Role of Managers: Influencing

People at Workplace
INTRODUCTION
 Leaders play a prominent role in influencing people at work place. In an organization,
managers should take leadership roles to influence employees.
 Top level managers and HR managers are the key persons in the organization, who takes
initiative in all aspects for the growth and productivity of the organization.
 Following are the basic roles of managers in influencing employees:
 Role of managers in maintaining ethics and discipline across the organization.
 Managers strategies in achieving goals.
 Violence at work place and its effect on mental health.
 Role of managers in resolving conflicts.
 Leadership traits of good and effective manager!
Role of managers in maintaining ethics and
discipline in organizations:
 An organization uses ethics and disciplinary practices to guide employee business
ethics and to nurture the organization desired culture.
 HR managers and higher level officials are responsible for encouraging and
communicating discipline and ethical behavior via codes and policies and also
training programs.
 These programs can be reinforced as a form of organizational control in more
encouraging ways and non-coercive ways.
 Basically managers of all levels should maintain transparency with their sub-
ordinates or their members and should have a code of conduct that embraces
integrity, regards for others and fulfilling commitments.
Role of managers in maintaining ethics and
discipline in organizations:
 Misconduct: woefully sometimes, people in organizations challenge and violates rules and
regulations of the company.
 This improper behavior deteriorates the company’s performance and very much harmful to the
organization.
 The reasons for misconduct may be the perception of individual as the person takes control of the
work:
 “He/she feels that “no one will know the unethical practice done”.
 “no one checks the transaction”.
 “no one in the company adheres strictly to the ethical practices”.

These disbeliefs and process loopholes have taken a toll on

employees for their actions.
Role of managers in maintaining ethics and
discipline in organizations:
MANAGEMENT IMPLICATIONS ON MISCONDUCT OF EMPLOYEES:
 Organizational culture defines the ethical standards and discipline across its members.
There should be proper monitory and control action system at every level.
 In order to achieve this all managers should follow these principles.
 Be a visible role model by practicing proper ethical behavior. As it gives a positive
message to juniors.
 Communicate ethical expectations and create transparency in the system.
 Provide ethical training: conduct seminars, workshops and ethical training programs.
 Visually record ethical acts and reward them with appraisal etc. and punish unethical
acts.
Leadership Traits of an Effective Manager:
 Leaders and Managers are entirely different from one another.
 A leader creates the vision, manager helps to achieve it.
 Leaders are like change agents, but managers choose to do
what works.
 Leaders employ unique approach, managers try to copy
them.
 Leaders take risks, managers control risk.
 Leaders are future oriented, but managers have to look out
for the shortcomings and plan accordingly.
 Leaders have fans, managers have the ability to manage.
Leadership Traits of an Effective Manager:

CHECKERS CHESS

AVERAGE MANAGER GOOD MANAGER

Traits of a Leader (GREAT MAN Theory):
 Sociable  This “GREAT MAN” Theory is no
 Aggressive longer valid.
 Creative
 Effective managers are those who
 Tall can use these traits as and when
 Popular needed for the benefit of the
 Intelligent organization.
 Humorous
 Self Confident
 Maslow’s Hierarchy of Needs Model:
Desire to accomplish
Self everything that one
Actualization can
Needs
Ego & Status,
Reputation Esteem Needs

Friendship, Intimacy,
Personal Needs Family

Personal, Financial,
Health Security Safety Needs
Food, Water, Shelter,
Psychological Needs Sleep, Clothing, Air
Violence at the Workplace
 What Is Workplace Violence?

1. Physical Assault

2. Threatening Behavior

3. Verbal Abuse

4. Harassment
Four Categories of Workplace Violence

1. Violence by Strangers Committing Robbery

2. Violence by Customers, Clients, or Patients
3. Violence by Employees and Supervisors
4. Violence by Domestic Partners or Relatives
of Employees
A Risk Factor Is:

 Any condition that may increase a worker’s risk for violence.

External Risk Factors Include:
1. Working alone or in 5. Having a mobile
small numbers workplace like a
taxicab or police car
2. Working late
6. Working in high
night/early morning
crime areas
3. Working with money 7. Guarding property
4. Delivering or possessions
passengers, goods or
services
Internal Risk Factors Include:
1. Highly competitive sectors 5. Chronic verbal abuse by a
with intense workloads, e.g. supervisor towards workers
food processing
6. Denial on the part of
2. Restructuring of an management regarding
organization, e.g. impending
employee tension or
layoffs
favoritism towards one
3. Ignoring warning signs from party
certain individuals who have
a gripe with co-workers or 7. Old school mentality by
management management that tolerates
4. Allowing an ongoing feud
and enables supervisor
between co-workers to go abuse
unaddressed by
management
How Can Violence Be Prevented on the
Job?
Prevention Strategies (External Risk)

1. Don’t work alone late 6. Place curved mirrors at

at night or early hallway intersections
morning 7. Maintain good lighting
2. Call for a security indoors and outdoors
escort if working late 8. Prepare plan for
3. Carry a cellular phone consumers who “act
4. Redesign workspace to out”
prevent entrapment 9. Control access to
5. Train staff in ways to employee work areas.
diffuse violence.
Prevention Strategies (Internal Risk)

1. Risk Assessment: Confidential survey of all

employees designed to uncover internal risk
factors, coupled with analysis of external risk
factors
2. Presentation of overall risk analysis to top
management, along with supporting facts
3. WPV training for all levels of organization
4. Sensitivity training for high-risk employees as
necessary
5. Follow-up survey of employees to gauge impact
of training
Manager’s Strategies in
Achieving Goals
Team Coordination:
 Team organization involves devising roles for
individuals and assigning responsibilities.
 Organizational structure attempts to facilitate
cooperation.
 Team formation.
 Group management.
 Making techniques.
 Moral support and frequent outings with the team
Decision Making:
 Being Innovative
 Referring to previous similar events.
 Proper analysis about the issues occurred.
 Encouraging associates to participate in decision
making.
Quality Management:

 Division of work among the associates.

 Associates compatibility
 Always remember the organizational
objectives and ethics.
THANK YOU

Submitted by:
Sameera K.L
Ankesh Gadbail
Tushar Singh
Niharika Singh Thakur