tools of work, ensuring that they are safe in the work place, providing them with lunch and keeping a good relationship with them.

 Since they have different profiles, the manager would choose the best method to satisfy and motivate them. A regular communication with them, for instance through meetings to get their grievances as well as to give feedback to the grievances they forward would establish a very good connection between the manger and the employees (Schermerhorn, 2012). This would ensure that the employees’ welfare is taken care of and thus are satisfied with the organization as well as their jobs. This would yields good performance because they will be motivated to work harder. In addition to this, the employees will be able to report some of the conflicts that arise among themselves. For instance, those that are aggressive would be able to find an arbitrator, who will help them solve some of the probable conflicts among them and the rest of the employees. Those that need maximum help while they are at work will not fear to ask of any help from the manager when they face a challenge because of the intimacy they share.

There exists differences in attitudes, emotions, personalities, and values among my learning team members. When it comes to attitude, some of the members find it hard to accept problems to be part of their lives, thus will avoid risky activities while they are at work. Others will courageously engage in risky activities to find solutions to the existing problems. Others will only try out solutions to various problems once or twice and when they do not work, they will give up. On the contrary, there are others that will be persistent to finding solutions to problems and will not give up till they get a remedy. Emotionally, some fear that when they try out things, they might fail thus they will shun from trying any idea while they are at work. Others feel challenged when a problem exists and no on ahead yet provided a solution so they will be motivated to work towards it. In terms of personality and values, some are be dictatorial, others are introverts, others are outspoken and talkative, argumentative, aggressive, authoritative and others are team players in all the aspects of their job.

These differences could be used to influence good results in the company. For instance those that are risk averse would be assigned with the role of morally supporting the risky people while they engage in the activities they think would help in finding some solutions to the existing problem. The kind of support they would give include providing the risky people with the right tools they require as well as taking notes on the alternatives they may get. This will indirectly and passively engage them in finding the solution. Those that are less persistent and introverts will be assigned with office duties while the persistent, aggressive, authoritative and argumentative will be assigned with field duties. Lastly, those that are dictatorial will be assigned with duties such as making tenders with the suppliers and ensuring that the received orders are in good positions.

References

Luthans, F. (2005). Organizational behavior. Boston: McGraw-Hill.

Schermerhorn, J. R. (2012). Organizational behavior. Hoboken, N.J: Wiley.