Question

Identify a manager/boss/supervisor you have encountered in your work life, and think about that person's management style. Do not provide any of this individual's personal information, including names. Keep that manager in mind as you provide your response to the discussion. If appropriate, include personal experience in your response:

• What personal characteristics made that manager effective or ineffective?
• If you could have told that manager two things that person could change to improve his or hermanagement style, what would they be?
• Did the skill and management style of this individual affect the corporate culture? How were you able to observe this

Answer 1

1)

A person's management style is a person's way to handle a situation, project, people, or organization. Managing people is skills that come with experience and takes time to develop. It varies from one individual to another but a great manager/leader is someone who can motivate the teams for the success of the organization. He/she should be able to adapt to the management style where they can suit different situations and employees. They are in charge of planning, identifying, and coordinating different work activities to achieve goals.

I always used to think that bosses are like someone who is ruthless, cruel, and someone who doesn’t care about others. And when I started working I assume my bosses to be the same, but after some months I realized I was wrong because my manager was completely opposite to what I thought. He was very understanding, patient, and cared about others. He used to motivate, guide, and lead us in our work, listen to the team member's needs and help them in any way. He has a democratic management style.

Personal characteristics that made the manager effective and ineffective are:-

Effective manager	Ineffective manager.
1. Leadership:- An effective manager should be able to lead a team in an efficient manner.	1. Poor Communication:- Not Communicating information well with the teams that create a gap and many misunderstandings.
2.Communication:- Soft skills are vital as communicating and listening to your team well, about their needs and not just about the job makes an effective manager	2. Too much ego: - Not asking help or advice from anyone when needed. Since his ego won’t allow him to do so.
3. Result-Oriented:- Being a result-oriented manager means motivating your team to reach the goal.	3. Micromanagement:- Micromanagement is when your manager tries to involve in your work without giving much freedom. This leads to limit employee abilities to create a successful organization.
4. Decision-making ability:- An effective manager needs to be decisive because your subordinates will be following you so without proper decision they will be left confused.	4. Lack of empathy:- Showing employee care and understanding them will motivate them and chances of better performance with high productivity.
5. Time management:- One of the important factors for an effective manager is time management. If as a manager you delay in everything then your team will follow the same and think that it is normal. So, it is important that the manager manage the time well and communicate with the team as well in accomplishing the goals.	5. Lack of Vision:- It is important to have a clear vision and direction. A good manager knows what they want to accomplish and planned it well.

2)

Two things I would have said the manger that could change to improve his or her management style, what would they be:-

1) Keep Learning:- As human being nobody is perfect and no one knows everything and so we can always learn that from others too.

2) Adapt to change:- Sometimes managers implement their leadership style to their employee but it does not work. So they should be able to adapt to the new situation and new people and try to bring new leadership styles which can fit the organization.

3.

Yes, the skill and management style of this manager has affected the corporate culture because it has created an exchange of innovative ideas between the manager and the team and thus building a high-performance culture. With his leadership styles, he has been able to produce highly enthusiastic employees that are doing well at peak level and thus has produced more engaged employees.