Motivation and Organizational Culture Essay

What makes a good manager? What makes an employee make? in that respect are different types of leaders and e reallyone has a place in betplace psychology. What is the role of the managers and employees? In workplace psychology managements role should be to motivate employees and get the tasks completed. Managers are a key in the workplace they are role models for the employees. Managers should keep a professional relationship with employees save non be so strict that their employees are scared to ask for ease or sing about what they train.The key to being able to chatter to managers is a positive for managers and employees. It tells the manager what the employee needs to be actuate and forever and a day the manager to know where the employee is. Managers keep some of the pressure of the upper take aim managers and owners. actuate employees is a key part of management because it helps get the job done and keep the employees happy. If an employee is not motivated and unhap py with their job then they will not do a good job and their work becomes sloppy, eventually they will quit.In workplace psychology employees have the role of carrying out tasks and helping the social club become successful. Employees need a understandably defined task, adequate working environment, motivation, and feedback. I the case of Ayame Nakamura, managers need to talk with her to understand her work style and how she can be motivated to do her best. Each psyche is different and coming from a non-confrontational culture Ayame needs to work in a non-confrontational environment. Her managers need to beget her positive feedback so she knows what she is doing right.Being told what she is doing right and wrong in a positive, non-confrontational way may boost Ayames motivation, and she may enjoy work again (Robbins, DeCenzo, & Coulter, 2011). Ayame was brought up to avoid being confrontational and always be polite. Japanese are very strict in their business and are very hetero sexual person forward. If Ayames work environment is hostile then she is more possible to think she is doing a icky job. In most cultures, if someone feels they are doing bad then they will try harder, if they never convey the feedback for doing a good job they lose motivation and eventually just stop trying.Ayame comes from a very straight forward culture and does not understand when someone is not straight forward with her. Ayames employer needs to change his approach with Ayame to give her more motivation and understand feedback clearly (Robbins, DeCenzo, & Coulter, 2011). Paul Hersey and great deal Blanchard have a model called situational leadership theory. In Hersey-Blanchard theory there are different types of managers sexual intercourse managers tell employees when, where, and how to complete tasks. They also have low relationships with their employees.Selling managers provide detailed tasks and have a high relationship with employees. Participating managers give low de tail on tasks and have high take aim of communication with employees. Delegating managers give little direction and have low level relationships with employees. Ayames managers could help make her more motivated by taking time to get to know the way she works. If they talk to her and understand where she is at in her hierarchy of needs then they can come up with a reward system to motivate Ayame.Also, understanding that Ayame needs to have a non-confrontational environment this is another social function that can motivate her. It seems that Ayame has telling manager and she needs a selling or participating manager. bountiful Ayame a good relationship and communication will help her know what she needs to do. Ayame relies on feedback from her employer and is not getting it in her current situation (Robbins, DeCenzo, & Coulter, 2011). Giving employees what they need and keeping them motivated is the job of the manager. There are many different types of managers and some do not give employees what they need.Managers have responsibility to the family to make it as efficient as possible. Some key things managers should remember is that employees need tasks that are clearly defined, some employees may need more direction then others, and all employees need high level of support. Feedback lets employees know what they are doing well and what they can work on. Having something to work toward keeps an employee motivated. A motivated employee is more likely to be happy on the job and complete tasks efficiently while, an unhappy employee is more likely to be slower, sloppier, and more likely to quit.