Likable Managers |
Business managers and leaders cannot afford to be populist individuals. They are not meant to seek or win any popularity contest within the organisation. The job of the manager is to ‘get work done’ as per standardised processes and procedures. In discharging this basic responsibility, a manager has a choice: to achieve objectives in a graceful and dignified manner, or to throw the weight of positional power upon teammates to get them to perform.
Human nature responds well—indeed, with a great deal of positive energy—only when it is treated gently. If the general environment of an entity is congenial, it would be natural to expect very high levels of productivity. Managers, in order to drive inspiration for improved performance, resort to using several motivational techniques upon teammates. These may range from material to non-material. Each unit of energy in any given entity reacts differently to different types of stimuli for engaging people towards productive action.
Sabalenka returns to Australian Open primed for another title tilt
Material-based motivational techniques, in my view, have a limited shelf life because they are measurable tools of motivation in the form of salaries, allowances, bonuses, and perks, and therefore carry inherent limitations. Monetary rewards do not qualify to meet the basic test of durability. There is only an ‘X’ amount of money that can be paid by any organisation; once the maximum threshold is reached, how can any manager keep his or........