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Nice Manager: Critical Analysis of Human Behavior
Chisum Industries has over the past promoted managers from within its ranks. Harry Creighton was a middle manager who was considered by workers as a nice manager. The workers referred to him like this because Harry was always there and willing to assist them with their work. Top managers who included Marcus Chisum were conducting a meeting to discuss whom they would promote for top management positions from amongst the middle managers. Harry was next on their list, and all the top managers seem to agree that he is a good manager, and he has managed to motivate employees and increasing performance levels. Harry also has a good relationship with his employees, which demonstrates his personality. It is clear that Harrys personality trait is agreeableness (Daft, 2013, p. 466).
The top managers feel that Harry is not fully qualified because he does not have the skills to manage employees. He might be a popular manager, but those are not the skills for a top manager. Harry needs to have the ability to say 'No' to his employees and taka a tough stance in some situations. Harry is not seen as a manager, but rather like a co-worker who is always willing to assist and take on responsibilities.
Analysis
The major issue with Harry's is his personality trait. Harry's personality trait is that of agreeableness, which means he can get along with his junior employees (Hudson, Roberts, & Lodi-Smith, 2012). Harry is likable, and this is why the employees describe him as a nice manager. Been always willing to assist the employees and to take over their responsibilities is another feature of an agreeable personality trait. Having a good relationship with his employees allowed Harry to motivate them and influence them to perform better. Harry's personality trait is a hindrance to his promotion to top management. This is because at that level there is no room for softness. There are tough...
In order for him to do this, it is most probable that he immersed himself in their work and offered a helping hand at all times. The employee morale and performance did improve, but Harry did not know how to tear himself from the situation he had created. Harry was not able to manage himself, which resulted in him performing tasks that were not his. Clarity of objectives is what Harry needs the most. Once he can know what he needs to do and the steps to take, he will manage to tear himself from the other responsibilities.
A good manager should bring out the best in their employees. Covering up the employees weaknesses will only work against the manager. This is because the employees will become dependent on the manager to perform what they cannot. Harry seemed to give the employees some slack when it came to meeting deadlines and sloppiness in their work. This demonstrates that he lacks the capability to be a top manager, and he cannot make tough decisions. Harry was more comfortable with being popular and not providing leadership to the employees. Managers have difficult tasks to perform, and they cannot be responsible for helping out the employees at all times. There are managers who are introverts, and they still make good managers. What Harry should understand is how to differentiate official work and social responsibilities. It is possible for Harry to offer leadership and still be agreeable and social with the employees.
Solutions
Harry is not so different from other managers, he has the potentials of a good leader and a top manager, but he needs assistance from the other top managers. There are two ways that they can assist him. The first…
References
Bratton, V.K., Dodd, N.G., & Brown, F.W. (2011). The impact of emotional intelligence on accuracy of self-awareness and leadership performance. Leadership & Organization Development Journal, 32(2), 127-149.
Daft, R. (2013). Management. Stamford, CT: Cengage Learning.
Hudson, N.W., Roberts, B.W., & Lodi-Smith, J. (2012). Personality trait development and social investment in work. Journal of Research in personality, 46(3), 334-344.
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