My Theory of Management Psychology
September 14, 2010
People come from all sorts of backgrounds which effects how we interact in social and professional settings. Managers are tasked with providing leadership and motivation to employees to produce better results on the job. A leader who appreciates his employees and goes to bat for them will likely have a more loyal team of workers. A manager who cannot motivate and who does not treat his employees with fairness and respect is less likely to be effective as a leader. It goes without saying that the manager must have an exceptional understanding of the common goal and the intelligence to perform his duties in a way that inspires those who work for him to want to see the success of the team and to have the same drive as their manager to attain goals. I feel that unless an individual has a particularly strong set of work ethics and goals they want to attain personally, that a bad leader will hinder the worker from performing his job adequately, much less exceptionally.
My personal purpose is a bit muddled; I am not sure what my calling is for my career. I am most fulfilled when something meaningful is involved like helping someone in a tight spot, getting answers where people have been left hanging before, or completing something that someone else wouldn’t, or being a part of something that speaks to the greater good. In my current profession I know that I am doing this by getting people the products they need on a time crunch, completing a solution or getting issues resolved. Customers are grateful for the help and it takes a load of the plate of someone else in my organization. I don’t feel as passionate about this type of problem solving as I feel that I would if it were something that was more human-interest focused. I sell technology. Technology doesn’t have a pulse. In my spare time I deliver food for Loaves and Fishes where the goal is to help feed the homeless,...