Role Management in Workplace

Role Management in the Workplace Role Management to me seems to be all about delegation. It helps you to decide who does what and who handles what. Management in psychology probably would be the same way designate responsibilities and also delegate so that each person could know what it is that they are going to do. I would say put people where they excel if you know someone has a strong suit then that is where they will best excel and get the job done. If a person is a great school counselor then they should be counseling at a school, if they work well in a clinical setting then that is the setting they should be in. Ayame may not be good in the confrontational aspect, and that is probably for not for her. Sometimes people are soft-spoken and don’t deal well with confrontation so in turn how can you really be motivated to do something that really doesn’t make you happy. I think it is really hard to receive feedback if people really can’t understand where you are coming from and maybe her culture isn’t really a confrontational culture and she is more reserved and laid back. Then again that may not really be the role for Ayame in delegating it is a manager’s responsibility to see what skills their employees have and what they are good at. Since Ayame is a project manager that means that she is in charge of managing other people and if she isn’t motivated to do her job how can she really motivate a team of people to get their jobs done as well. Everyone has their role in a workplace and if they can’t handle it then maybe that really isn’t the role for them. Cultural Background Some countries are more reserved and not quite so confrontational and maybe that is what Ayame’s problem is. Americans are aggressive and Japanese tend to be a little more laid back and hard working. Herzberg believes that with job satisfaction is what motivated people especially Japan. The way she is receiving feedback may be a way that she isn’t used to because she is not handling the situation confrontational. She may not be really comfortable with how things are done at her job because not all cultures handle things the same way. It seems as though Ayame may not have that go hard mentality and that’s just because of what she is used to. The Japanese are not like Americans and where they are different is that Americans can be confrontational whereas Japanese are more reserved. Ayame may just need to meet with her boss and find out what it is that she needs to do differently or maybe that isn’t the job for her. She can have a sit down and address ways she feels that she may excel better and see if those ways work and if they can implement them, because not everything has to be confrontational and some people handle it better with finesse. Motivation Techniques Motivation is the process by which a person’s effort are energized, directed, and sustained toward attaining a goal. I think the goal setting theory is great theory because sometimes goals push people further so that they can go further than they normally would if there were no goals set in place. Then when you are rewarding employees for achieving those goals it makes it even better because it feels as though their hard work has paid off and that just makes them want to work harder. I think when goals are put in front of you if you are a harder worker then you are going to do what you need to make sure you achieve them. When employers reward employee’s incentives do make people work harder because it means that there is something to look forward to. I also think a good technique is to see your manager working hard too it’s one thing to just designate but to help your employees and take time to make sure they understand the task makes them feel inspired and shows them that you care and that you actually want them to succeed. References 1). Decenzo, D. , & Coulter, M. (2011). Fundamentals of Management: Essential Concepts and Applications (7th ed. ). Boston, MA: Prentice Hall.