Manager and employees

[Benn]

How do you think a manger should behave with his employees? Should he have an autocratic style or maybe a democratic one?

[Faw_Peter]

autocratic is better than democratic. A leader is not a leader if he allows his employers to do the job for him

[Steven]

yes, but also the motivation for work is decreased when employees are pressed by the manager.

[Terry]

if you are authoritative it can create an image of confident management, but, on the other hand, some subordinates may become highly dependent upon the leaders and supervision may be needed.

[M.Helen]

It depends from what point of view to judge the relation. So if you are an employer you may have one opinion and if you are an employee you will certainly have another view. But, anything you do in this sense, it can not be perfect.

[Benn]

there is another syle called "Laissez-faire". The leader's role is peripheral and staff manage their own areas of the business. It brings the best in high-skilled and professional teams as everybody seem to be managers.

[Steven]

but, if talking about small or medium-sized business, you can't implement this style Benn. I would recommend something average between democratic and autocratic styles,

[Faw_Peter]

<!-- m --><a class="postlink" href="http://www.cpol.army.mil/library/mer/">http://www.cpol.army.mil/library/mer/</a><!-- m -->
A page for detailed management-employee relationship.

[M.Helen]

When I worked, everybody claimed they respect the manager due to hos seriousness, and skill to organize everything, but actually nobody really liked him

[Benn]

Discover your management style on <!-- m --><a class="postlink" href="http://www.rpi.edu/dept/advising/free_enterprise/business_structures/management_styles.htm">http://www.rpi.edu/dept/advising/free_e ... styles.htm</a><!-- m -->

[Faw_Peter]

During the past few months, the quality of work done by staff members began to go up. Record keeping is accurate and up to date. You have been careful to make sure that the staff members are aware of your performance expectations.
What would you do?

1. Stay uninvolved.
2. Continue to emphasize the importance of completing tasks and meeting deadlines.
3. Be supportive and provide clear feedback. Continue to make sure that staff members are aware of performance expectations.
4. Make every effort to let staff members feel important and involved in the decision making process.

[Steven]

If we stay uninvolved, it will decrease the productivity for sure. Employees want to hear and feel feedback, so that they are sure they do the correct job. That's why I choose the third option.

[M.Helen]

yes, but it's not enough. For every good work or progress,they should be rewarded. Plus it would be good to make them feel important, but not too much - they mustn't forget who's the boss you know!

[Terry]

sometimes when you encourage or reward your workers, by giving them bonuses, can make their productivity decrease, since they can relax and count on the employer's good behaviour.

[Faw_Peter]

you are handling good with this situation, now what would you do if:

The employees engaged in your project appear to be having serious barriers in getting the job done. Their performance was obviously decreasing. They have not responded to your efforts to be friendly or to your expressions of concern for their welfare.


1. Reestablish the need for following project procedures and meeting the expectations for task accomplishment.
2. Be sure that staff members know you are available for discussion, but don’t pressure them.
3. Discuss with your employees and then set performance goals.
4. Do nothing

[Steven]

I would choose none of these options. If I hired employees I have to be sure they are good, if not - I would simply fired them?

[Terry]

but no Steven, you have to be patient a little bit. No one is perfect. People often need time for adopting to certain conditions. You can't blame your workers for unaccomplished work, it's the manager's fault.

[Faw_Peter]

I would start making a step-by-step program. Thereby the project will be divided by parts for each of the employee. It's important not to overload the workers, that's why the work terms must be realizable.

[Terry]

sometimes an employee might prove himself to be a better manager than his manager. This often makes the manager feel envious and might be a hidden reason for firing the worker.

[Hakan G]

Here is my approach of the situation you proposed. While I was reading it I could see what option will be applied in what company (just my assumption). So here we begin:

1. Reestablish the need for following project procedures and meeting the expectations for task accomplishment. – European company
2. Be sure that staff members know you are available for discussion, but don’t pressure them. –USA democratic style
3. Discuss with your employees and then set performance goals.- anywhere in the world
4. Do nothing – this is something special

[Terry]

Do nothing – this is something special

This refers to novice mangers, who are lacked of experience.

[Martin]

I think that managers from all the companies should have an adequate attitude towards the employees. They should always be polite and kind with its employees, show and explain in case if an employee would have questions. There should not be a barrier between employees and manager, they should be at the same step.