Managing Individual Differences and Behaviors, Essay Example

Every business, every group and organization, has a collection of individuals who require different methods and measures of management to create a productive and positive culture. Administrators must be diligent and proactive when it concerns managing individual differences and behaviors. As noted in the Institute of Leadership and Management, “modern organizations there is a whole variety of relationship structures, ranging from formal, relatively static ones with a defined line of command to fluid ones that are constantly evolving to meet the needs of the business” (Jenkins, 2003, p. 2). Relationships are the underpinning for any business to function at maximum productivity. Without leadership members and administrators monitoring, nurturing, and encouraging individuals to build on workplace relationships, the business itself can be in jeopardy.

One of the most important factors in business, in order to be successful, is to be proficient with time management. Employees have as many rights to choose a positive, conducive workplace as employers have rights to choose appropriate employees. One common philosophy promoted by health consultants is to leave a job if there is disrespectful attitudes or behaviors, or a worker feels they are being treated poorly (Shekut, 2012). This is as important for leadership and administrators as it is for low rung employees. Everyone deserves to be treated with respect and equality and kindness leads to a health and thriving business practice.

A 2002 Global Workforce Study measured the attitudes of over 32,000 employees around the world and they found that 65% of all employees are not engaged on the job because of the stress and fear being generated by supervisors and owners of various companies (Hunnington, 2018). It would have a huge benefit on business practices if supervisors, administrators, and management recognized the inherent value of being respectful, treating employees as valuable commodities, and ensuring people are treated like individuals and afforded the treatment reserved for clients and customers.

Bibliography

Huntington, E. (2018). Managing and Motivating Employees. American Chiropractor, 40(8), 48–52. Retrieved from http://search.ebscohost.com

Jenkins, D., & Institute of Leadership & Management (Great Britain). (2003). Managing Relationships at Work (Vol. 4th ed. Dela Jenkins). Oxford: Routledge

Shekut, S. (2012). Beyond Time Management: Life Management. Massage Magazine, (189), 58–62. Retrieved from http://search.ebscohost.com