Roles That Managers and Leaders Play in Creating and Maintaining a Healthy Organizational Culture

Published: 23rd May 2008
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Managers and leaders create and learn how the importance of law of cash and decision making in organization. Managers and leaders identify the relationship between them and their employees; they also play an important role in value of the efforts of their employees. Managers and leaders use the information elements to support the decision making made by their employees so as to improve the safety and healthy working conditions in the company.

They also ensure that resources are applied to those activities that return the great benefit and provide the highest value to the customers. Managers and leaders participate on cost of products which the organization produces to give an understandable price to its products. Such products, the manager and leaders must witness the processing and the activities such as labor, materials are accumulated to become unity to help healthy working conditions. In order for managers and leaders to achieve a successful organization, he/she should follow the following objectives; lead, change, create a shared need, shape a vision, mobilize a commitment, monitor progress and change systems and structures. Managers engage with employees to pursuit of joint goals of an organization as leaders give a specific action in a relationship of a mutual stimulation and elevation that raises the level of employee conduct. Managers must transform a mechanism that promotes a two way communication and the exchange of information and ideas. Leaders and managers must establish and make a commitment with fellow employees on an ongoing basis that leaders play the major role in maintaining and nurturing their relationship with employees by giving them their wants, needs and other motivations to create and maintain a healthy organizational culture.

Managers in organization change some needs as to achieve a higher level of employee performance, this changes are the management practices, safety culture of organization, workforce deployment and work design. Managers must make sure that workers implement the act of the organization so as to the productivity performance creates a healthy working condition. Managers are there to supervise the workers to achieve the organizational goals.

Functions of management that supports the creation and maintenance of a healthy organizational culture.

Planning
The management has to plan the core assets which are available for the product development, sales and marketing of the product. Management has the responsibility to plan on how to fulfill its productivity goals, key development scenarios, plan a strategic formulator to the workers, and give a development of production method and assessing the percentage income of the organization.

Budgeting
Managers and leaders should show annual budgeting of an organization so as to enhance development. Budget has to show the targets of an organization because the organization should have its own goals to achieve.

Evaluating
A management which has great leadership and efficient functions gives motivation to its surrounding. Workers are willing to follow different leadership styles. For example they can get good ideas from observing successful companies because of its management and they way leaders do or perform their functions. A leader must involve the team members so as to develop and inspire the workers to work hard so as to achieve the targeted goal.

Facilitating
In an organization it needs to have an energizing relationship both between the leaders and the workers. The organization has to facilitate good working environment to its workers so as to motivate and increase the effort of labor to the workers. Leaders should develop trust by working the talk, doing what they preach. Implementation of the organizational policy has to be focused in daily activities so as that the organization can achieve its goals. Workers share responsibilities with their supervisors for understanding and participating in formal development of the organization. (Mannas, 2006).


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